2/10/2014 3:02 PM
First - document, document, document. No matter how small you think the issue is, write it down and discuss with the employee the issue and what the expectations are. Without setting the expectation, the employee will think they are doing just fine by your standards. If the behavior continues after these discussions, then you have ample grounds for termination. Terminating without just cause is setting you up for a lawsuit.
Second - get a game camera. I know they are costly, but if he's stealing fuel from your tanks on a regular basis, letting it continue will cost you more than the cost of the camera. That being said, make sure you inform the crew that obtaining company fuel is against policy. Otherwise, the old "nobody ever told me I couldn't use it" line could get thrown back at you. Speaking from experience here. (FYI - get a game camera with the blackedout infrared. No flash.)
I know there are a lot of variables here....local and state laws, etc...but their is a reason for policies and procedures and having written documentation of these discussions can prevent headaches down the road.
That being said, I set high expectations. This allows me flexibility when occasions like these arise. Mediocrity just doesn't cut it.
My two cents.