Could employees be stealing from you?
Has company property or reputation been misused?
Do your competitors know your pricing and terms strategies?
Are your contractors following NDAs or working for your competition?
Do you want to know if your employees are moonlighting?
How Will We Investigate An Employee?
We can use video surveillance to watch any employee or insurance claimant you are suspicious of.
All Tectum Operations Operatives are highly trained in covert surveillance and imaging. The operative assigned to your case will be aiming to gain the essential imagery while remaining covert.
Surveillance isn’t just gaining imagery, Tectum Operations can deploy a team (anywhere in the UK) to follow the employee who might be selling business secrets in a coffee shop, or a partner who is having a secret rendezvous in a hotel in a rural location.
Solid evidence will be provided of any wrongdoing which can be used in disciplinary action or litigation.
We can track a target’s whereabouts with GPS tracking devices.
You will know if your employee or contractor is making contact with your competition in breach of contract.
We use advanced software to detect whether your target has made any large purchases recently.
How To Get In Contact
Is It Legal To Have Employees Under Surveillance?
For a business to put one of its employees or contractors under surveillance requires reasonable and proper cause. This means that conjecture or informal comments cannot form the basis of starting surveillance.
Tectum can discuss your options within UK law with you before we conduct any operations.
We can advise you on how to establish a pattern of behaviour and how to gain the initial evidence needed to start surveillance.
Any information passed to Tectum Operations must be obtained under GDPR laws. Even if surveillance proves your suspicions correct then not gathering evidence correctly can lead to a case for constructive dismissal claim from the employee.
Operations will be conducted within the parameters and data protection laws of the Information Commissioner’s Office (ICO) and Article 8 of the Human Rights Act.
When Is Employee Surveillance Appropriate?
When one of your employees starts working for a competitor without your knowledge or permission then this is known as moonlighting.
UK employees are not required under law to disclose any other employment to their current employers however company policies usually prevent working elsewhere without permission. If secondary employment is allowed under company rules then usually written permission is required.
Moonlighting is an issue when there is:
- An employee uses holiday or even sick time to work elsewhere.
- A clear conflict of interest.
- Where an employee would be less motivated to work for you because their alternative is a competitor.
- They can share your business practices or price plan.
- A potential breach of working time regulations.
- Breaching driving time regulations such as Tacho graphs.
- Working so late that they are not functional or safe to be working for you or operating machinery.
- A damaged company reputation.
- Your employees or company property being used on other jobs which may not be held to the same professional standards.
- The damage that comes from having employees support a competitor.
Fake Illness Or Injury
You may suspect an employee of not having a genuine reason for being absent from work if:
- There is an ongoing pattern to the absences which would indicate pre-meditation on their part.
- There is no corroborating evidence for the absences and they do not appear to be suffering from any injury or sickness.
- There are inconsistences or conflicts in explanations.
Employee theft is remarkably common and costs UK businesses around £190 million with 9,000 thefts being reported in year periods.
Again you have to look for a pattern in the thefts. Is it only items with re-sale value? Or maybe specific tools that other tradesmen would need?
It can be virtually impossible to prove theft without professional surveillance and without a realistic deterrent you will not be able to stop it.
Employees could potentially be defrauding your customers by overcharging them, misquoting or skimming payments.
There are many recorded instances of employees simply not performing their duties and claiming that they have been prevented by some issue.
There is always potential for an employee to increase their earnings illegally whilst using your company as a front.
This could be using company property or vehicles to transport or store illegal materials such as drugs.
Employees could simply be stealing from your customers after using your business reputation to gain a customers trust.