These Workplace Investigations Processes Can Prevent Theft at Work

These Workplace Investigations Processes Can Prevent Theft at Work

by | Aug 3, 2023 | Corporate Theft

Research suggests that 75% of employees have stolen from their place of work in the past, making corporate theft a priority issue for any business owner or CEO with self-preservation high on their agenda.

Every employer likes to imagine that they’ve hired a trustworthy team rather than created a den of thieves. However, unfortunately, as many as 95% of U.S. companies get caught out at least once by an enemy lurking within.

Meanwhile, workplace theft runs up an annual bill of $50 billion annually for American businesses. Fortunately, a strategic corporate theft investigation can stop employee theft in its tracks and make it less likely to happen in the future.

Preventing Employee Theft by Strengthening Corporate Culture

When we think about theft prevention, it is easy to focus solely on locking down assets and ramping up security protocols, but there is another area of concern that shouldn’t be overlooked. Research shows that unhappy employees are more likely to behave unethically towards their employer. Employees that feel valued and grateful are less likely to be dishonest.

This provides yet another reason to add to your list of why corporate culture is worth investing in. A great place to start when it comes to building a stronger workplace culture is with a corporate culture audit, providing clear oversight of the current status quo and a clear path to improve and enhance culture for the better.

Of course, not all would-be thieves will be deterred by a place within a happy workplace. This makes comprehensive corporate background checks an essential addition to the employer’s toolkit. It also makes vigilance among leadership essential, and swift action a smart move when the need to launch a corporate theft investigation arises.

Launching Effective Corporate Theft Investigations

Workplace theft can vary dramatically in scope and scale, ranging from minor losses of things like stationery from a few slippery-fingered team members through to widespread and coordinated theft of expensive equipment, retail stock, sensitive data, financial assets, and more. While the proportion of the issue will certainly shape the urgency of the response, all employee theft should be taken seriously before it contributes to a negative shift in corporate culture.

A corporate theft investigation should focus on the achievement of four main objectives. The first is to identify the perpetrators, the second is to secure evidence of their activities. The third is to recover lost assets where possible, and the fourth is to respond appropriately, ranging from disciplinary action through to prosecution of those involved.
If you are concerned about employee theft in your place of business and are unsure how to proceed, our dedicated team of corporate investigators here at Lauth Investigations is ready to assist. We will guide you through every step of the investigatory process, from conducting undercover operations to interviewing witnesses and compiling evidence for legal proceedings. Discover more about how we investigate workplace theft or contact our team today.

How a Private Investigator Can Assist in an EEO Investigation

How a Private Investigator Can Assist in an EEO Investigation

by | Jul 31, 2023 | Harassment & Discrimination Evergreen

hiring a private investigator for an EEO investigation

When an employee makes a report of workplace discrimination or harassment, it is important for the employer to conduct a thorough investigation. However, with the delicate nature of Equal Employment Opportunity investigations, leadership or human resources may not have the breadth of experience or resources to exercise due diligence. That’s why many companies initiate the process of hiring a private investigator for an EEO investigation.

A private investigator can bring a number of skills and experience to a corporate EEO investigation. They can:

  • Conduct interviews with witnesses. A private investigator is trained to conduct interviews in a way that gathers accurate and unbiased information. They can also interview witnesses who may be reluctant to speak to the company’s human resources department.
  • Gather documentary evidence. A private investigator can review documents, such as emails, text messages, and social media posts, that may be relevant to the investigation. They can also obtain copies of documents that are not in the company’s possession, such as medical records or employment records from previous employers.
  • Conduct surveillance. In some cases, a private investigator may need to conduct surveillance to gather information about the incident. This may involve following the alleged harasser or observing their behavior.
  • Write a comprehensive report. At the end of the investigation, the private investigator will write a comprehensive report that summarizes the findings. This report will be used by the company to determine whether discrimination or harassment has occurred. Leadership will then plan a proper course of action.

