Sticky Fingers Case Study

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Option 3 – Hire an independent investigator that is neutral and can make an unbiased decision. Hiring an independent investigator can provide objectivity that an internal investigator may lack. ("Investigations," 2015, p. 1). The investigator comes in without any preconceived beliefs and is a neutral party to the investigation. Some companies do not want to spend the money on an outside investigator especially if they have security and a HR department. However, I believe that it could be extremely beneficial in this instance. Doing so can minimize both the perception of bias and the risk of an actual or perceived conflict of interest on the part of an internal investigator. In addition, investigations conducted by an individual from outside an employer’s organization can usually conduct a more effective investigation. This is because employees feel less constrained discussing workplace issues with such individuals. Todd’s employee file will be reviewed as well as any evidence regarding the watch. In addition, any other employees who may have been involved would also be investigated. Based on the findings of this investigation, the company can then move forward with their decision.

V. Choice of Action (Option)

Based on the complexity of this issue I would choose option 3. I do believe it is still important to follow through on Option 2 and speak with Todd. It is always crucial to conduct a complete investigation and discuss the issues at hand with employees. They have a right to share their side of the story. I also believe Option 1 could work as well. However, in the best interest of all parties, a neutral investigator would be beneficial. This option will ensure that there are no biases by the employer. It protects all stakeholders in the company and it sets a precedent of fairness and thoroughness throughout the company as a whole. Based on what we know about the case, it does seem that there is already enough to terminate Todd for with the inconsistent information however, the independent investigation ensures that you have covered everything. In addition, it is also important to ensure that there aren’t any other parties involved in the theft and the investigation will help uncover that. It is also important to ensure that Mike, the Loss Prevention Manager is not involved.

The company should also consider other factors moving forward. They need to install a better security system and put better controls into place to help deter theft. Some controls that can prevent this in the future are ensuring that the applications match the bonding forms at time of hire, conducting background investigations, and holding employees who work a shift accountable for inventory at the end of the shift.

VI. Implementation of Choice Option

The implementation process would be to research investigation companies and interview at least three. Then make a decision based on the interview, proposed cost, references and budget. The next step would be to schedule the investigation as soon as possible. Once the investigation has been concluded then review the findings and make a decision on how to move forward. If it is found that Todd or any other employees were suspected of theft then due to the nature of the offense, the termination process should begin. If the results are still inconclusive, but Todd was dishonest on his application, then I would terminate him based on those facts.

- Conclusion

In conclusion, there are many issues at hand here. Ultimately, there was theft at the department store and not enough hard evidence to immediately terminate anyone. Therefore, this has to be approached strategically and all possibilities must be thought of. Terminations are rarely black and white. They are typically all unique and therefore you have to approach them all differently. It is important to consider all factors including if the risk of terminating someone outweighs the cost of keeping them as an employee, especially in situations that involve ethics.

References

Investigations: How to Conduct an Investigation. (2015). Retrieved from https://www.shrm.org/templatestools/howtoguides/pages/howtoconductaninvestigation.aspx

Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing human resources (11th ed.). Mason, OH: South-Western Cengage Learning.

Smith, A. (2104). Falsified employment application justifies discharge. Retrieved , from