Questions on Employee Theft

Saks’ anti-harassment policy and complaint procedures provide guidance and behavior boundaries to promote effective and efficient use of employee paid time at work. The policy intends to not only provide the employees the best environment to maximize profits, but also keep employee actions within rules and regulations to avoid costly litigation and fines.

Company X is committed to providing education for each employee to report unethical behavior and resolve conflicts without fear of retaliation. One such example would be the need to report employee theft. Employee theft is not only unethical but could also be criminal in nature. Regardless of employee status (entry level or upper management), each employee should feel it their responsibility to report any unethical behavior they observe. Employee theft can range from theft of money, time, office supplies or merchandise to providing proprietary information to unauthorized entities. These activities can result in a negative public image of Company X and should be reported as quickly as possible. Prior to reporting such offenses, each employee should ensure the accuracy of the evidence they will be reporting. There are various methods to report such abuses including but not limited to an anonymous toll free hot line number, verbal or electronic reporting to the local Human Resources office and the open door policy which encourages employees to approach members of management without the fear of

Employee theft is one of the major problems in parking industry. In 2012, more than 10 employees have been fired in relation to theft at Imperial parking, Seattle branch. Parking lots are potential feeding ground for thieves. The most common form of employee theft at parking lots is stealing cash from the cash register. For instance, in 2012, three parking attendants have been charged with stealing at least $400,000 in parking fees collected at a parking lot for the Smithsonian Institutions, in

Not to our surprise, the employee would almost always choose their economic stability over their integrity. It is still not easy to say that the employee’s conscious didn’t warn them of the risks, the first time. It begins with just a simple upgrade tune up and then trickles to $1,000 in new auto parts. If we look back at the Sear’s auto mechanic example, a mechanic could easily convince the customer that their car needed a whole new system because of the customer’s lack of knowledge of the subject. The customer automatically assumes there is a guaranteed trust commitment to their service, but in turn gets fooled. The evidence unearthed by investigators found nearly identical reports of cheating at one Sears auto repair shop after another.

I believe that if I were in that situation, I would try not to steal unless it became a life or death situation for me, or anyone that depended on me. I would try to avoid looting because I know that it would be intentionally harming the company that I was looting for, and also the community, both the economy and the reputation. Nonetheless, I believe that human lives are worth more than the stolen merchandise. If I or someone who depended on me were on the brink of death, I would steal from local stores to protect

Along with a community being hurt, his or her actions negatively affect those personally close to the shoplifter as well. Whether it is a mother, father, sibling, or child, there is always someone else being hurt when stealing takes place. It is very easy for the shoplifter to only worry about him or her and not think about the

Employee embezzlement is the most common type of occupational fraud, and can be either direct or indirect. Direct fraud occurs when the employee steals company assets such as cash, or inventory. Indirect fraud occurs in instances where employees take bribes or kickbacks from vendors, customers, or others to provide allowances such as lower sales prices,

According to Walsh (2000) one of the major reasons for employee theft is low morale at the workplace. Second a lack of control over inventory. Sometimes young employees are subjectivity to peer press to be part of the group can encourage theft. The employee feels that the business or company has wronged or mistreated them in some way. This may be why employees feel underpaid and under-appreciate for their “hard” work done. Like any crime, there must be motive, method and opportunity. It is easy to steal because the employer does not have preventive measures to stop them. Preventive measures are crucial to reducing the risk of employee theft. If preventive measures are not existent then the opportunity to steal is very high. Employers should limit the opportunities to steal. Employers should open their own mail, segregate duties, and particularly bookkeeping functions. Also, employers should not have the check writer balance the checkbook and do not use cash. Younger employees do not think prudently, and tend to be impulsive (Walsh 2000). This is also a major reason why businesses suffer from low production and profit loss.

Stealing from a organization you work for is one of the worst actions of professionalism. In my opinion there are many forms of negativity to determine the quality of an individual and their professionalism, but the act of theft has to be one of the worst. In my perspective this is morally and ethically wrong.This was the first time I encountered a negative example of professionalism was when I was employed as a grocery Bagger at a commissary located on a U.S. Department of Defense base while I was in high school.

Is stealing becoming more acceptable in the workplace? Generally, when people think of stealing or theft they are referring to the act of physically taking property from someone else. In reality there are many different ways that an employee can steal from an organization, and I have seen three different ways in my short career. The basic definition of theft is the wrongful taking and carrying away of the personal goods or property of another, and this is one way in which people can take away from an organization. The most common way for people to steal from an organization is theft of time, and this includes; taking extra time on breaks and

Corporations are often the victims of the most common white-collar crimes that occur in corporate America. According to the Association of Certified Fraud Examiners (cfenet.com), “abuse and fraud by employees cost U.S. organizations more than $400 billion annually…[which equals] $9 per employee per day.”

Why do employees feel free to steal? Most employee theft occurs because it is too easy. What can a company do to prevent employee theft? What should a company do to employee thieves? The following paragraphs summarize a few ideas.

Need to get be better rewarded: theft is a symptom that managers are not well remunerated. Pocketing the

Companies with a constant turnover of low-salaried part-timers or large businesses lacking competent supervisory personnel to oversee operations, leave themselves open to intentional or unintentional sabotage. Underpaid and undervalued employees, especially when unsupervised, lack any sense of obligation to their employer. They often demonstrate

Need to get be better rewarded: theft is a symptom that managers are not well remunerated. Pocketing the