Resources: Blogs

It’s all about the money

Blogs
|

Bodybuilder payroll clerk stole over $200,000 from Woolworths

A senior Woolworths payroll clerk who stole over $200,000 and attempted to take a further $400,000 to fund her lifestyle in the USA while representing Australia in a bodybuilding competition has been sentenced to 5 years in prison.

A senior Woolworths payroll clerk who stole over $200,000 and attempted to take a further $400,000 to fund her lifestyle in the USA while representing Australia in a bodybuilding competition has been sentenced to 5 years in prison.

The payroll clerk stole the money by making it appear as though Woolworths was paying former employees – when in fact that money was going directly into her own bank account.

This is not the first case of employees misappropriating money from their employer. In 2012, an ING senior accountant stole $45.3 million over five years and used the money for luxury goods, property and jewellery. The money was taken by making transfers into her personal accounts or directly to shops and real estate agents. The senior accountant then used the computer log-ins of former staff to delete the records or alter them so the transactions appeared legitimate. The accountant was sentenced to at least seven years in jail.

In 2009, the Payroll Manager of Clive Peeters stole over $19 million from her employer. The Payroll Manager used this money to purchase properties in Melbourne’s eastern suburbs, cars, motorbikes and jewellery. The Payroll Manager was also one of the largest private shareholders in the business, having spent some of the stolen money on shares.

These cases are a good reminder for employers to conduct random payroll audits throughout the year. Payroll audits should not just be conducted where it is feared there is suspicious activity going on but to ensure all details in the system are up to date (for example, former employees are no longer in the current employees section, or that employees are paid the correct rate of pay).

A payroll audit can reveal if there are employees who are no longer employed by a business or whether “ghost” (fake) employees are being paid. To reduce the risk of a ghost employee, businesses can look at whether there are duplicate names, addresses, dates of birth, tax file numbers and bank account details kept on file. By conducting audits and regular checks, employers are able to minimise the risk of payroll fraud.

 

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

 

Similar articles

Prevention is better than a cure

Planning end of year work celebrations

As the end of another year approaches, employers are understandingly planning a well-earned opportunity for employees to celebrate the year that has been.

Read more...

Fair Work Commission upholds dismissal of an employee who misused a company coffee account

Caffeine Hit

Financial misconduct committed by an employee can fundamentally damage the trust and confidence in an employment relationship. Unfortunately, financial misconduct is a common issue for Australian businesses and if it is not dealt with promptly and effectively, there is an opportunity for further misadventure.

Read more...

FWC upholds dismissal of an employee who repeatedly and deliberately accessed customer’s confidential information without authorisation

Celebrity search

During the course of their employment, employees may have access to confidential information which belongs to their employer. This information may be in the form of personal information provided by customers and is therefore sensitive in nature.

Read more...

Tribunal finds employee’s refusal to undergo independent medical examination rendered dismissal fair

Check-up or check out

Where there are concerns about an employee’s capacity to work, it is prudent for employers to obtain medical advice confirming whether the employee can safely perform the inherent requirements of their role. This may include requiring the employee to undergo an independent medical examination.

Read more...

FWC upholds summary dismissal of employee who refused to provide medical information confirming fitness to work

If you refuse you lose

Where there are concerns about an employee’s fitness to work, employers may rely on terms in their employment contract which require the employee to comply with the reasonable and lawful direction to undergo a medical assessment.

Read more...

QIRC rejects unfair dismissal claim due to clear evidence of misconduct

Swear by it

Employers have a responsibility to address and manage poor conduct and behaviour which may expose other workers to work health and safety risks in the workplace. Implementation of effective disciplinary processes are vital in curbing such risks that may lead to a poor workplace culture, which may in turn create psychosocial hazards.

Read more...

Let's talk

please contact our directors to discuss how ouR expertise can help your business.

We're here to help

Contact Us
Let Workplace Law become your partner in workplace law and sports law.

Sign up to receive the latest industry updates with commentary from the Workplace Law team direct to your inbox.

Subscribe

* indicates required