5 Ways to End Workplace Dishonesty

How well do you understand workplace dishonesty—the reasons behind it and the different forms it can take on? We are bringing you a deep dive on dishonesty and how to identify it—as well as five tips to preventing it from happening in the first place.

As a small business, you should understand and be able to recognize the various types of workplace dishonesty. It is important to be proactive when it comes to addressing dishonesty because it not only costs businesses valuable time and resources, but it also has a negative impact on a company's bottom line and affects company morale—possibly leading to more dishonest behavior by other employees.

Below are three reasons why workplace dishonesty may occur:

Reason no. 1: Employee dissatisfaction. When an employee feels low morale or is dissatisfied with their job, the company management, or conditions in the workplace, they may engage in employee theft, misrepresentation of work hours on their time sheets, or slowing down production, among other things.

Reason no. 2: Weak accountability systems. Do you have good checks and balance systems, accounting and inventory systems? If not, you risk employee dishonesty. If there is no fear of being caught, stealing becomes attractive and can easily occur.

Reason no. 3: Disgruntled employees. Employees who believe they're underpaid or underappreciated may feel inclined to lie, cheat or steal.

Workplace dishonesty can come in many forms, including the following.

Form no. 1: Lying. Whether employees lie to their bosses, each other, or even to customers, they can cause a great deal of damage to a small business.

Form no. 2: Misuse of company time. Employees who conduct personal business during company time are essentially being dishonest and can cause a company to lose money through their actions. This includes personal phones calls, social media or internet use (unless it’s connected to their jobs and approved), taking excessive breaks and more.

Form no. 3: Absences under false pretenses. Excessive absences under false pretenses are also considered dishonest behavior. This can include abusing time off, vacation time, sick leave and personal days.

Form no. 4: Other unethical conduct. This type of dishonesty can cover things like submitting incorrect time sheets, theft (account padding, embezzlement, stealing cash or merchandise, creating phantom vendors, etc), drug or alcohol abuse and more.

The following tips can help you crack down and reduce dishonesty in your business.

Tip no. 1: Address morale issues and any concerns regarding workplace dissatisfaction.

Tip no. 2: Create systems for all accounting entries, petty cash receipts and inventory to monitor activity and prevent dishonesty.

Tip no. 3: Nip possible dishonesty in the bud before you hire by doing background checks on resumes and candidates.

Tip no.4: Keep a close eye on existing employees’ interactions with their supervisors, customers and other employees.

Tip no. 5: Create a system of checks and balances and put these in writing. Include any repercussions that may accompany these behaviors (such as suspension, termination or legal action) and distribute written policies to all employees.

President, SACS Consulting & Investigative Services, Speaker, Trainer, Corporate Security ExpertTimothy A. Dimoff, CPP, president of SACS Consulting & Investigative Services, Inc., is a speaker, trainer and author and a leading authority in high-risk workplace and human resource security and crime issues. He is a Certified Protection Professional; a certified legal expert in corporate security procedures and training; a member of the Ohio and International Narcotic Associations; the Ohio and National Societies for Human Resource Managers; and the American Society for Industrial Security. He holds a B.S. in Sociology, with an emphasis in criminology, from Dennison University. Contact him at info@sacsconsulting.com

Share
  • Email
  • Next up: 6 Ways to Use Social Media to Attract Millennials to Your Business
  • More in HR
  • 6 Ways to Use Social Media to Attract Millennials to Your Business

    Share
  • Email
  • Next up: 7 Concealed Carry Changes that Might Impact Your Business
  • More in HR
  • 7 Concealed Carry Changes that Might Impact Your Business

    Stay up to date on recent concealed carry changes that could impact how you or your employees do business.

    Recently, changes were made to Ohio’s Concealed Carry Law. Here are the seven changes and improvements that were made and how they might impact your place of business, the way you conduct your business, your employees, or even how you go on about your day.

