Essential Guide to Employee Dishonesty Coverage for Businesses

In today’s business landscape, employee dishonesty poses a significant yet often unseen threat. Our “Essential Guide to Employee Dishonesty Coverage for Businesses” offers vital insights into this risk and the importance of insurance in protecting against it. At Harris Insurance, we prioritize your business’s financial and reputational security, providing you with essential information to shield your enterprise from internal risks.

Understanding Employee Dishonesty Coverage

At its core, employee dishonesty coverage provides protection against losses resulting from fraudulent or dishonest actions committed by an employee. These actions can severely impact a business’s finances and reputation. Coverage typically extends to acts conducted by full-time, part-time, temporary employees, and in some cases, volunteers or subcontractors.

According to the Insurance Information Institute (III), employee dishonesty coverage can be a standalone policy or part of a business owner’s policy (BOP). It acts as a safeguard against a range of dishonest actions that might otherwise lead to significant financial setbacks for a business.

Types of Behaviors Covered

Employee dishonesty coverage encompasses a variety of wrongful acts, including but not limited to:

• Theft: The unlawful taking of company property or assets.
• Fraud: Deceptive actions aimed at financial gain or causing a loss to the company.
• Forgery: The illegal modification or creation of documents for personal gain or to harm the company.
• Embezzlement: Misappropriation of funds or assets entrusted to an employee.

Common Scenarios or Claims in Employee Dishonesty Coverage

The following bullet points highlight typical situations where employee dishonesty coverage comes into play:

• Unauthorized Fund Transfers: An employee illicitly transferring company funds to their personal account.
• Inventory Theft: Stealing physical goods or inventory from the company.
• Falsifying Financial Records: Manipulating financial data for personal benefit or to conceal theft.
• Expense Reimbursement Fraud: Submitting fake or inflated expense reports.

Who Needs Employee Dishonesty Coverage?

The necessity for employee dishonesty coverage largely depends on the size of the business, the nature of its operations, and the extent of employee responsibilities. A common misconception is that only large corporations need this coverage. In reality, small and medium-sized businesses often lack the robust internal controls of larger organizations, making them equally, if not more, susceptible to the impacts of dishonest acts.

Businesses that deal with cash transactions, sensitive customer information, or valuable inventory are particularly at risk. Additionally, companies that entrust employees with significant financial responsibilities or access to confidential data should strongly consider this coverage.

Categories of Businesses at Higher Risk

• Financial Institutions: Banks, credit unions, and other financial services often handle large sums of money and sensitive client information.
• Retailers: Especially those with substantial inventory and cash transactions.
• Healthcare Providers: Access to confidential patient data and pharmaceuticals.
• Nonprofits and Charitable Organizations: Often operate with limited oversight and high levels of trust in employees.
• Technology Companies: Access to valuable intellectual property and proprietary data.

Fraud and Theft in the Workplace: Case Studies in Misconduct

These cases are illustrative examples based on real events, designed to provide insight into various forms of workplace fraud and theft. They are not direct accounts of specific incidents, but rather represent common scenarios encountered in corporate environments.

• Credit Card Fraud Case:

An employee with access to a company credit card used it for personal expenditures, including multiple flights and hotel charges. The employee worked in accounts payable and was not required to travel for business, making these expenditures fraudulent.

• Theft of Cash by an Acting Manager:

An acting manager at a company was responsible for counting cash at day’s end and depositing it in the bank. Taking advantage of the lack of oversight, the manager reported lower cash counts and pocketed the difference. The fraud was discovered three months later by a permanent manager who noticed discrepancies in the company financials.

• Theft of Inventory from a Warehouse:

In a business selling home appliances, an employee was responsible for selling damaged inventory at a discount. Exploiting the less formal tracking system for these items, the employee stole inventory for resale.

• Fictitious Vendor Scheme:

An employee responsible for vendor payments created a fictitious vendor using her daughter’s name and address, routing company checks to it. The scheme was discovered when a check issued to the fictitious vendor was not cashed and follow-up revealed the connection to the employee’s daughter.

• Employee vs. Independent Contractor Issue in a Dentist Office:

In a dentist’s office, an individual suspected of stealing $17,000 in cash receipts over a 5-month period was found to be an employee of a leasing service, not the dentist office, leading to a denial of the claim under the employee dishonesty policy.

The Cost of Employee Dishonesty

Employee dishonesty can lead to substantial financial losses for businesses. Understanding the scale of these losses and their impact is crucial for recognizing the importance of adequate insurance coverage.

Statistics on Financial Losses Due to Employee Dishonesty

The financial repercussions of employee dishonesty are significant. According to a report by the Association of Certified Fraud Examiners (ACFE), businesses worldwide lose an estimated 5% of their annual revenue to fraud. In the United States alone, the median loss per case of occupational fraud is about $125,000, with cases lasting a median of 14 months before detection.

Moreover, small businesses tend to suffer disproportionately from fraud. The ACFE’s 2020 Global Study on Occupational Fraud and Abuse revealed that small businesses (those with fewer than 100 employees) experienced median losses of $150,000 per fraud case, which is notably higher than the losses suffered by larger organizations.

Impact of These Losses on Businesses

The impact of employee dishonesty extends beyond direct financial losses. It can include:

• Operational Disruption: Fraudulent activities can disrupt business operations, leading to inefficiencies and additional costs.
• Reputational Damage: Incidents of employee fraud can harm a company’s reputation, leading to lost business and a decline in customer trust.
• Legal and Compliance Costs: Dealing with the aftermath of fraud often involves legal expenses and costs associated with strengthening compliance and internal controls.

For many businesses, especially small and medium-sized enterprises, these losses and associated costs can be devastating. The ripple effect of fraud can hinder growth, result in layoffs, or even lead to business closure in severe cases. 

Protect Your Business with Harris Insurance

At Harris Insurance, we understand the complexities and challenges that come with employee dishonesty. That’s why we offer tailored employee dishonesty coverage solutions designed to meet the unique needs of your business. Our team of experts is committed to providing you with the right coverage, ensuring that your business is safeguarded against the unforeseen acts of employee fraud or theft.

Take the first step towards securing your business’s future. Contact Harris Insurance today and let us help you navigate the complexities of employee dishonesty coverage. Protecting your business is our business.