Employee stealing from work - advice?

getmore4less

yinhong wrote: »

Thanks for the responses.

In the warning I gave him a couple weeks ago, I did say to him that from then on ANY money short from the till will be taken out of his wages.

So whether he's stealing or made several huge very mistakes (however unlikely that made seem), the fact is he has lost us £60, so should I simply demand it back?

What if he says no? What should I do then?

There are strict rules on shortfalls in retail so learn the law on this.

Also you can't pay below minimum wage so chances are you can get much back from them anyway.


You need much stricter cash procedures and better supervision.


You also need to sort out your contracts so you can deduct upto the maximum allowed by the law.

paulofessex

In respect of getting your money back, l feel you will have to put that down to a loss. Even if he was caught red handed and prosecuted through the court there would be no guarantee that the court would award compensation i.e. monies to be re-paid.

yinhong

Ok thanks.

DVardysShadow

paulofessex wrote: »

In respect of getting your money back, l feel you will have to put that down to a loss. Even if he was caught red handed and prosecuted through the court there would be no guarantee that the court would award compensation i.e. monies to be re-paid.

I would agree with this. It looks like he has ignored the warnings that he is being watched.

Personally, I would not change procedures to prevent this as in signing for the till or whatever. My only debate would be whether to get rid of him when he turns up for his next shift, or let him carry on a little longer.

I think I might let him turn up for the shift and work an hour before taking him aside paying him his hour and sacking him. Or let it go till an hour before the end of the shift, a quick check on the change box and then dismiss. Some sort of shock approach may do him a little bit of good in the long run, rather than just telling him not to come in in the week.

yinhong

DVardysShadow wrote: »

I think I might let him turn up for the shift and work an hour before taking him aside paying him his hour and sacking him. Or let it go till an hour before the end of the shift, a quick check on the change box and then dismiss. Some sort of shock approach may do him a little bit of good in the long run, rather than just telling him not to come in in the week.

If I do this, could I not pay him for that night's work? He's not under any contract. It's just a one day a week, temp job thing.

ohreally

yinhong wrote: »

In the warning I gave him a couple weeks ago, I did say to him that from then on ANY money short from the till will be taken out of his wages.

So whether he's stealing or made several huge very mistakes (however unlikely that made seem), the fact is he has lost us £60, so should I simply demand it back?

What if he says no? What should I do then?

Rather than warn him, you should have brought the matter to the attention of everyone who has access to the money box. In doing this you've personalised the issue with him on the basis of a suspicion.

yinhong

ohreally wrote: »

Rather than warn him, you should have brought the matter to the attention of everyone who has access to the money box. In doing this you've personalised the issue with him on the basis of a suspicion.

I did bring the matter to the attention of every who had access to the money box. The reason I warned him specifically was because he was the only person responsible for the money box on the nights that the money went missing. No one else had access to the money box.

ohreally

I think you need to establish guilt before deciding how to proceed.

For a moment consider his innocence - how would you feel if the roles were reversed and not only were you innocent but you subsequently faced the sack from your job?

Separately you need to review cash handling procedures and the issue of training and supervision.

DevilsAdvocate1

ohreally wrote: »

I think you need to establish guilt before deciding how to proceed.

For a moment consider his innocence - how would you feel if the roles were reversed and not only were you innocent but you subsequently faced the sack from your job?

Separately you need to review cash handling procedures and the issue of training and supervision.

But whether it is a mistake or stealing, this amount of money going missing is unacceptable. Either he is not good at his job or he is stealing. So I think you would be within your rights to say he is not needed anymore. You don't have to give a reason.

The other thing to check is stock. Sometimes people pocket the money the customer pays. I noticed this happen at my local post office the other week. The money definitely did not go in the till and she was very shirty when I asked for a receipt (and refused to give me one saying it was too late).

D.

GavB79

Was it exactly £20 and £40 or have you rounded? If it is exact, this sounds a stretch too far to be giving incorrect change.