Fact: The CCMA doesn't care why you dismissed an employee... It only wants to know if you dismissed him fairly
And if you didn't do it fairly, you could have to pay him up to 12 months' salary! Don't let this happen to you…
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Don't waste time! If you notice that stock is going missing, investigate it immediately!
Look at the shift register to see who was working at the time the stock went missing.
If there's an employee, in that register, who you suspect could be the culprit, monitor them.
For example, you can keep a close eye on what times they clock in before and after working hours.
You can also check what emails they're sending.
You can only check their email if you have a proper policy in place, allowing you to do so!
Keep records of all potential suspicious behaviour you notice.
This can all help in building a case against the suspected employee in a disciplinary hearing.
It's not easy to build convincing evidence against a suspected employee using the above-mentioned steps, but it's at least something, and everything here really does count.
Very often it's difficult to prove theft in your company. But that's why you have entrapment
as a legitimate means to prove an employee guilty.
But you need to be very careful when attempting to entrap a suspected employee! Because one small error could lead to the entire attempt being illegal!
*To learn more on entrapment, as well as how to use it legally and effectively to catch out suspicious employees, page over to Chapter E 17
in your Labour Law for Managers
handbook, or click here
to order your copy today.