Episode Details

Summary

A departing employee drops a bombshell in her exit interview: she watched her manager steal from petty cash for over a year. She estimates several thousand dollars. She says she didn't report it sooner because she feared retaliation and needed her job. Now HR holds a disclosure it can't ignore—but the witness is walking out the door, the manager has a strong performance record, and the evidence is thin. 

In this episode of HR Voices, host Rebecca Taylor sits down with Laura McLand, VP of Human Resources at Sun Holdings, to work through this fabricated-but-very-real scenario about what happens when the information arrives at the worst possible moment. Laura brings a restaurant operations perspective that makes this conversation especially practical. She walks through the 24 to 48 hours window for pulling camera footage, following the financial paper trail, and talking to other employees before approaching the manager. 

She and Rebecca get into why there's usually a "final incident" that triggers exit interview disclosures, what it means if the HR hotline poster isn't hanging in a location, and the delicate balance between moving fast enough to stop the bleeding and moving carefully enough to avoid wrongly accusing a high performer. 

Laura also makes a point that stuck with me: stealing is stealing whether it's $20 or $200, and people tend to escalate once they get away with it the first time. If you lead HR in restaurants, retail, or any location-based business, this conversation will ground your investigation process.

Timestamps

• 01:38 The scenario: the exit interview bombshell
• 02:05 Laura's first instinct: why didn't they tell us sooner?
• 03:04 Who to talk to first and following the paper trail
• 05:25 The "final incident" that usually triggers the disclosure
• 07:28 How petty cash theft escalates from $20 to thousands
• 10:37 What to do when the departing employee won't name witnesses
• 11:25 The risk of moving too fast versus too slow
• 14:30 Why a missing HR poster might be a signal, not an oversight

Takeaways

• Move within 24–48 hours to pull camera footage, review financial records, and talk to witnesses before approaching the manager
• Ask the departing employee for specific dates and witnesses to narrow your investigation, but continue even if they won't cooperate
• Check whether the HR reporting poster is actually hanging in the location—if it's not, that's worth understanding why
• Investigate the "final incident" that triggered the disclosure; there's almost always a straw that broke the camel's back
• Give employees transfer options if they fear retaliation; retaining good people matters as much as investigating bad ones
• Treat the departing employee's disclosure seriously and communicate that back to them—don't let them think it went into a void

Guest LinkedIn: https://www.linkedin.com/in/laura-mcland/

Company website: https://www.sunholdings.net/

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends `early, so you can work proactively, not just put out fires.

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• (01:38) - The scenario: the exit interview bombshell
• (02:05) - Laura's first instinct: why didn't they tell us sooner?
• (03:04) - Who to talk to first and following the paper trail
• (05:25) - The "final incide