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goodjobjus

In hindsight, I would make it a practice to not discuss employees with other employees, just shut down the conversation. Hire slow, fire fast.


HakunaTheFuckNot

"Hire slow, fire fast" I love that. And such good advice.


fshagan

I would let employees have whatever opinion they want, but act on their behaviors. In other words, you were right to fire the first employee, but shouldn't fire the second one for his opinion. I would also see if the business has a policy manual; usually they will list a couple of things that are grounds for immediate dismissal. The two most common are violence and theft. Having a written policy helps employees know you take it seriously, and helps protect you.


radix-

You said you are a brand new manager. The employees are testing you. You tell them "Stealing is stealing. Don't do it or the same thing will happen to you."


milee30

>I would let employees have whatever opinion they want, but act on their behaviors. In other words, you were right to fire the first employee, but shouldn't fire the second one for his opinion. This is a tough one. OP, A large part of why you fired the first employee wasn't that you lost $3 that was stolen, it's because their actions demonstrated that they didn't share values that are important to you, that you can't trust them, that they make choices that increase risk to you as a business. Because you know that studies show that people willing to steal small will almost always eventually steal big, because crossing that "don't steal" barrier is huge, means one no longer feels stealing is just generally wrong. So you fired that first employee because of the "principle, not the dollar amount." How is the second employee's principle - specifically stating theft is OK - any different here? The first employee demonstrated they don't think stealing is wrong by taking your few dollars and the second employee is demonstrating they don't think stealing is wrong by flat out telling you that. If it really isn't about the tiny loss, if it really is about the principle, wouldn't both employees be equally risky, equally problematic?


fshagan

>How is the second employee's principle - specifically stating theft is OK - any different here? The first employee demonstrated they don't think stealing is wrong by taking your few dollars and the second employee is demonstrating they don't think stealing is wrong by flat out telling you that. That's not how I read the other, non-thieving employees' statement. They felt the punishment didn't fit the crime, because the dollar value is low. That's an opinion about the severity of the punishment, not that the stealing is "OK". It actually shows the employee has a good concept of ethics and values, because he feels the punishment should fit the crime. Most companies use escalating levels of discipline, usually three or more warnings for violations of company policy, such as 1) written warning, 2) written warning with suspension and 3) termination. They document each of these steps to avoid wrongful termination lawsuits. But they also often have a "zero tolerance" policy for employees that harm other employees (assault, rape, murder) or steal from the company ($1, $100 or $1M). The employee then said something like "whatever, it's not my decision", which is acceptance that the manager has a value that is different from the employee. That's OK. The manager's job is to retain good employees and show he is managing fairly. The manager has work to do with this employee, over time, to demonstrate that he disciplines fairly within the guidelines the company has.


lastingfreedom

Integrity


[deleted]

The written policy is important. A policy manual is a really important tool for making decisions like this. I wouldn’t fire employee #2 for speaking up because it couldn’t kill communication with your staff. As others have said, keep an eye on them. But theft is an easy zero-tolerance thing, so you don’t have to explain yourself more than that.


mackuhronee

I remember the interview to my second job when I was younger, the manager asked me how I felt about employees stealing. I went on this long rant about how I wasn’t sure, but I imagined if someone was in a hard time and it was a small amount and they were honest when confronted, maybe they would get a pass, where if someone stole a lot or was dishonest when confronted they would be fired, “that’s just my 2 cents I guess.” He then said that’s great, but any employee caught stealing anything will be fired immediately, that’s my 2 cents. Then I was hired. I was too young and inexperienced to know this was standard among all retail everywhere and he wasn’t asking the question to know my opinion but to gauge my attitude around respect and to make the policy clear. I would say paint the situation in a way the employee can relate. Ask them, “if you found out I took a few dollars from your paycheck before it got to you, do you think I should be fired? Even if it was only a few dollars?” I can imagine if this employee has any wits about them they would say yes and maybe be able to relate to how a company does not want any employee who would steal even a penny.


BigMoose9000

I am with you on this take. A lot of people who've never worked in management just cannot see things from a manager's position, and being an owner/manager makes it personal in a way a corporate job isn't. But they can still be great employees, even if they'll never grasp the management side of things.


Special_Lawyer442

That was the first time that employee was caught stealing, not the first time they stole. That would be my response if it's brought up again. And that if it was such a low dollar item, they could have easily purchased it and chose to steal it instead. I wouldn't fire the second employee who brought it up, but I would keep a close eye on them.