The Benefits of Hiring a Private Investigator for an EEO Investigation

There are a number of benefits to hiring a private investigator to conduct an EEO investigation. These benefits include:

  • Impartiality. A private investigator is not affiliated with the company, so they can provide an impartial and objective view of the situation. Their perspective will also come in handy should any litigation arrive as the result of the investigation.
  • Experience. Private investigators have experience conducting investigations, so they know how to gather evidence and interview witnesses.
  • Confidentiality. Private investigators are bound by confidentiality, so they can ensure that the investigation is conducted in a confidential manner.

If your company receives a report of workplace discrimination or harassment, it is important to conduct a thorough investigation. By hiring a private investigator, you can ensure that the investigation is conducted in a fair, impartial, and confidential manner.

Here are some additional tips:

  • Get recommendations from other businesses. Ask other businesses in your industry if they have experience hiring a private investigator for an EEO investigation and if they were satisfied with the results.
  • Interview several investigators. Interview several private investigators to get a feel for their experience and qualifications.
  • Get everything in writing. Before hiring a private investigator, get everything in writing, including the scope of the investigation, the fees, and the confidentiality agreement.

By following these tips, you can ensure that you hire a qualified and experienced private investigator to conduct your EEO investigation. If you need require assistance in an EEO investigation, please contact Lauth Investigations International today for a free quote on how we can bring you the best in verified intelligence. We are staffed by former military and law enforcement personnel and carry a glowing A+ rating with the Better Business Bureau.

How Workplace Investigations Can Uncover Current Employee Harassment Or Discrimination 

How Workplace Investigations Can Uncover Current Employee Harassment Or Discrimination 

by | Jul 18, 2023 | Workplace Investigations

Workplace harassment and discrimination are serious problems that can have a devastating impact on employees. They can create a hostile work environment, lead to decreased productivity, and even result in physical or psychological harm. Employers have a legal obligation to take steps to prevent and address workplace harassment and discrimination. Not only is it legally imperative, but it is also important to the company’s bottom line. Research shows that workplace harassment and discrimination lead to billions of associated costs to corporations globally each year. One of the most important steps is to conduct thorough investigations whenever a complaint is made.

A workplace investigation is a process of gathering information and evidence to determine whether or not harassment or discrimination has occurred. The goal of an investigation is to uncover the facts of the situation and to reach a fair and impartial decision.

Investigating Workplace Harassment and Discrimination

There are a number of steps involved in conducting an investigation into workplace harassment and discrimination. These steps include:

  • Gathering information. The investigator will need to gather as much information as possible about the incident, including the names of the people involved, the date and time of the incident, and the specific details of what happened.
  • Interviewing witnesses. The investigator will need to interview all of the witnesses to the incident, including the complainant, the alleged harasser, and any other employees who may have knowledge of the situation.
  • Reviewing documentation. The investigator may also need to review any relevant documentation, such as emails, text messages, or other written records.
  • Reaching a conclusion. After gathering all of the information, the investigator will need to reach a conclusion about whether or not harassment or discrimination has occurred. The investigator will then make a recommendation to the employer about how to proceed.

Workplace investigations can be complex and challenging. However, they are an essential tool for employers to prevent and address harassment and discrimination. By conducting thorough investigations, employers can create a safe and respectful workplace for all employees.

Here are some additional tips for conducting workplace investigations

  • Choose an impartial investigator. The investigator should be someone who is not directly involved in the situation and who has no prior relationship with the people involved.
  • Conduct the investigation in a timely manner. The investigation should be conducted as quickly as possible to minimize the disruption to the workplace and to allow the employee to feel safe and secure.
  • Be respectful of all parties involved. The investigator should treat all parties involved with respect, regardless of their role in the incident.
  • Document the investigation thoroughly. The investigator should document all of the steps taken during the investigation, including the information gathered, the interviews conducted, and the conclusions reached.

By following these tips, employers can conduct workplace investigations that are fair, impartial, and thorough. This will help to ensure that harassment and discrimination are prevented and addressed in the workplace.

