The Worst Thing an Employee Can Do: Exploitation and Manipulation in the Workplace

As an employer, one of the most damaging and manipulative actions an employee can take is the exploitation of their position within the company. This betrayal of trust can have severe and long-lasting repercussions for both the individual and the organization.

The Consequences of Employee Misconduct

The consequences of employee misconduct range from financial losses to legal issues, and can significantly impact a company's reputation and culture. Here are some of the most detrimental actions an employee might take:

Theft or Embezzlement

Theft or embezzlement is one of the most serious forms of misconduct that can lead to significant financial losses. It can result in legal repercussions and devastating consequences for both the company and the individual involved.

Harassment or Discrimination

Harassment or discrimination can create a hostile work environment, damaging team morale and leading to legal actions. These actions can severely harm a company’s reputation and overall culture.

Violence

Any form of violence or threats of violence can create an unsafe workplace environment. Immediate termination and legal consequences often follow such actions.

Fraud

Fraud, such as falsifying documents or misrepresenting qualifications, can have serious legal and financial implications for the company. Employees involved may face severe penalties.

Breach of Confidentiality

Sharing sensitive company information or trade secrets can compromise business operations and competitive advantage. This can lead to significant losses for the company.

Substance Abuse

Coming to work under the influence of drugs or alcohol can create a dangerous working environment. It can lead to poor performance and potentially harm both the employee and their colleagues.

Deliberate Sabotage

Intentionally harming company operations, whether through tampering with equipment or spreading misinformation, can have severe consequences. These actions can be extremely damaging and costly.

A Real-Life Example: Jack’s Exploitation and Manipulation

Several years ago, I was an HR Business Partner based in California, a state known for its strong employee protection laws. During a large-scale reorganization, a new team of Analysts was joining our group, and one employee named Jack stood out. Jack served as a critical resource, but his behavior was soon revealed to be highly exploitative and manipulative.

Jack started working almost eight months ago but was only on the job for a month before going on a Leave of Absence. Despite expectations that he would return soon, he never did. His absence started to weigh heavily on the team. During his expected return, Jack did not show up, replied to our calls, or emails, causing confusion and frustration for his colleagues and the HR department.

Despite multiple attempts to contact him, I received no response until Jack called upon receipt of an official letter detailing the situation. His explanation was that he had a medical condition and needed additional time to recover. Every time he tried to return, his medical information was insufficient, and our legal team was wary of firing him due to potential legal issues related to his medical condition.

The situation escalated over the next seven months, with Jack opening a business and engaging in other activities that defied logic. He would only respond at the most critical of times, and the medical information he provided was never enough to warrant a return to work. His instability and misuse of the company's policies were unprecedented.

Lessons Learned and Advice for Employers

This experience taught us several valuable lessons. Firstly, it highlighted the importance of clear policies and procedures regarding leaves of absence and employee conduct. Secondly, it emphasized the need for stricter verification and documentation verification for medical claims. Lastly, it underscored the necessity of legal advice in dealing with complex and manipulative situations.

To prevent such situations in the future, employers should:

Implement strict policies and procedures for leaves of absence and medical claims. Ensure thorough verification and documentation of any medical claims. Seek legal advice early in any complex or problematic situation. Provide training for employees and managers to recognize and address potential exploitation and manipulation.

By taking these steps, employers can create a safer and more stable work environment, reducing the risk of such damaging actions by employees.