    1. Prohibit a business entity, property owner, public or private employer from banning a person who has been issued a valid concealed handgun license (CHL) from transporting or storing a firearm or ammunition when the items are locked in a person's privately-owned motor vehicle on company property. This does not prevent any owner from NOT allowing any firearm inside their building facilities. Some ownership groups are allowing “designated” people to carry concealed weapons in their buildings, but in these instances those personnel are required to have a CHL permit, have annual training and officially be provided permission in writing by the company management and/or ownership.

    2. Allow CHL holders to keep their handgun locked in a motor vehicle on school premises. This allows adults to pick up, drop off or respond to sick kids without having to go home to drop their firearm off to stay within the legal limits of the law. The firearm MUST stay in the vehicle and be locked and secured if the adult exits the vehicle.

    3. Allow colleges and government bodies to decide for themselves if concealed carry should be allowed. Several colleges recently decided to allow CHL permit holders to carry firearms, but are also mandating the weapons be concealed always.

    4. Allow CHL holders to carry on private aircraft and also in the non-secure areas of all airports. This area would include from parking to the security passage areas inside the airports.

    5. Allow CHL holders to carry on the property and inside day-care centers (unless the day care posts a "no-guns" sign). This allows adults to pick up, drop off or respond to sick kids without having to go home to drop their firearm off to stay within the legal limits of the law. If the day care center posts no firearms allowed inside the building then the firearm MUST stay in the vehicle locked and secured if the adult exits the vehicle.

    6. Allow active military members who have the same or greater training than that required to obtain a CHL to carry a concealed firearm as a license-holder to carry without a license.

    7. Allows the sale of firearms to active duty military members without regard to their age. Current law prohibits those under 21 from purchasing a handgun.

    Timothy A. Dimoff, CPP, is president of SACS Consulting & Investigative Services Inc. He is a speaker, trainer and author and a leading authority in high-risk workplace and human resource security and crime issues. He is a Certified Protection Professional; a certified legal expert in corporate security procedures and training; a member of the Ohio and International Narcotic Associations; the Ohio and National Societies for Human Resource Managers; and the American Society for Industrial Security. He holds a B.S. in Sociology, with an emphasis in criminology, from Dennison University. Contact him at info@sacsconsulting.com.

    Share
  • Email
  • Next up: 8 Things Businesses Need to Know about Ohio’s Medical Marijuana Rollout
  • More in HR
  • 8 Things Businesses Need to Know about Ohio’s Medical Marijuana Rollout

    Ohio has set Sept. 8, 2018, as the deadline for a functional medical marijuana program. As that date approaches, there are preparations Ohio businesses should begin to undertake now to ensure they are prepared when legalization does occur.

    Nick Weiss, an attorney with The Gertsburg Law Firm, recently visited the Greater Cleveland Partnership’s offices to discuss what the medical marijuana rollout impact will be for companies in Northeast Ohio. Listed below are eight takeaways businesses need to keep in mind about the legalization of medical marijuana in Ohio.

    Takeaway No. 1: Marijuana is still illegal

    Weiss stressed that marijuana remains a Schedule 1 substance and as such is still illegal under federal law. States such as Ohio have been able to pursue marijuana legalization in large part because the latest federal budget contains protections barring the federal government from spending money on enforcement.

    This has opened the door for Ohio to create a system authorizing cultivators, dispensaries, pharmacies, doctors and patients to engage in a medical marijuana system.

    Takeaway No. 2: There are extensive protections for businesses

    Businesses do not have to make any accommodations for employees who have a medical marijuana recommendation. Owners can still discipline, refuse to hire or terminate employees who use medical marijuana in its allowed forms (essentially everything except smoking it.)

    Takeaway No. 3: Erring on the side of the employer

    If a dispute arises between an employee and an employer, state agencies such as the Bureau of Workers’ Compensation will err on the side of the employer. This means if an employee is fired, that employee will have to work to overcome the presumption (including that of the Bureau of Workers’ Compensation) that he or she was not fired for cause.

