You might also be interested in
Replies (5)
Please login or register to join the discussion.
Name and Shame
I don't think you can name and shame in the way you want. To do so might open you up to some sort of legal action.
My suggestion is to report him for theft / obtaining property by deception if the police are provided with all the information and evidence they will not need to do much of an investigation so your chances of a conviction are increased. (Just as long as they don't offer a caution or a fixed penalty notice)
Having had a conviction he will then have to declare it when asked which will raise questions at interview that he might not wish to answer!
Register of fraudsters
We recently sacked a sales director for expenses fraud. None of the entries on his signed expenses sheet bore any resemblance to the actual use of the company credit card. He was only here a few months!
Can we legitimately name and shame him so no other company suffers significant losses. Only following investigations have we learnt that we are one of many companies he has defrauded.
Though as much
I did expect this to be the answer, worth asking though.
I have got the Police in, he was due to be arrested this week, waiting for an update from the Detective on the case. We presented a complete case to the Police of his expenses, this what he said the payment was for and the actual supply as detailed by the innocent businesses involved.
Lessons Learn't
Liz, I am glad to here that you have informed the police and have passed over the evidence.
Quite often firma are reluctant to prosecute as they fear the bad publicity. I feel that this is a mistake as the incident can be used to highlight to staff that transgressions will not be tolerated and will be pursued. This does not have to be just about theft it could be about the misuse of equipment or of systems such as inappropriate use of the internet.
People should be allowed to use their own judgement about using things but should be aware of the consequences of going to far.
You could also use this episode to do a review of your recruitment systems - get all stakeholders involved and see what could be learned from this - getting senior management on board is essential in this so they understand the implications. Research the law as to what you can do and cant then try to be creative to get around sticky areas.
Think about a whistle blowing policy - but do research on this as it has problems associated with it.
Systems review
Thank you for replying.
We have already done a systems review, one thing that came up was the lack of controls when the person was recruited, the (now) Ex MD was naive and cut corners when this other senior employee was recruited.