2013 was a HARD year. My father's lady partner of over 30 years died. My stepfather died from Lou Gehrig's disease. Additionally, I had staff changes and months with limited income, which I later learned was, in part, due to theft from an employee who was taking money and doing work outside of the firm.
Let me say, I have NO doubts about my present team. They are excellent employees and I am thrilled to be working with them all. However, I suppose with need and opportunity, any of us is subject to taking the wrong road. How should a Christian handle the trespasses of others?
I want to talk about the Biblical approach to employee theft. I literally travailed over what to do about this situation because I trusted this person and had given much responsibility. Many of us felt betrayed. I struggled with justice and mercy, knowing that have been given mercy many times by family and friends. Fortunately, my moral failures never involved illegal activity, yet I still sought wise counsel.
Here I will share my thoughts on what a Christian employer should do under similar circumstances. If it helps, I am grateful. If not, I'm sorry.
Wise counsel:
1. I don't think you would be wrong to let her
go, but if you are feeling that you should show mercy, you might consider
letting her know that her offense is
indeed grounds for termination, but you would like to show mercy and
grace to her seeing that she is in a bad situation (which in no way negates her
guilt or responsibility), but in order for her to stay she would be demoted to
another position that would not have any access to client finances, etc., and work
at a reduced salary. That way she still
has a job, still has some kind of income, but it is up to her to decide if she
is truly remorseful hoping to move back up at some point in the future should
she prove trustworthy, or she can look for another job. You didn't fire her. :) Just a thought.
Ricky
2. However, forgetting about the money, this
person knew she was misrepresenting the amount your client had paid. Your reputation to your clients is your most
valuable asset. She damaged that reputation.
I don’t think it would be in your best interest to have this person
representing you in the future.
Larry
3. Whatever action you take, please view it
from how you think you would feel about you decision in 5 or 10 years from now
and pursue no regrets. This is a pretty
serious offense. If there is true
repentance and restitution perhaps a probation period would be extremely
merciful. No matter your decision some
serious boundaries need to be put in place so she can NEVER make do this
again. IF it cannot be put in place you
will need to move forward in replacing her… right? How you do it --- is for you to keep a clear
conscience without regrets.This is not a pretty picture or an easy solution. What is the LORD saying / leading you to
do?
Stephen
All seemed well from these ideas, but what have larger entities done? Read on.
Prior to 1985, the hotel chain Days Inns of America was a
Christian company. Its founder, Lon Day, Jr., sought to honor God by running
family-oriented facilities, by not serving alcohol, by giving away more than
2.5 million Bibles to customers, and by offering a large share of the profits
to charity. He also honored God with his stewardship of the operation, growing
the company to more than 300 locations in fifteen years.
Day also cared immensely about his employees and even hired
four full-time workplace chaplains to counsel workers who were in need. At the
same time, workplace realities occasionally dictated that problematic employees
be terminated, especially for taking kickbacks or for harassing female
co-workers. According to Day, dismissed employees would typically plead their
case with a fervent: “You can’t fire me. I thought this was a Christian
company!”
Day’s response to them? Simple and final:
“God will always
give you a second chance, but you have had your second chance with us!”
Some managers, like Day, seem to have little difficulty
letting employees go. But for others, the prospects of terminating a
subordinate can turn even a seasoned business professional into a nail-biting
novice. And when that professional is also a Christian, there’s the added
difficulty of reconciling the firing with God’s call to servanthood,
forgiveness, and love.
Nowhere does scripture support the notion that it is sinful or even poor
witness for a Christian boss to fire a subordinate. No where. God’s Word does
not per se prohibit firing people. Quite the opposite, as we’ll see below,
under certain circumstances, terminating employees is both sanctioned and
encouraged in scripture.
It’s also the case, though, that we Christians have several
responsibilities before we can invoke capital punishment in the workplace –
responsibilities that include, but go well beyond, respecting legal mandates.
As usual, God has set a higher standard of conduct for those who follow Him.
Employees Stealing
from Employers
This also takes many forms.
John 12:6 - Judas kept the bag for Jesus and his disciples,
but he stole from it. People in positions of responsibility in businesses often
embezzle from the company. They may hide their crime by changing the books or
other such manipulations.
Titus 2:9,10 - Servants should not pilfer or purloin (steal)
from masters. Many employees take company supplies, equipment, and even the
manufactured product. I have read that 60% of employees misuse company postage
(using company stamps or postage meters to mail personal letters).
Some companies allow employees to take or use certain items.
This is fine if we really have permission. If in doubt, ask. Do unto others as
you would have them do to you. If you steal from your company, they must raise
prices and the customers pay the extra. If you don't like paying for what
others steal, then don't make others pay for what you steal.
Beware lest you harm
your example by cheating your employer in these ways:
1. Stealing
Time:
Most people record the hours
they work and are paid a certain amount per hour. While you are being paid, you
should be a diligent worker. You were not hired to spend time texting, talking
to your friends on the phone or at the workplace, or playing games. While you
are at work you should be focused on the work you were hired to do.
If you
finish your work, ask your employer if there are other things you can do. If
there is no work you can spend time cleaning and organizing the workplace. This
demonstrates your willingness to work and a desire to learn new things which
makes you more valuable as an employee.
2. Embezzling:
The most obvious way to do this is to take
money for yourself if you have access to money. If the company gives you a
credit card to make purchases on its behalf, they are trusting that you will
not use the credit card to purchase personal items.
3. Unauthorized
Loan:
Someone might take money from
the company or purchase personal items on a company credit card saying “but I’m
going to pay it back.” Some
fraud begins this way where the person is taking a small amount of money and
promises to pay it back. They then take more money and eventually owe the
company a lot of money with no way to pay it back. If you need money before you
are paid, some companies will give you some of your pay ahead of time (called
an advance). But this is money given with the approval of the employer and they
take the payment out of your paycheck.
4. Pilfering:
You can also steal money by taking office
products or company property for your own. Although taking these small things,
called “pilfering,” may not seem great, the scriptures explicitly forbid it.
5. Lying
About Expenses:
Sometimes people “pad their
expenses” by turning in receipts for personal items that are not supposed to be
paid for or will report more than what was spent for expenses without a
receipt. This is a basic trust issue. Is your soul so valuable that you’d sell
it for an extra $5 or $10? Yet some will lie and cheat for such small amounts.
Next week, look for the personal post about the "theology of termination."
Take care.