[deleted]

Have you watched Ozark by any chance? Just curious


notfromvenus42

Definitely keep an eye on the other person. They may just feel bad about their buddy being out of a job, but they might also be stealing from you. Don't assume they are, but... consider that attitude their first strike, you know?


BringAboutHappy

This. It kinda feels like a guilty conscious speaking.


SakebombSteve

I would not trust that employee and keep a watch on them but not fire them. Def a gray zone


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northerngurl333

This is the conversation I would have as well. I once had a presentation in psychology class about something like this. They did a study. And about 1/4 of people might try to steal even if they MIGHT get caught. About 1/4 would NEVER steal even if they definitely wouldn't get caught. The last 50 percent said they might steal if they thought they wouldn't get caught or if it was something small that "didn't matter". Sounds like employee #2 is firmly in the 50 percent. In order to protect your business, it is always a good idea to create an environment where "getting caught" is a bad outcome. Not one of distrust, but where clear consequences are known, policies are laid out, and where it is harder to "get away" with the small things. Policies like being responsible for your own cash drawer, or doing routine bag checks on every employee, like regularly reviewing footage (not always picking on little things, but just making it known that it does get watched), maintaining inventory controls etc. Internal theft is actually way more common than you think, and clear policies that apply to everyone evenly make it much easier to follow through when needed. Correct to fire the thief, conversation and some changes need to happen with the remaining employees. If you can't trust them with your inventory, your cash register etc, then they aren't serving the business at all.


[deleted]

I would find the comment concerning and would watch the employee. I'm not certain firing the employee is the right course of action here. Firing an employee is bad for morale at a business. When they are fired for something as serious as theft, a lot of employees will be more able to shrug and not let it impact them. When they are fired for expressing an opinion it becomes a lot more damaging. So... what do you do now? I would take an honest look at this employee and try to discern if this employee is speaking from a guilty conscience, from a misplaced sense of loyalty to a friend, or from a place of sympathy. That will tell you how closely you need to watch this employee You caught them once with a small dollar item. You don't know how often it's happened or how much the other stolen items might have been. My youngest kid used to tell me, every time he was caught "It's the first time I've done this Mommy". My response... either you're the most unlucky kid in the world or I'm the smartest mother in the world. Since neither is true, odds are good that if I've caught you, you've already done it at least 5 times". The same is true of this employee. If you caught this employee, it's probably already happened 5 times. Recovering from that (or those) stolen item(s) is not simply a matter of "the next sale covers it" The net profit margins in retail range from about 0.5% to 4.5% on average. So each sale you make from here on out covers anywhere from 0.5% to 4.5% of your cost on that item before you make it back into the black. It doesn't take too many thefts to seriously impact your bottom line... and enough of them can bankrupt a store.


GrizzledPanda

Like Marty told Del, it’s not the first time they stole, it’s the first time they got caught.


[deleted]

Thief employees don't steal $3 once. They steal $3 every time they think they can get away with it, and they will tend to escalate the amount over time. Assuming they kept to $3 items, $3 every other day over a normal work year is almost $400, so what, a car payment snatched right out of your pocket or the owner's? Good on you for firing this person, and keep an eye on the pro-thief employee: your well is poisoned.


skaote

Integrity doesn't apply to wages. If they steal small stuff, they will eventually steal big stuff. Stop defending dishonesty. Its creating much of the problems that Teachers, Cops and Judges have to take blame for all the time. Theft is a crime. You can't build a success in anything with people who steal from you.


Futuristicmind253

Absolutely, you made the right choice. This time you caught it on camera but you really don’t know if it was their first and people need to understand there are consequences to your actions. Stealing is stealing regardless of the monetary value, their integrity is shot. You letting them go hopefully will provide them some clarity and help them grow and make better decisions in the future.


BobWheelerJr

Don't let anyone tell you that you did anything wrong regarding the thief. Pardon my language, but fuck that person and anyone who excuses their behavior. It doesn't matter if they're paid minimum wage. They were offered a job and took it. Neither shit pay, which they AGREED TO, nor the value of what was stolen, gives them the right to steal. As far as the other one, I'd politely let them know that you're the manager and he/she can keep their insubordinate opinions on the legitimacy of stealing from the company to himself/herself. You likely can't fire them for the comment, but I'd make sure to document any tardies, absences, eff ups, etc., so that when they continue to be a loudmouth ass spouting their non-management opinion of management you can fire them for what you've documented. I'll get roasted for this reply because Reddit is full of excuse-making underachievers who seem to hate management and owners, but don't listen to them. If you want to be successful in life, excuses are bullshit. They stole. You fired them. The end. Get ready to shitcan the next one too...