Here are some of the signs that may indicate that harassment or discrimination is occurring in your workplace:

  • Employees are avoiding certain people or areas of the workplace.
  • Employees are making complaints about their treatment.
  • There is a decline in productivity or morale.
  • There are reports of injuries or illnesses that may be related to stress or harassment.

If you suspect that harassment or discrimination is occurring in your workplace, it is important to take action. You can start by talking to the employee who is being harassed or discriminated against. You can also contact your human resources department or an outside investigator. By taking action, you can help to create a safe and respectful workplace for all employees.

Hiring a private investigator

Despite the best of intentions, some companies or human resource departments may lack the appropriate resources or expertise to conduct a workplace investigation. In the event that the company finds itself unprepared, a third-party investigation by a private investigator may be the appropriate solution. Private investigators have a great deal of experience in identifying the unseen factors in any given situation. They can fully document all of their discoveries throughout the course of the investigation. There is no more impartial investigator than a private investigator independent from the corporation or organization, because they have no stake in the outcome. If you need a workplace investigation, reach out to Lauth Investigations International for a free quote on how we can help improve your business.

Toxic Workplace: Questions to Ask Your Employees

Toxic Workplace: Questions to Ask Your Employees

by | Jul 14, 2023 | Corporate Culture

toxic workplace

In an age where technology is ubiquitous and corporate culture becomes more important every day, having a toxic workplace is one of the biggest blows to any company’s bottom line. A toxic workplace contributes to stagnating corporate phenomenon such as high turnover, low employee engagement, and sharp declines in productivity. If you are unsure if your company is exhibiting symptoms of a toxic workplace, employees are always going to be your greatest resource for measuring the culture.

Questions to Measure a Toxic Workplace  

Here are some corporate culture interview questions you can ask your employees to determine whether you have a toxic workplace: 

  • How would you describe the company culture? This is a broad question that can give you a general sense of the company’s values and norms. Pay attention to the specific words and phrases the employee uses to describe the culture. 
  • What are the most and least enjoyable aspects of working here? This question can help you identify any potential areas of conflict or dissatisfaction. 
  • How would you describe the communication style here? Is it open and transparent, or is it more hierarchical and secretive? 
  • How do you feel about the level of trust and respect between employees? This is an important question to ask, as a lack of trust and respect can be a sign of a toxic workplace. 
  • How would you describe the work-life balance here? Do employees feel like they are able to balance their work and personal lives, or do they feel like they are constantly being overworked? 
  • What is the company’s approach to conflict resolution? How does the company handle disagreements and disputes? Is there a culture of open communication and problem-solving, or is conflict seen as something to be avoided? 
  • What is the company’s policy on harassment and discrimination? How does the company handle these issues? Do employees feel comfortable reporting harassment or discrimination, or do they feel like they will be punished for doing so? 

Toxic Workplace Evaluations

It is important to ask these questions in a way that is respectful and non-judgmental. You want to create an environment where employees feel comfortable being honest with you. If you get any red flags from the answers you receive, you may want to follow up with more specific questions or conduct further investigations. 

Here are some additional tips for asking corporate culture interview questions: 

  • Be specific. Instead of asking general questions like “What is the company culture like?”, ask more specific questions about specific aspects of the culture. For example, you could ask “How would you describe the communication style here?” or “How do you feel about the level of trust and respect between employees?” 
  • Listen carefully to the answers. Pay attention to the specific words and phrases the employee uses to describe the culture. This can give you a lot of insight into their experience. 
  • Follow up with clarifying questions. If you are not sure what an employee means by something, ask them to clarify. This will help you get a better understanding of their experience. 
  • Be respectful. Remember that you are asking employees about their personal experiences. Be respectful of their time and their feelings. 

By asking these questions, you can get a better sense of whether your workplace is toxic or not. This information can help you take steps to improve the culture and create a more positive and supportive work environment for all employees. 
 

