There comes a point in every recognized case of employee theft where you, the investigator, know that you’ve got the suspect. Whether it’s clear video footage of the individual slipping a large wad of money into the pocket of their khaki’s or simply multiple transaction reports all pointing to obvious wrong-doing by the suspect, you’ve got them. Now what? Well, now the company is still out of money; now you have a dishonest employee in your midst that you need to get rid of with as little fuss as possible. The best way to do that is by eliciting an admission of guilt or confession from the subject.
The last thing you want to do is have more time and money going to a lengthy court case. That is exactly what can happen if the subject decides to fight the case or claim wrongful termination. An admission of guilt is a good way to avoid all of that. Additionally it’s the first step to recovering the moneys lost by the company as a result of the individuals’ employee theft activity. A monetary recovery agreement should accompany all admissions of guilt. The company will then go after the employee for civil recovery and if they deem it necessary they will call in the police and prosecute the crime.
Employee theft is the highest cause of shrink in any retail company. Therefore if you want to combat it properly you need to follow through on all investigations. Obtain the necessary proof of wrong-doing by using both technological means and a solid interrogation technique. Finally, finish with getting a confession. Make the subject believe that you’re there to help them and it is in their best interest to simply “come clean” and then you can all move forward. Sure, it’s possible that they’ll be moving forward to a jail cell but that’s the price they pay for employee theft .
For more information about internal theft , employee theft investigation , corporate fraud investigation or corporate fraud investigator contact us at employee theft or call 1.770.426.0547 – Atlanta Georgia
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