Human resources-associated red flags such as the involuntary reduction of employee compensation, a demotion, inadequate performance evaluation, or fright of job loss might result in financial stress besides hatred towards the employer may play a vital role in an employee’s decision to commit workplace theft or fraud. The primary step towards handling the theft of the milk boxes is to investigate the issue. I would interview the suspected employees, review the time clock data besides reviewing the security footage. While gathering the above acts, I would remain objective and neutral. After identifying the responsible employee(s), I would evaluate the severity of the theft, whether the incidence was intentional besides the level of dishonestly involved to determine the degree of discipline to impose.
Depending on the severity of the issue, reasons for committing the theft, and the employee readiness to cooperate on solving the problem, I would weigh the pros and cons of every legal action to take. If the employee has been involved in fraud initially, I will dismiss him or her. However, if the employee's reasons for committing the crime were lenient enough, I would establish a repayment agreement with him or her, discipline and issue her with a stern warning.
The next step would be outlining the consequences of workplace theft through printed posting and memos. I would equally appeal to the employee's self-image and encourage them to report any theft incidences or orchestrated theft through anonymous channels.