Questions on Employee TheftEssay Preview: Questions on Employee TheftReport this essayIn todays society with the slack in rules and non aggressive management it is very easy for a company to produce an environment where theft seems acceptable. Employees steal and find that there arent any repercussions for their crime so they continue the behavior. Its all positive for them because they get something out of it and there is no punishment. It was reported by the security Group of Cahners Business that, if they saw others getting away with theft, 66% of employees would steal. This is not including the 13% who already steal or would steal anyway (Guerin 2004).
I believe that employee theft is stealing or misusing a companys assets without their prior permission. It is not just stealing money, inventory, or office supplies; employee theft also includes taking customers and information. Employees may think that taking small things, or not very much wont affect the company but it is estimated that it takes twenty dollars to compensate for every dollar stolen from a company (Case 2000). Employee theft also includes stealing from coworkers. Although this is rarer, it still happens a lot. This happens less often because the thief is taking a much larger risk stealing from an individual who is much more likely to report the crime and/or prosecute. A fellow employee rarely turns in a coworker that he/she knows is stealing from the company, and the thieves know that. That makes it much more logical for them to steal from the company as opposed to fellow workers.
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The other solution is to use an audit in situations where theft is serious or the company is doing a great job of managing its employees. The most common type of incident, however, should be a serious dispute over an employee’s or the Company working hard to maintain the company’s operations. In such a case, the issue is whether or not an employee or employee union has control over the business. In such a situation, it is best to stop collecting, resolving disputes, or using other means to manage employees, such as negotiation.
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The common way of dealing with a complaint is usually to leave it to the company to be resolved. If someone does not want what you have asked for, a good company would do its best to have their case resolved as quick and straightforward as it can.
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A small incident can put the company on notice that it is doing enough to take responsibility for their employees, and, therefore, the company’s best chance of becoming competitive again. This is also the case especially after they have successfully dealt with several other complaints, such as the theft of personal information. A company can generally use a small incident as a way to manage their internal issues.
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If there is no company-wide situation from which a complaint is being resolved, your company may be in a bad position to move immediately. If there are three or more members of the company in the dispute that are at fault for the dispute, then it is highly unlikely that they have any say in the matter.
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This book contains a basic outline on how to get a Complaint Reviewed or even a Corporate Support Letter without the need to pay the company millions of dollars in back taxes in order to make it possible to resolve them. Although your personal dispute should always involve the company, it is highly unlikely that an incident will happen where you are the only employee in the company who has a dispute and you have a legal cause to pay. However, if your company has some legal cause to pay and damages for the damages from or against the company are large with you, then the best option will be to have the case resolved prior to the dispute and you should be able to afford any compensation for the damages.
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