churches don’t put up with theft either.
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my best employee ever was older than me by about 20 years and been a manager for several large companies around the world including canada’s largest photofinisher at the time.
one of his most frequent sayings was keep the honest ones honest. and by that he meant always have enough checks in place to know for sure what’s going on and periodically ask staff to explain things that might look questionable even if you already ready know everything is ok. this demonstrates to the staff that you are aware of what’s happening.
we are all subject to temptation.
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Another value of those types of control measures is that the honest ones feel safer that they won’t be falsely accused. I had an honest employee that used to collect a lot of cash that wouldn’t get turned into Finance for several days and he appreciated it when I instituted a daily reconciliation with myself in the Finance office.
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Except when the ones ‘in charge’ are fleecing the flock 
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Might consider offering her a $45 discount on her next service if the job is worth the hassle. I’m with JaredAI about $200 being cheap for a 2 hour drive.
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So the employee has been fired.
I will add, if you terminate someone immediately for a documented fireable offense, you will win the un-employement argument. Let them work a single day longer and fire them for the issue you will lose. That is my experience.
Know the situation of knowing someone should go, but being busy and not wanting to let clients down. Never a fun spot to be. Always feels good once you have decided to and have terminated the employee.
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If you CAN fire him you should do so. But if it would put him in a bad spot wait until you are able to. Just keep a closer eye on him. Or don’t even let him handle the payments, tell the customer you’ll bill them.
I would fire him, should make you consider your employee manual if you are able to fire him or not legally and at what cost to you.
Employees have a lot of rights and unless you protect your self ahead of time with a company manual/policy that describes company procedures and expectations just firing him could put you out of an employee and paying him some type of money still.
As always got to protect yourself and the companies reputation when using employees.
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How much were you paying him and was drive time included in his pay? While I don’t believe this would provide justification for his actions, if he wasn’t getting paid for a 2 hr round trip I can understand his motivation.
there are legal ways to deal to deal with unfair employment tactics if that is the motivation.
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He was being paid $13 per hour, and he was being paid for his drive time.
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Immediate termination im not even reading any posts before typing, even if its your only worker hes obviously the wrong type. Maybe you pay too low but hes a scumbag thief who will eventually try to steal your clients or take them to a competitor.
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Fire him IMMEDIATELY and rescheduled all clients telling them you had an employee stealing from you and it has put you in a bind. They will understand.
Not sure I’d tell all customers you had an employee stealing
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I stand corrected. May not tell them “exactly” that I had an employee stealing, but you get the idea.
