Employee Theft prevention guide for an Organization Security

1. Employee Theft Prevention Guide The suggestions in this guide are simply that. They are suggestions for how to create a theft policy and procedure guideline to give to your employees. It also outlines what you need to do throughout the whole process. You do not want to implement any of the information in this guide without first speaking with an attorney and your human resources department. You never want to violate human rights or the rights of your employees. Each state will have different rules of what is or is not allowed when it comes to theft. Make certain you know these, how you can proceed legally, and only then implement your policy and procedures. 1. Theft Investigation Report Only strict guidelines and pro-active employee theft prevention methods work! It is highly recommended that each business owner learn and implement employee theft prevention tactics to protect themselves from such losses. And take the time to learn which type of security system would best fit their needs, as there are many options. 2. Policy and Procedure Suggestions Before implementing any theft prevention type, the Company’s Human Resources and Labour Attorney should review and ensure such suggestions are following the local governing law. a) Create An Anti-Theft Culture Have written policies for employees as part of their handbook and orientation training. Said policies should outline all anti-theft policies as well the disciplinary action that will be taken should s/he be found stealing.

2. b) Setting up Controls Make irregular policy checks to ensure procedures are being handled as written. Have daily reviews in place for situations involving cash, such as deposits. Accurate recording of all valuable assets (use serial numbers and place logs) should be taken. Always record, including date and time, an item like a laptop that has been stolen or is missing. c) Investigating Possible Theft Investigating employees for theft is very serious, no matter who conducts the investigation. Investigators should be done by management with training, or by an independent security company, or by a firm hired for such occurrences. 3. Response to Proven Theft Terminations due to theft should be clearly outlined. For some companies, there is a sliding scale depending on the intent behind the theft of what was stolen determines the harshness of the disciplinary action. However, not terminating for theft often sets a precedent that employees can get away with it, so policy should be based on these thoughts as well. 4. Post-Theft Review Once the matter is resolved, there is still work! An After-action report is often where the post-investigation falls short. Such reports need to show the root cause, including what happened, why it was not caught earlier, and how it can be prevented in the future. Prevention will be successful, nearly 80% of the time, particularly when there are good policies and procedures put in place after a theft occurs. After the matter is resolved, employee interviews should be reviewed to determine how the theft occurred. All video collected by a CCTV system before and after the crime needs to be reviewed as well to help determine weakness and how to implement improvements for the employee theft prevention.