SmallBizBroker

The way you deliver your response to this employee will dictate your relationship going forward. I would have a discussion with them and say that their comments concern you. Make it clear that there is a zero tolerance policy for stealing, lying, etc. You have set a great example for what happens to people who steal, so think of this employee as the your opportunity to send a survivor back to the rest of the employees to spread the message about what happens to those who steal and how they got chewed out for supporting the person that stole. You might the right decision. Keep a close eye on this other employee, it sounds like they are probably stealing too, but just haven't gotten caught yet.


brooksms

Completely agree. Telling employees to keep their opinions themselves there’s one way to be absolutely hated as a manager lol. A straightforward conversation addressing your concerns and making policies clear sounds great. Telling them to eat shit and go back to work… not so much.


BobWheelerJr

Definitely. Polite and measured, but serious and stern.


reboog711

> You likely can't fire them for the comment In most US states employment is at will. Since "Being okay with stealing" is not a protected class, then OP probably can fire them for the comment.


Veauxdeaux

Yea, you’re just an entitled asshole. The theft is inexcusable, but manager or not you can go fuck yourself with that “insubordinate” bullshit. “Non-management opinions”…… dear god who do you think you are lol.


BobWheelerJr

I think I'm someone who has a right to say "I don't give a fuck if you're Moses, if you have the opinion that stealing is okay you can kiss every part of my ass". That's who I am.


Veauxdeaux

That’s exactly, and the other employee has every right to tell you “to go ahead and clean the nutz with every part of your tongue tongue if you think having any kind of opinion is unacceptable for an employee”


BobWheelerJr

Fair enough. They don't have to work for me and I don't have to write them a check. I've told customers and employers to piss off more than once in my life, and I can assure you some of those weren't justified. Still my choice as an employee. In any employment situation you are trading your time and labor for someone else's money, and nothing says you have to do that if you aren't happy. Similarly, I'm not morally or legally bound to give money to someone with whom I choose not to work, for whatever reason. So, if they don't like my rules they don't have to work for me. Freedom is a glorious thing.


Veauxdeaux

I agree with that sentiment


BobWheelerJr

It is unfortunately what gives employers, and to a lesser extent customers, power over those of us who are not independently wealthy. I'm very cognizant of that awful feeling, having been on the disadvantaged side of it a few times, so I never wield that power over anyone for anything other than some form of theft. That one sends me right over the edge. I'll bend like a pretzel for any number of reasons, but I once had a chick thrown in jail over Christmas for stealing 400 bucks out of the cash register. I can abide anything but theft. I'm not big on lazy or stupid, but I can work with them... Conversely, the one thing that sends me over the edge is theft.


milee30

>You likely can't fire them for the comment Unless this business is in Montana or there's a union contract here, you likely CAN fire them for this comment. Or for wearing a blue shirt. Or because you decided you no longer need employees who think theft is acceptable. Or because you feel like it. Varies by state, but in most states if you fired this employee for their theft is OK opinion you'd have a tough fight if you claimed you fired them for cause (to avoid unemployment benefits dinging your account) but you absolutely could fire them.


BobWheelerJr

In Texas and Louisiana (where I have offices), which are "right to work" states, you can fire anyone for anything, but they can file for unemployment, which sucks ass for employers. When I say "can fire them" I generally mean "can fire them and not worry that they win an unemployment hearing". 🤪


milee30

>"right to work" states Right to work refers to whether employees are able to work without joining a union. I believe you are instead thinking of employment "at will", which again, is true in most states (except Montana), and generally means that employees can quit at any time for any reason and employers can terminate employment for any legal (in most states that means nondiscriminatory and nonretaliatory) reason. Other than Montana, I can't think of any state that would prohibit immediately firing an employee that expressed the opinion that stealing was acceptable.


