I'm new to the HR dept & have not seen the following situation before:
A Dept. Mngr is responsible for a small amount of $$ - but has no standards or reliable procedure in place for keeping track of who has access, balance, etc. & All department employees have access all day long. The monthly counts are done only by dept. manger & admin asst. In the past months finance has noted cash shortages and the dept manager has intimated suspicion of a particular employee. The problem is, the lax procedures for cash handling make it nearly impossible to prove who the culprit is & the manager refuses to change procedures. The employee under suspicion otherwise has a very good record & recently received a good review by the manager. At the same time the manager recomended a min salary increase not matching the review. The employee now is questioning why other employees with similar reviews received annual increases twice as high as as their min.COLA. The dept. manager had made open anouncements to the staff publicly that there were shortages. Now the employee is questioning HR if they were under suspicion. What the best way to proceed in a situation like this? Should the Manager be direct & tell the employee they are being audited - or pretend all is well until they are cuaght in the act or leave? The issue has already hit the company "grapevine"..
A Dept. Mngr is responsible for a small amount of $$ - but has no standards or reliable procedure in place for keeping track of who has access, balance, etc. & All department employees have access all day long. The monthly counts are done only by dept. manger & admin asst. In the past months finance has noted cash shortages and the dept manager has intimated suspicion of a particular employee. The problem is, the lax procedures for cash handling make it nearly impossible to prove who the culprit is & the manager refuses to change procedures. The employee under suspicion otherwise has a very good record & recently received a good review by the manager. At the same time the manager recomended a min salary increase not matching the review. The employee now is questioning why other employees with similar reviews received annual increases twice as high as as their min.COLA. The dept. manager had made open anouncements to the staff publicly that there were shortages. Now the employee is questioning HR if they were under suspicion. What the best way to proceed in a situation like this? Should the Manager be direct & tell the employee they are being audited - or pretend all is well until they are cuaght in the act or leave? The issue has already hit the company "grapevine"..