We all understand that no employer will tolerate a careless and irresponsible employee.

I have
the authority to yell at him because of my position as an officer, not only because I disapprove of
his actions. There is an ethical implication in that. Taking legal action against him requires a step-
by-step procedure. Therefore, using legal means, such as gathering evidence, will enable me to
hold him accountable for his wrongdoings.

An employee who steals is an illustration of this. I could feel uneasy as a manager whenever one
of my employees did something. I must therefore develop a plan to stop her from stealing items
and money from the office in order to better understand the situation. To find out whether there
is a thief in our office, I will conduct an investigation, compile information and evidence, such as
examining cameras, reviewing the inventories and sales, and question or interview my workers. If
your company has an HR department, bring all the proof there. Leave this to HR if you are not the
company's owner. Bring your supporting papers and evidence to the legal or human resources
departments. Let them handle it; this is their responsibility. If you’re the owner of the company,
you must deal with the thief, ask him, talk to him if things get rough, talk to a Lawler and ask for
an advice and legal actions.