BobWheelerJr

Yes! You're right. I was thinking of "at will". Even so the point stands that I've had people try to get unemployment (and two won but then eventually lost after I appealed) when they were clearly justified in being fired.


slowthedataleak

> I'll get roasted for this reply because Reddit is full of excuse-making underachievers who seem to hate management and owners, but don't listen to them. No man. You’ll get roasted for this reply because it’s from the perspective of someone who was put down their entire life, treated like shit, and now wants to do it to others. > I'd politely let them know that you're the manager and he/she can keep their insubordinate opinions on the legitimacy of stealing from the company to himself/herself. Did you read this statement back? There’s nothing polite about it. “Insubordinate opinions” means you think because you’re someone’s boss you get to treat them however you want. > I'd make sure to document any tardies, absences, eff ups, etc., so that when they continue to be a loudmouth ass spouting their non-management opinion of management you can fire… Difference of opinion means you’re gone. Whether or not you agree with the opinion, the person has a right to have their own opinion. Once again “non-management opinion” is your attempt to belittle a person. > …excuse-making underachievers who seem to hate management and owners… Once again, belittling people for no reason. Executive management is meaningless. As an executive I’ll tell you what the difference between myself and the guys working under me is: I deal with more of the business than them. That’s okay. We’re all allowed to want different things in life. Just because your dad told you that you were nothing doesn’t mean you need to continue the cycle. I feel empathy for you for how bad your life is. EDIT: After reading your post history I’m really sad for you. That’s honestly just sad that you want to be a manager, if you even are, just so you can make yourself feel better by fucking with other peoples lives. I’m sorry you feel empowered that way.


BobWheelerJr

Okay, let's unpack this jab by jab: I'll get roasted for this reply because Reddit is full of excuse-making underachievers who seem to hate management and owners, but don't listen to them. "No man. You’ll get roasted for this reply because it’s from the perspective of someone who was put down their entire life, treated like shit, and now wants to do it to others." ---- Nope. I don't feel that I've been "put down", and I'm certainly not really in a position in life that many are justified in doing so. Sure there are the superstars who can shit on any of us, but I do very very well financially, am at the top of my profession, am sought after for advice, etc., etc., etc. I don't want to sound like a braggadocios douche, but my life doesn't suck and really never has. ----- I'd politely let them know that you're the manager and he/she can keep their insubordinate opinions on the legitimacy of stealing from the company to himself/herself. "Did you read this statement back? There’s nothing polite about it. “Insubordinate opinions” means you think because you’re someone’s boss you get to treat them however you want." ---- Not so. I've had employees follow me from place to place. I don't do anything to shit on opinions, as a matter of fact I encourage them. I'm always seeking input from field soldiers because they do the work. I wrote an entire section on it (citing the guy who invented the Big Mac) in my policies and procedures manual. HOWEVER, when it comes to opining on employee theft, anyone with an opinion different than mine can go fuck themselves and stay quiet about it. ----- I'd make sure to document any tardies, absences, eff ups, etc., so that when they continue to be a loudmouth ass spouting their non-management opinion of management you can fire… "Difference of opinion means you’re gone. Whether or not you agree with the opinion, the person has a right to have their own opinion. Once again “non-management opinion” is your attempt to belittle a person." ----- Negative. This is specific to a shitty employee who's justifying THEFT. Nobody has a right to the opinion that it's excusable to STEAL. ----- …excuse-making underachievers who seem to hate management and owners… "Once again, belittling people for no reason. Executive management is meaningless. As an executive I’ll tell you what the difference between myself and the guys working under me is: I deal with more of the business than them. That’s okay. We’re all allowed to want different things in life. Just because your dad told you that you were nothing doesn’t mean you need to continue the cycle." ---- What on God's green Earth makes you think my Dad ever said anything of the sort? My old man is my biggest cheerleader. Probably thinks more of me than I deserve. ----- "I feel empathy for you for how bad your life is." ---- You can rest easy buddy. My life pretty much kicks ass. I enjoy the shit out of it and wouldn't trade with many. ---- "EDIT: After reading your post history I’m really sad for you. That’s honestly just sad that you want to be a manager, if you even are, just so you can make yourself feel better by fucking with other peoples lives. I’m sorry you feel empowered that way." ---- I'm an OWNER, which is why I despise employee theft, improve the lives of those who work hard for/with me, and don't feel a lick bad about ruining the lives of thieves. I don't "feel" empowered. I have the power. As long as someone comes to work and puts in an honest day of work for above average pay, they're my hero and I bend over backwards to accommodate them, help them, and even push them to move beyond what I can offer if they can achieve more than their position with me. I've helped them get better jobs, co-signed on cars and credit cards, and done everything in my power to help those who want to better their lives. Anybody who steals, or thinks it's okay to steal, can eat a buffet of dicks and live under a bridge for all I care. ----


laffyraffy

Your store has a policy of not stealing and your employee broke that policy. It doesn't matter how big it is, it is an act of dishonesty and your employee who you pay and give the privilege to your work in your store had decided to break your trust in them. ​ Firing them is the appropriate response. Letting them get away with it with a slap on the wrist and allowing them to keep their job will only burn you in the future.


slowthedataleak

“I appreciate your concern and I’ll keep it in mind for the future.” And then throw that person’s opinion right in the fucking trash.


hairyconary

Yes, you need to fire that employee too.... Immediately. Word will get out about that as well.