    Takeaway No. 4: Have an updated drug policy

    Weiss said this is a good time for businesses to read through and update their drug policies. These policies do not need to accommodate medical marijuana. In fact, it might be better if they do not reference it because doing so could create a substantial risk for the employer. A simple, broad statement that the office or factory is a drug-free workplace can be all the company needs.

    Takeaway No. 5: Check your documents

    If your company happens to do business with dispensaries or other organizations involved in the medical marijuana industry, this is also a good time to review your company’s lending or lease documents to ensure the relationships you have are not in violation of these documents.

    Takeaway No. 6: Mandatory drug testing

    Many businesses enact mandatory drug testing following a workplace accident, but this action could be problematic. The risk is that there is a public policy in place that favors reporting workplace accidents and if mandatory drug testing is in place, it could discourage this reporting. It could also open the business up for reprisal from the employee involved, who could make a claim they were drug tested not because there was a reasonable suspicion to do so, but because they are a member of a protected class of worker.

    Takeaway No. 7: You do not have to accommodate the ADA

    While there are claims that the use of medical marijuana can help those with disabilities or medical conditions, businesses do not have to make accommodations for these individuals because, again, marijuana is a Schedule 1 drug.

    Takeaway No. 8: Don’t make exceptions

    Businesses need to make sure they are applying their respective drug policies consistently and are not making exceptions for anyone, Weiss said. Making exceptions could open the company up to lawsuits from those employees who did not get an exception. 

    Closing his discussion, Weiss reiterated that there are many protections already in place for businesses as it relates to the implementation of medical marijuana in Ohio. He suggested employers take full advantage of these provisions to ensure they have the maximum allowed protection.

    Share
  • Email
  • Next up: 8 Things I Learned as a Summer Intern
  • More in HR
  • 8 Things I Learned as a Summer Intern

    Greater Cleveland Partnership’s very own summer marketing intern Grace Libava provides an inside scoop on what it’s like working at GCP. Hear from an intern’s perspective the eight tips she believes are crucial to making the most out of an internship experience.

    Internships—the stepping stone between college and your career. If your college or university does not require at least one internship to graduate, they strongly suggest it. Although the searching and applying process can be stressful, it is worth it. I had a hard road of rejections, companies who did not even bother to give me any answer, and companies who wanted to offer me an internship, but I did not feel that it was a good fit for me.

    Then, I found this internship when I was least expecting it. And it turned out to be an amazing experience. Over these 10 weeks, I put together a list of tips to help you make the most of your internship:

    Internship Tip No. 1: Stay organized. Keep lists and deadlines. What helped me the most was keeping a list of all my projects or tasks for the week, and either putting them in order based on importance, or based on due date. This helped me to make sure I was not forgetting anything and keeping myself accountable.

    Internship Tip No. 2: Meet as many people as you can. Go to events, hang out with the other interns and get to know people at the company. It will take you a little bit of time to warm up to everyone, but it gets easier every day.

    Internship Tip No. 3: Keep busy (but not too busy). Remember that this is a learning experience and you want to get as much out of it as you can. Explore other departments besides the one you are in and explore the surrounding areas. You will be surprised by how much you learn.

    Internship Tip No. 4: Keep track of your projects and experiences. Save and archive the meaningful projects you complete; you never know when you will need them for future reference.

    Internship Tip No. 5: Watch, learn and take notes. You will be overwhelmed with the amount of information you learn. Take a deep breath, take notes and let it all sink in.

    Internship Tip No. 6: Ask for help and advice. Do not be afraid to ask for help. If you have an amazing boss like I did, you will feel totally comfortable doing so. It will help you in the long run because they know a lot more than you do.

    Internship Tip No. 7: Set goals. Like step 1, this also helps you to keep yourself accountable. Setting goals and accomplishing them is a great feeling.

    Internship Tip No. 8: Lastly—have fun! Depending on the culture of the company, this may be easier in some places rather than others. However, there are always opportunities to be yourself while also staying professional. Make the most out of each day.

