Higher Wages Translates Into Lower Employee Theft

Thu, September 27th, 2012 - 11:12 am - By Gordon Basichis

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If the employee theft is lower than wages are higher.  So says a recent study co-written by University of Illinois Professor, Clara Xialing Chen.  The study was reported on PhysOrg.Com.

According to the article….”Using data sets from the convenience-store industry, Clara Xiaoling Chen, a professor of accountancy, and co-author Tatiana Sandino, of the University of Southern California, found that after controlling for each store’s employee characteristics, monitoring environment and socio-economic environment, relative wages – that is, wages relative to those received by other employees performing similar jobs in the same sector and region – were negatively associated with employee theft.”

The article reports that previous studies concentrated mostly on the relationship between employee theft and employee turnover.

According to the researchers, paying employees a better wage results in less employee theft for two reasons.  Better wages tend to attract a better class of worker.   And those making decent bucks, are less inclined to risk getting fired, especially for stealing.  Factor in a wavering economy, and it is all the more reason workers want to hold onto those jobs.

This makes perfect sense to me.  I believe one first tries positive reinforcement with employees.  Better wages, recognition for a job well done, keeping the stress factor to a minimum and rooting out workplace bullies all contribute to a happier and, subsequently, more productive. employee.

Education Verification Fraud on the Increase

Tue, September 25th, 2012 - 2:24 pm - By Gordon Basichis

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There has been an increase in education verification fraud.  Some employment candidates claim graduation and are only verified as enrollment only.  Some of the candidates never went to that school at all.

And then there are the diploma mills where one is awarded a diploma for several hundred bucks and “live experience.”  Whatever that means.  Of course, the colleges listed through diploma mills are bogus or non-accredited universities.

Here is one article I wrote earlier about diploma mills.  It bears a second look, given the increase in education fraud.  It is entitled, Norwegian Mass Murderer Supported Himself with Diploma Mill Scam.

Hiring Factors in the Security Business

Fri, September 21st, 2012 - 12:10 pm - By Gordon Basichis

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Hiring in the security industry has experienced a downward trend for the past ten years, according to Jerry Brennan, who writes his article in SecurityInfoWatch.com.    Brennan notes unique challenges for anyone seeking a career in the security industry.  I must admit that this surprised me a little since with all the craziness out in the world you would think the security industry would be experiencing a robust hiring period.  But no, and since Brennan has been around  in that sector for quite some time, I take his appraisal seriously.

Brennan writes in his article…”There is a three-pronged situation that has slowed hiring in the United States. The recession is the most visible and obvious first factor. Because corporate security programs are frequently built as non-revenue-enhancing service functions, they fall within the category of business units that are generally hit first when budgets and staffs are reduced or frozen. The second prong in the slowdown is retirements. When the economic crisis began in November 2008 and continued throughout 2009, we saw that security professionals who had been contemplating retirement decided to hold off. They looked at their retirement accounts and stock options and realized it wasn’t a good financial decision at the time. The third factor was that the normal volume of individuals who, for their own career advancement, would have sought out advancement through moves to other companies, decided instead to stay put because of market uncertainty. As a result, openings from newly created roles, turnover and internal promotions didn’t become available.”

Brennan writes about offshoring and stationing security heads outside the country where they hire local candidates.    Brennan proposes that for those wanting to work in the security industry that they should expand their roles within a company.  They should offer an employer a wider range of skill sets that will prove added value and heightened perspective.

He writes…”Security executives should become involved in a wide range of initiatives across the organization that may not seem to have a direct impact on security. This will provide an opportunity for others to observe your skills as a business executive and develop working relationships while working on organization improvement and/or revenue enhancement projects. I have told many clients and candidates alike that one of the measures of success for a security executive is to be asked their opinion on business issues that are outside the scope of the function they lead.”

I found Brennan’s article most interesting and suggest others interesting in the security field should read it as well as Brennan’s book, Security Careers.

The Workplace Bias Issue Concerning Traditional Religious Dress

Tue, September 18th, 2012 - 1:25 pm - By Gordon Basichis

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The EEOC filed a lawsuit on behalf of a Philadelphia woman who was fired for wearing a head scarf to work.   The headscarf is part of her garb in keeping with her religious beliefs.

According to the article in Philly.com…”the suit said that El, of Philadelphia, was hired by ABM Security Services, of California, to work at the center on Feb. 21, 2011. She was fired the next day, the suit said, when she showed up in uniform, wearing the khimar, which covers her hair and ears, but not her face.”

The article further elaborated…”ABM said some clients require adherence to a strict uniform code. The company said in a statement that it was disappointed that EEOC filed the suit because El was given the opportunity to work elsewhere but declined.”

This is not the first of such cases.  I believe there is also a similar case at Disney Land where there, too, the woman was offered another job.   I am sure there are others.

So I guess there is a question as to what constitutes reasonable dress codes and to what lengths must an employer go to not discriminate against an employee because of the employee’s religious beliefs.   Are there security issues involved ?  If the employer offers the employee another position within the company, presumably for equal pay, does that constitute an accommodation?

It will be interesting to see how this case plays out.

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