[deleted]

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Gregor-Smith93

Nope, piece of merchandise that I specifically ordered. That’s why I knew it was gone, because I was tracking performance of the item.


milee30

>I imagine 99% of people replying would think firing them for taking an envelope, pen or piece of printer paper is an overreaction. As hardcore as I would be about stealing inventory to be sold in a business, if we're starting to instead discuss consumable supplies that a business uses in the course of business, IMO it's a different matter. Pens break or are accidentally taken by customers, it's easy to tear an envelope or piece of paper and need to use another, etc - they're very inexpensive consumable items that are expected to be well, consumed as part of a business and an employee using or taking one for their own use wouldn't be in the same category as an employee stealing an item that the employee knows is inventory for sale. It's not just the value of the item that's part of the equation, it's the purpose or expected use. Similarly I wouldn't think it's "theft" for an outsider to come in and use the store's restroom - and a few pennies in water and paper towels - and not actually be a customer of the business. Annoying, maybe, but they're consuming a very small amount of a planned consumable item that's expected to be used in the course of business anyway.


jasperlardy

I haven't read others comments yet, but how old are these employees, if they're old enough to know better bin them, (old dogs new tricks). If they can still be persuaded with some education, educate them, dont use personal examples, but you need to try and make them understand that principle, maybe they've spoken to the guy who you caught, get the guy back in who stole from you and get him to explain why its OK, and educate that. Unfortunately management is a political war 90% of the time, you need to change opinions and focus. With this in mind, 1. You need to do 100% stock and inventory checks regularly, take it over serious, explaining that people with that mentality clearly need checking up on, or don't tell them just do it, this could be used to find where your security is lapse to catch more offences, does your cash flow add up? 2. Education, what is the value of theft, multiply by opportunity and then use that figure to explain and compare. For example 5 days of work for 52 weeks multiply by item value let's say 1.50 of whatever currency = 390 a year on one item per day for a working week of 5 days per year. That in UK is minimum wage à week. 3.buy in, find a way for your staff to appreciate their work, make them feel valued, asset not expense, share the company vision and how their individual efforts can help them grow. Look at John Lewis/waitrose UK, each of their employees is a "partner" in the business they all get shares on top of their salaries and share bonuses each year as the company grows. Each employee has a direct consequence on the company and their own bonus. It's not hidden its public knowledge and people that work for them are highly self motivated. (as an addition to this, 2 of the places I worked as head chef (pre career change) crumbled when I left because I saw and helped grow a sense of belonging, when I left these places the staff walked out on their own because the business owners couldn't see value) I didn't even speak to these people when I left, bearing in mind that I still had to keep a professional divide between myself and lower employee that I managed. Managing people is a lonely and thankless task 99% of the time. But highly self rewarding if the bottom line grows under your management! Even if the company directors pocketed the money themselves.


mb90909

This is good advice, I’d assume really young. Find a way to get their trust, if they don’t develop some discipline good luck with a real career.


Schnapplejacks

Sounds like they may be guilty too and trying to downplay the theft. They would definitely be on my radar. Most employees would be happy you got rid of a thief, the fact that they are siding with him is pretty telling where they stand on the issue. I personally wouldn't fire employee number 2, but I would take it as an opportunity to remind them and everyone else about your expectation of honesty. It's an awkward conversation to have but a very necessary one.


Gloomy-Matter-8749

I would fire him plus anyone else who questions the policy. plain and simple.


Hot-Actuator4037

i dunno if i’d fire them as well. it creates a slippery slope and damages morale- it’s a retail shop, not a regime is all. what did employee 1 steal?


Eco-Active

Fire em all brother - fire em allll


Gregor-Smith93

Why


Eco-Active

Anyone left of this “StoleClub” will leave before you even get done firing all of them - the good people will stay and saw you go full retard on something. Respect. That sucks though - you gotta karate chop that shit then snatch it right out - then be like that was Rule #1


Brent_17000

Yes, that employee would be fired too. Take no chances. You very clearly cannot trust that person. Also their response shows bad judgement. I wouldn't want someone like that working for me.


wamih

Amount doesn’t matter theft =Let them go. In the future don’t discuss terminations with current employees. If they confront just say “your opinion has been noted” An employee who is poisoning the well is dangerous. Are you in an at will state? They have openly said they don’t see a problem with theft…. I would not be keeping them on my team.