    My advice is to have faith in the process and have faith in yourself. You will end up at the place that is meant for you. My 10 weeks at the Greater Cleveland Partnership flew by. I learned so much, was able to learn about so many different aspects of the company and received a lot of helpful advice and feedback. Make the most of each day, because at the end of it all, you will wish it hadn’t gone by so fast.


    Share
  • Email
  • Next up: 9 Things You Should Include in an Offer Letter to a Potential Employee
  • More in HR
  • 9 Things You Should Include in an Offer Letter to a Potential Employee

    In track and field, how well the runner launches her body off the starting block determines her starting position in the race, and largely contributes to her overall success. Think of offer letters the same way. A solid offer letter can mark the beginning of a successful start to an employment relationship, and put a new employee in a good position to positively contribute to the growth and success of your company.

    A successful offer letter should include these nine elements.

    1. Excitement

    You’ve gone through the trouble of advertising a position, looking over resumes and interviewing potential candidates, so you should be excited that you can now make an offer. Convey your excitement to the candidate so that he or she feels excited about working with you, and you can close the deal!

    2. Basic job info

    Include the title of the position, as well as reporting structure. The offer letter should also include a description of responsibilities and expectations. In this section, you should also include a disclaimer that the employer has the right to change the position, and modify or assign additional responsibilities.

    3. Compensation and benefits

    The job’s salary, payment period, and the policy on raises should be included. Thoroughly describe any bonus or commission plan. Where applicable, information about fringe benefits such as health insurance, disability insurance, life insurance, 401(k) savings plans, profit sharing, and expense reimbursements should also be included. Don’t forget to include the company’s vacation and/or PTO policy, and reserve the right to amend or rescind compensation agreements and benefit plans and programs, including employee contribution levels.

    4. “At will”/ exempt status

    Most employment relationships are “at will”, meaning that either party can terminate the employment for any reason or no reason (so long as it does not violate discrimination or other laws or public policies). If this is the case, make sure it is clearly addressed in the offer letter by stating something like, “the employer is free to discharge individuals for any reason or no reason at all, without further obligation or liability.” Also, be sure to state whether the position is exempt. If the position is nonexempt, include your overtime policy.

    5. Conditions for the offer

    Describe any conditions that you want the employee to satisfy before or after being hired. Examples of such conditions include: reference checks, background checks, drug tests, and required pre-hire documentation.

    6. Restrictive Covenants

    While an offer letter will generally not include non-compete or non-solicitation clauses, it can condition employment upon the signing of these documents at commencement of employment. The best practice is to seek the help of a business lawyer when crafting non-compete or non-solicitation agreements. Moreover, you may want to include language in the offer letter stating that signing the document affirmatively acknowledges that the employee is not currently subject to any restrictive covenants from previous employers.

    7. Confidentiality

    If your company has a confidentiality policy (it should), offer letters should include confidentiality and/or non-disclosure clauses in order to protect important information that’s vital to the success of your business, such as salary information or client lists.

    8. Expiration Date

    The offer should instruct the candidate to obtain independent legal advice before accepting and provide enough time for the person to do so. This will make the court more likely to uphold clauses in favor of your company if a problem should arise in the future. While it is still important to give the candidate time to properly review your offer, it’s also imperative to include a specific time in which your offer to that candidate expires. Making an expiration date around 48 hours after extending an offer also helps eliminate the chance of the candidate receiving competing offers, having time to compare offers, and then possibly presenting you with a counter-offer.

    9. Spell Out the Next Steps

    Finally, explicitly call out the next steps for the candidate. These may include signing the offer letter and returning it to a specific person at the company. Also include a start date and the timing of any contingencies such as reference checks. It’s important to include these steps so that the employment relationship begins on strong footing, launching your new employee and your business as a whole towards success and prosperity.

    For more information on this topic, contact Alex Gertsburg at 440-571-7775 or ag@gertsburglaw.com. Get more legal tips for your business on The Gertsburg Law Firm blog, with new articles every week. 

    Share
  • Email
  • More in HR