not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.Stay in business long enough and you’ll most likely develop friendships with some of your employees. Maybe not a close friendship but one that gives you and them a comfort zone that differs from when they were first hired. As more trust is built or gained through ongoing working relations, usually everyone lowers their guard a bit and begins to settle into a “working relationship”.

It’s not an uncommon practice or unusual expectation to offer a key to your Office Manager or a key personal assistant (no pun intended). In fact, I’ve found it to be quite normal that ranking personnel have access to certain files and other business trade secrets that are not available to each and every colleague. That doesn’t mean they know every asset of the company and have access to all things. However an implied trust is given and whatever they learn, is to spur on the company’s business and enable them to do the best job for you as their employer.

If you as an employer do not have certain “fail safe” tactics in place you are setting yourself up for a hard lesson. I’m suggesting its not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.

orking relations, usually everyone lowers their guard a bit and begins to settle into a “working relationship”.

It’s not an uncommon practice or unusual expectation to offer a key to your Office Manager or a key personal assistant (no pun intended). In fact, I’ve found it to be quite normal that ranking personnel have access to certain files and other business trade secrets that are not available to each and every colleague. That doesn’t mean they know every asset of the company and have access to all things. However an implied trust is given and whatever they learn, is to spur on the company’s business and enable them to do the best job for you as their employer.

If you as an employer do not have certain “fail safe” tactics in place you are setting yourself up for a hard lesson. I’m suggesting its not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.

d it to be quite normal that ranking personnel have access to certain files and other business trade secrets that are not available to each and every colleague. That doesn’t mean they know every asset of the company and have access to all things. However an implied trust is given and whatever they learn, is to spur on the company’s business and enable them to do the best job for you as their employer.

If you as an employer do not have certain “fail safe” tactics in place you are setting yourself up for a hard lesson. I’m suggesting its not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.

s given and whatever they learn, is to spur on the company’s business and enable them to do the best job for you as their employer.

If you as an employer do not have certain “fail safe” tactics in place you are setting yourself up for a hard lesson. I’m suggesting its not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.

not “if” but only a matter of time before someone takes an undue advantage of their position. I would agree most are minor and don’t require firing, let alone a lawsuit. However, you would be wise to install certain procedures that allow you to check up on your employees.

It’s a good practice to call into your office and pose as a potential customer (or existing customer) and ask questions about your products and/or services. Monitor calls if you have a phone system that allows you to do such a thing and grade your employee’s performances and critique their customer service calls. You will learn a great deal as to how your “real” customers are being handled and glean good information in the area of employee conduct.

I’m writing from experience. I had given extra liberties to one of my employees, including supplying a key to the office. He had asked me if he could work nights due to he wanted to finish up some college classes at our local university. This particular individual was able to begin and complete our jobs without much supervision. He had computer skills that others didn’t have at the time, that enabled him to excel in areas were we needed more help. I agreed to his new schedule and allowed him to come in at the end of the business day and work till late evening. BIG MISTAKE!

Shortly thereafter I noticed his product