How to Handle an Angry Employee

How to Handle an Angry Employee

by | Jul 6, 2023 | Corporate Culture

A healthy working environment is crucial for the success of businesses, and an angry employee can be a symptom of sickness When a working environment is favorable, employees can quickly excel according to their full potential. The reason is that employees play the critical role of assisting and supporting top managers and executives to help the company achieve its short and long-term objectives. Therefore, as a manager, leader, or business owner, you must always ensure your employees are motivated enough to stay committed to your organization’s culture. 

However, you can’t always control the emotions of all your employees. Sometimes, your employees may be dissatisfied, but how well you handle the situation could change the outcome. Of course, angry employees are bad for your business, and it doesn’t matter if the cause of their anger is work-related or personal. And failing to address the situation could result in unethical behaviors that could affect several aspects of your business, including its reputation and level of productivity.  

Leaders, therefore, need to have a certain level of emotional intelligence to handle a suddenly angry employee. While different businesses have policies and best practices when dealing with angry employees, these tips can apply to most organizations, companies, and business settings.  

Acknowledge the feelings of the angry employee 

The first step in dealing with a suddenly angry employee is to acknowledge his feelings and allow him to be, even if the cause of anger does not make sense to you. Realize that employees come from different cultural backgrounds, have different upbringings, and have different ways of handling emotions. So instead of just downplaying the feelings of an angry employee, you should make him feel like his voice has been heard. But this does not mean you should condone unacceptable behaviors like shouting, cursing, and other displays of aggression.  

Let the angry employee express themselves 

Letting an angry employee vent his anger can be therapeutic. This can make him realize how much you care about his feelings. The truth is that some angry employees will express themselves to you, not because they expect you to provide an instant solution to their problems, but simply because they want to feel relieved enough to continue with their day’s job. So the best you can do is to listen carefully to them. However, consider your safety while allowing the angry employee to express himself. For example, do not let an angry employee threaten, brutalize, or shout at you in a manner that compromises your workplace culture.  

Look at things from the perspective of the angry employee

Most managers are so used to being objective and protecting the interest of their organizations that it can be so difficult for them to look at situations from the employees’ perspectives. So instead of using your logic, try to put yourself in an angry employee’s position and imagine how you would feel if the same thing happened to you. This could help you sympathize with the employee without sounding condescending. 

Thank the employee for their feedback 

It’s crucial to thank the angry employee after listening to their problems. Consider all they said as constructive criticism, even if you find it damaging your ego. Realize that every complaint you receive from an angry employee could be the perfect opportunity to make improvements for the betterment of the organization. It will help if you think positively, as it takes a lot of courage for employees to express their feelings to their bosses or superiors openly.  

Communicate what they expressed back to them

According to HR professionals, it is of the utmost importance to repeat the problem to the employee to ensure that you both have communicated effectively. Tell him a summary of your understanding and ask if that is correct. Remember that some people find it hard to be coherent with their explanations at the peak of angry emotions. So it would help if you summarize all you understood to him to be sure you both are on the same page. After all, you can only solve a problem if you have understood it. 

Apologize to the angry employee

It will also help if you apologize for the frustration the angry employee could be going through. Even if you are not responsible for their anger, apologizing will make them realize how much you care about their feelings. In addition, such an apology is also proof that you have offered a listening ear to them. However, you must ensure that your apology is sincere and not condescending. An insincere apology might instead end up provoking more anger.  

Take an actionable step 

After listening and apologizing to the angry employee, you need to take actionable steps to ensure the problem is solved and things like that will not repeat. All your actions should, however, aim to improve your organization’s culture and work environment. For example, some actionable steps could include firing the person responsible for the anger, promoting or demoting some employees, modifying the organization’s policies, scheduling a meeting with the problematic team, or buying new equipment. Even if you cannot take immediate action, it will help if you start drafting down your plan of action.  

Follow up with the angry employee later. 

After taking actionable steps to solve the problem, make it a duty to follow up with the employee later to find out how they are fairing. There is no specific timeline for follow-up, as it could be a week later, months later, or even one year later, depending on the severity of the matter. However, holding such private meetings will make the employee realize how much you care about their well-being, making them respect his management more.