You need to be absolutely certain the theft is happening within the staff. You cannot approach a specific employee and accuse them without evidence – you don’t know whether an employee has committed theft if you haven’t seen them do it.
Alert the staff you believe a theft has occurred, and then let them know you are considering implementing a security measure like surveillance cameras if you believe the theft is serious enough. Any security measure like this needs to be explained to staff in full, according to state laws.
While theft is usually grounds for dismissal, even if that theft is particularly small, you still need to investigate and be thorough and fair. Obtaining legal advice or assistance is crucial
Once you believe you have identified the specific staff member who committed the theft, and you have evidence, organise a meeting and inform them of your plans. The employee needs to be given a chance to respond, and may want to have representation in any meeting.
Remember, theft can also include stealing information and confidential data. Employment contracts and confidentiality agreements should spell out exactly what your employees are and aren’t allowed to share outside the workplace.
