A recent Iowa City case involving a former University of Iowa employee accused of diverting nearly $1 million in university work to his own private business highlights a truth often missed in workplace theft cases: these failures rarely happen in isolation.
Not all bad behavior stays in Vegas—or anywhere else off the clock. Off-duty conduct by employees, especially those in leadership, can create significant risk for employers.
Are you prepared to properly deal with a harassment complaint in your workplace? The “ostrich” defense — burying your head in the sand and ignoring everything — will never work in front of either a judge or a jury. Employers will be held accountable for their actions, or inaction as the case may be.
Sometimes, without even knowing it, people say things to co-workers that could be considered discriminatory and open up legal risk. It’s important to avoid these topics, or, if you’re a manager, stop them.
Theft can take many forms in the workplace, even indirect forms. Employees should be mindful, and employers should take several measures to make sure policies address the various forms.
While a lawyer gives advice, the client has to live with the outcomes of decisions
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