Fraud Prevention at Work

منتجع أرين للوحدات السكنية（アル・ハダ）– 2024年最新料金
ジョウリモールから24kmのمنتجع أرين للوحدات السكنيةはアル・ハダにある宿泊施設で、屋外プール、無料専用駐車場、庭を提供しています。キッズクラブ、ルームサービス、館内全域での無料WiFiなどを提供しています。このリゾートではファミリールームを提供しています。 منتجع أرين...

While there are the obvious and not so obvious signs of fraud being committed within the workplace it is the behaviour of people who state or imply that they are what they patently are not, who cause the greatest distress by their unequal and shameful behaviour towards business owners who trusted them. Imposters; who through their slick working methods, have the ability to really cause detrimental financial imposts against their employers.

Businesses need to formulate certain workplace policies and practices that emphasize the fact that fraudulent behaviors are unacceptable – make staff responsible for their actions. Early prevention outweighs an expensive mop-up later.

Fraud prevention measures could/should include a Business Code of Conduct where the in-house, formulated and pertinent workplace policy relates directly to employee practices. In a perfect world and prior to starting work. a new member of staff would be required to read and sign the relevant Code of Conduct document – as an outward sign of acceptance of his/her responsibility towards his new place of work. This policy and the subsequent work practices would need to cover all areas of potential fraud while stressing the expected employee behaviors. For example for a positive identification of the new employee a police check would be required; the potential employee would need to provide a specified number of referees, references and of course a specific number of living identity proof documents i.e. a passport, a drivers’ license, educational certificates, an invoice directed to the potential employees’ home etc. All required as positive proof of identity. Naturally these proofs of identity documents would then need to be examined and their honesty assessed. The burden of proof would lie with the employer who if they did not have the manpower to follow through, would ned to outsource this requirement with the clear knowledge that they are doing everything within their power to avert possible future fraudulent behaviors.

I remember organizing a police check on someone applying for work in a school. The police check revealed that this person was a convicted pedophile. Results – this check ensured that this person was not going to be tempted into a new crime and that the company I was working for did not have to face a possible court case sometime in the future. The person had paid for his crime so he was not discriminated against rather he was better placed within his work environment.

Another preventative measure entrenched into the employment process could be that the company limits the giving of gifts and entertainment to their employees. Particularly if an employee could possibly be influenced via the expensive wining and dining process and the receipt of unsolicited gifts directed to his home from a potential contractor hoping to sway the final results in his favor.

On this basis the Code of Conduct policy could highlight that:

o Any gifts over the value of say $25 had to be reported to the Security or Human Resources Officer – someone outside the direct area of the particular workplace.

o Any meals with a potential contractor could not take place if there was a Tender process currently in place

o Maybe a process of sharing could be instigated whereby any gifts could be put into a common pool to be shared with all staff members. More measures

o Every employee would be required to sign a non-disclosure clause to protect the companys’ intellectual property.

o Every employee would have to undertake to protect the companys’ assets, i.e. acquired knowledge, silent business partners, budgetary matters etc. Sign a disclaimer to this effect.

In Information Technology there are many programs designed to pick up and report on employees using their work time to fraudulently visit e.g. porn sites or working a second job online – the idea here would be to advise staff and personnel about the I.T. reporting systems and also provide limited online access. Of course there are also outside threats to contend with i.e. hacking for hacking sake; hacking to gain insider knowledge, deliberate insertion of viruses, hacking to gain knowledge to use to discredit or embarrass the company. So the obvious steps would have to be taken to protect the companys’ assets. (Virus checkers, firewalls etc.) A company could be particularly vulnerable if for example they were about to publicly list on the Stock Exchange.

Then there are disgruntled employees who can make waves by leaking potentially damaging information. Or those who see themselves as white knights or whistle blowers. – All fraudulent behaviors. A way to ensure a happy workplace is know or show no favors to any employee; deal with everyone in the same way; tolerate no bullying, and have strict guidelines to deal with disgruntlement. A fair workplace equals more loyalty and less fraud.