White Paper

Employee Theft and Misappropriation How to Stem the Tide

 
"Most employers accept the sad fact of life that having employees means being vulnerable to theft. To a certain extent, this is true. A business cannot run without the help of its employees, which naturally provides the employees with access to items of value and the temptation to profit at the company’s expense. However, as discussed below, there are ways in which an employer can minimize this risk.

Types of Theft and Misappropriation – It’s More Than You Think! Before putting protocols and systems in place to protect against theft, an organization must first identify those “items of value” it is seeking to protect. In today’s business world, that task has become more difficult. Misappropriation is not just about stealing merchandise from the stock room or money from the cash register any more. Today, employees can steal physical items, data and technology, or even time, and can use very sophisticated methods for doing so – sometimes without leaving their desk. As a first step, a company should audit its business to identify its areas of vulnerability to misappropriation, i.e., what are employees likely to steal."

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Diane Krebs is a Partner in the New York office of Gordon Rees Scully Mansukhani, LLP. She has extensive experience in civil rights, and labor and employment matters, including discrimination, harassment, retaliation, wrongful termination, defamation, civil service, equal pay, and wage and hour claims.

Faculty

Diane Krebs

Diane Krebs

Jackson Lewis P.C.

Agenda

Faculty

Diane Krebs

Diane Krebs

Jackson Lewis P.C.

  • Partner in the Melville, Long Island office of Jackson Lewis P.C.
  • Extensive experience in civil rights, and labor and employment matters, including discrimination, harassment, retaliation, wrongful termination, defamation, civil service, equal pay, and wage and hour claims
  • Represents companies, large and small, public and private, in labor and employment litigation before federal, state and local courts, agencies, mediators and arbitrators
  • Litigation practice involves extensive interactions with clients, in-house counsel and administrative agencies, including counsel for the NYSDHR and the EEOC
  • Conducts sensitivity and handbook training in house for all levels of employees, to reinforce the policies of the employer and ensure its discrimination and harassment protocols are publicized and understood
  • Provides comprehensive counseling and advice to corporate owners and human resource personnel on daily issues and personnel decisions that arise in the workplace, including litigation avoidance and/or minimization techniques, planning reductions-in-force and other cost-cutting measures, setting up performance plans, and addressing emergency workplace situations
  • Prepares and reviews a multitude of human resource-related documents, including employment applications, FMLA forms, disciplinary notices, performance reviews, termination letters and employee handbooks
  • J.D. degree, New York University School of Law; B.A. degree, Queens College of the City University of New York
  • Can be contacted at 631-247-4670 or [email protected]

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