Witness to theft

luaive

During one of my working days, I witnessed a colleague stealing, it was a chance encounter and they were also being observed by my boss, (I believe they already had suspicions) so my boss knew that I had seen what had gone on. I was asked to write a witness statement which I did, as I don't want to jepodise (sp) my own employment, I just don't know what is going to happen now? I was unable to speak to my boss as the person in question was still around after my shift ended and the person accused and myself are off work and back the same day. All I have been told is that my witness statement will be used. Has anyone else been in this situation? The person in question will obviously be able to view my statement and know it was me that wrote it (according to online, I wasn't aware of this) and im concerned that if they are kept on as an employee, even though theft is gross misconduct, that they might turn all the other employees against me. I know of someone else who was accused of stealing from their department, and they are still working in the same department, regardless of that!

Masomnia

I really wouldn't worry about it. I was going to say I would be amazed if they didn't dismiss but as you've said someone else was kept on I suppose you never know!

At the end of the day if they did it then that's their fault. The kind of person that would do that and then hold it against you if you did the right thing to keep your own job isn't the kind of person whose opinion I really care about tbh!

sangie595

It really depends on the employers approach and whether the person stays to face the disciplinary. But it is possible that you may be called to attend the disciplinary, in which case you might have to tell your story in person, and may be asked questions about what you saw. But I would worry less about it - even if your colleague remains in their job, they aren't very likely to be telling everyone that they dislike you because you saw them stealing, are they? And if you have any problems with them you should go immediately to your manager, who knows the circumstances.

TBagpuss

You should not have to do so, as reporting theft ought to be a no-brainer, but in the unlikely event that anyone riticises you you may want to say to them either:
1 . That you could see that the manager was watching, so you hd no choice but to confirm what you had seen, otherwise you would have been accused of lying and/or colluding with the thief. (relevant if the individual them self says anything to you)

2. That yes, when asked you told management what you saw as if you hadn't, all the innocent employees could have been suspected (useful if the personal saying anything to you is not the thief them self)

System

If they challenge you - the boss saw you, I saw you, the boss saw me seeing you and then told me to do a witness statement...if you are going to steal, don't be so bleeding obvious about it.

luaive

Nothing as yet. I have noticed they are no longer on the rota thou, so im not sure if they have been sacked or left? No one has mentioned anything, usually the grapevine knows about it before the accused person does!

Savvy_Sue

luaive wrote: »

Nothing as yet. I have noticed they are no longer on the rota thou, so im not sure if they have been sacked or left? No one has mentioned anything, usually the grapevine knows about it before the accused person does!

Well, the grapevine shouldn't know.

If they felt they had evidence of gross misconduct then this person would have been fired on the spot. If they're not sure but suspect theft, what should have happened is suspension: the person is told not to come into work, not to talk to anyone from work, while an investigation is carried out. You are part of the investigation.

Once the investigation is finished, then they invite the person to a disciplinary meeting, offer their evidence, invite them to offer a response, and then make a decision - best practice says go away and consider the decision because an instant decision makes it look as if you'd made your mind up before hearing any evidence.

So, they're not on the rota, because they're not required to work while they're suspended. Or they've been fired or handed in their notice. Not your business, not your colleagues' business, no-one needs to know.

jobbingmusician

Good practice suggests that the person concerned has been suspended whilst a full enquiry is carried out (it may already have been carried out, and your statement would form part of this enquiry). Then, if your employer is following good practice, there should be a disciplinary hearing at which the employee is given a chance to answer the findings of the enquiry. (The employee might resign before this meeting, of course.)