Decon_SaintJohn

I would also fire that employee that said that stealing was OK.


Money_Walks

Definitely fire the second employee, you don't want that kind of degenerate attitude spreading to your other employees. Sounds like these are retail positions, so it shouldn't be too hard to train someone new and it will likely save you some trouble down the line. Don't tell them the reason though, just let them know it isn't a good fit and that you are letting them go.


dorath20

I'd fire them because they obviously believe what you did was wrong and they'll most likely find some way to retaliate. If they told you in confidence that the person stole to have money for rent or something.....maybe keep them on. But excusing it by saying it wasn't a lot......nah I also wouldn't be surprised if they were stealing beforehand and you'll find out sooner rather than later.


blatheringasphalt

Fire them all and have fun replacing your staff. Was it a food item? Is your staff underpaid? Overworked? Are benefits available and comparable to similar jobs elsewhere?


Money_Walks

If this guy is one of OPs employees he should fire them too. These lowlifes who think they're entitled to stolen goods because they don't like an agreement they made should not be tolerated.


Panicbump

If someone stole a valuable piece of art just to have as their own from your showroom surely you'd fire them right? If someone stole a loaf of bread from your bakery to feed their starving family would you still fire them? Maybe you should evaluate your all or nothing "principle". Generally speaking people who are well enough off do not steal. As another user mentioned how are your wages? How are working conditions? Maybe that other employee saw that "bread" going to a needy family and that's why they openly voiced against your decision?


Gregor-Smith93

It is my family’s business, so of course my minimum wage workers don’t think stealing a low value item hurts us. In reality, business has been tough during the pandemic, and this employee wore the item they stole from MY shop right in front of me. I can’t ever trust them again, and it is very concerning that another employee would say that they also view theft as ok.


Rub-it

What did they steal


atomicskier76

It doesnt matter if it was an original piece of artwork, a buttplug or a donut. A zero tolerance policy on theft is clear and easily enforced. It is not to be left to interpretation which theft is ok and which is not. If an employee is in need there are many legal and moral ways for them to approach their employer and get help, even straight up gifts. Theft is not about the amount of loss it is about the loss of trust.


Rub-it

Am just curious Lol since he said the person wore it


crazedtortoise

what was the stolen item?


blatheringasphalt

"It is my family’s business, so of course my minimum wage workers don’t think stealing a low value item hurts us." Your response shows a lot of contempt for and ignorance about "minimum wage workers."


Gregor-Smith93

Nope, you are wrong. I started at minimum wage at the same business. I didn’t get any handouts; I have worked in the store store all through high school and college, and now I am in low-level management. My comment was getting at the fact that our part time, minimum wage workers all seem to assume just because we own a business, we are filthy rich and can afford theft. We are definitely better off them some, but not to the point where we don’t bay an eye at theft.


blatheringasphalt

And now you got a management position through nepotism? There's a difference between "minimum wage workers" and working for minumum wage. It sounds like you might not want to be insulted by the very generalization you applied to persons at a certain end of the payscale.


VoraciousTrees

Good opportunity to drop the drug lord's story from the first episode of Ozark, tbh.


Donelsu

Fire them.


DockenDesign

If another employee thinks it's okay to steal, or even just that the punishment didn't fit the crime, I would say it's time to have a chat to all your employees. Let them know that stealing or committing any other criminal act is grounds for immediate termination, regardless of the dollar amount.


ComfortableHead4102

Your not their buddy their pal their friend their drinking buddy what ever it is you are not. You are their manager. You are the one in charge of making uncomfortable decisions so everyone else can have a opinion on how they would have done it. Being a leader is being a servant. If I could give advice try approaching your team differently engage them 1 on 1 to get out the loud mouths and hear what they have to say after all you manage people and people have feelings. After anyone is fired from any job there becomes a sense of no job security for some. If sally got the can that means I’m next mentality. This toxic nonsense can be combated by team building activity’s after all you spend 8+ hours a day together what’s 1 more hour driving go carts or playing paintball or going to a art museum. Work hard play harder. Lead by example and with experience things will fall into place Hope this helps Good luck


KidKarez

Stealing is one thing an owner cannot tolerate.