Weeding out an office thief can be a tricky thing.
Q: Jill, how would you suggest I approach an employee I suspect might be stealing from me? I’ve been noticing a steady decline in supplies over the past month. Obviously, there could be gross consequences if I accuse the wrong person but I think I know who’s behind it.
— anonymous
A: Hmm, this is an extremely tricky situation. You’ve mentioned “one of” your overnight employees as the possible culprit.
Without some proof (i.e. camera surveillance, eye witness accounts, private investigators, etc.) one could argue that any number of factors ranging from blind or overt favouritism of one employee over another or even discrimination might be at the root of your gut feeling as to who’s guilty and who’s not.
If I were in your position, I would quickly call a staff meeting to make it known to the entire team that I suspect theft on the premises.
This takes away your immediate burden of potential wrongful accusations while setting the climate to either a) see if the theft stops, b) give employees the opportunity to fess up or rat out the culprit or c) communicate with staff what new strategies you’ll be employing to tackle the crisis.
I would also play around with shift changes — this might also provide you with some substantial proof as to who’s on shift when the thefts occur.
Q: Jill, I am a general contractor on small residential remodelling projects. I’ve got a fussy client who has consistently demanded upgrades on all the fixtures and finishings for which I had budgeted. The kitchen is now fully functional, and being used.
They are refusing to pay my final instalment, which includes the additional $5,400 in material costs that I fronted in good faith. I’m already out the $5,400 so I don’t have the money for lawyer’s fees and I want to resolve this in good faith as my business is strongly hinged on positive referrals. Can you direct me to a free or subsidized mediation program in the city?
— Daniel S.
A: Daniel, that’s a terrible situation, but after some research I realize it’s not that uncommon in your industry (especially for non-unionized workers). I must admit I wasn’t able to find any “free” mediation programs but as luck would have it I am aware of a creative avenue worth exploring.
If you’ve ever wanted to be on TV there’s open casting for a new CBC show The Feud. The show provides guests with professionally mediated solutions to disputes, and participants also have the opportunity to receive up to $5,000 to help solve the dilemma. Contact thefeudinfo@gmail.comfor details.
If the idea of being on TV makes you more anxious than your current situation you should contact the Toronto Construction Association General Contractors’ Section (www.gcsection.com), as well.
Good luck!
Jill Andrew CYW, BA (Hons.), BEd, MA ’08 is an award-winning journalist and educator with additional expertise in the performing arts, public speaking, PR, media literacy/awareness, fundraising and entrepreneurship. www.jillandrewmedia.com, or www.curvycatwalk.com.
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