• Vancouver at night

Employee Theft

The Charge

People accused of stealing from their employer are generally charged with theft or fraud offences pursuant to s. 322 or s. 380 of the Criminal Code. The offence is either for an amount over $5000 or under $5000. Theft from an employer is a very serious offence because it involves a breach of trust, which under s. 718 of the Code, is deemed to be an “aggravating circumstance.” A conviction for employee theft can have extremely serious consequences. Where the amount is in excess of $5000, the Crown will generally seek a jail sentence. Due to some relatively recent amendments to the Criminal Code, it is not possible for a court to impose a conditional sentence (house arrest) for a theft or fraud over $5000 offence. Because people charged with employee theft face the very real possibility of a jail sentence, it is imperative that they seek the assistance of experienced defence counsel as soon as possible.

The Investigation

Every employee theft case is different, but in the majority of cases, the scenario goes something like this:

Our client is at work and is abruptly escorted by a manager or security officer into a meeting room. There, they are confronted with an accusation that they have been stealing or otherwise misappropriating company property or funds. Because this is not yet a police investigation, the employee is not usually advised of their rights under the Charter to remain silent or to immediately be allowed to call a lawyer. It is certainly not uncommon for people in this situation to make incriminating comments. Typically, the employee is fired from their position and told that police will be contacted and the investigation will continue. It is our experience that the employer does not yet understand the scope of their loss and will therefore try hard to obtain a confession and an agreement to repay the funds.

A person facing an accusation of stealing from their employer usually faces pressure of both a criminal charge as well as a civil action taken by the employer who wants to recover their loss. Where the offence is theft or fraud over $5000 there is a very real prospect of jail. It is therefore certainly very prudent to obtain advice from a lawyer who is experienced in defending these types of charges.

Recent Successes

R. vs. J.L. - Vancouver Provincial Court

Charges: Sexual assault; Unlawful Confinement; Assault by Choking.
Issue: Given the impact of the additional evidence that Mr. Johnson provided to Crown counsel, whether there was a substantial likelihood of a conviction.
Result: Crown counsel agreed that the new evidence significantly undermined the strength of the case.  Crown counsel entered a stay of proceedings, bringing the prosecution to an end. No jail. No criminal record.

R. vs. S.D. - Vancouver Provincial Court

Charge: Assault.
Issue: Whether it was appropriate for our client to receive a suspended sentence despite having two prior assault convictions.
Result: After hearing Mr. Mines' submissions, the trial judge granted our client a suspended sentence with 12 months of " non reporting" probation.  No jail.

R. vs. T.L. - Vancouver Provincial Court

Charges: Indecent Act; Mischief (reduced to Peace Bond).
Issue: Whether the Crown could prove that our client intended to commit a criminal offence.
Result: Mr. Mines was able to persuade Crown counsel to enter a stay of proceedings on the the criminal charges upon our client entering into a Peace Bond. No criminal record.

R. vs. B.I. - Vancouver Provincial Court

Charges: Assault.
Issue: Given the Covid-19 pandemic, whether it was appropriate to refer our client into the Alternative Measures Program for this assault by spitting offence.
Result: Mr. Mines was able to provide Crown counsel with compelling information about our client which resulted in Crown allowing our client into Alternative Measures and staying the charge upon our client completing the program. No criminal record.

R. vs. T.F. - Surrey Provincial Court

Charges: Assault with a Weapon; Uttering Threats x2; Unlawful Confinement.
Issues: Whether Crown could prove that a weapon was used or that the complainant was unlawfully confined.
Result: Mr. Mines was able to persuade Crown counsel to accept pleas to the lesser charges of common assault and uttering a threat. After hearing Mr. Mines' submissions on our client's behalf, the trail judge granted our client a conditional discharge. No jail; no permanent criminal record.

R. vs. D.D. - Vancouver Provincial Court

Charge: Driving while prohibited.
Issue: Whether it was in the public interest to proceed with the prohibited driving charge.
Result: Mr. Johnson was able to persuade Crown counsel to proceed on the lesser charge of driving without possessing a valid driver's licence. Rather than the 12 month minimum mandatory driving prohibition, our client received a 4 month prohibition.

R. vs. J.L. - Surrey Provincial Court

Charge: Assault (domestic).
Issue: Given the rehabilitative steps we were able to guide our client through, whether it was in the public interest to continue with the criminal prosecution.
Result: Mr. Johnson was able to persuade Crown counsel to enter a stay of proceedings on the assault charge upon you entering into a s. 810 peace bond. No criminal record.

R. vs. R.M. - Insurance fraud investigation

Charge: Fraud Under $5000.
Issue: Whether there was a public interest in proceeding with the prosecution in this extended health insurance fraud matter.
Result: Mr. Johnson was able to negotiate a civil settlement and to persuade the investigator to not pursue a prosecution. No criminal record.

R. vs. D.P. - Vancouver provincial Court

Charge: Uttering a Threat (reduced to Peace Bond).
Issues: Whether the words uttered were clearly a threat or not.
Result: Mr. Mines was able to persuade Crown counsel that the words were vague. Crown agreed to end the criminal prosecution upon our client entering into a Peace Bond with a "no contact" condition. No criminal record.

R. vs. B.R. - Port Coquitlam Provincial Court

Charges: Mischief to Property (x2).
Issue: Whether, given our client's circumstances, it was appropriate to continue the criminal prosecution of this matter which involved damage in excess of $5000 to two vehicles.
Result: Mr. Johnson was able to persuade Crown counsel to allow our client into the Alternative Measures Program and to stay both criminal charges upon completion. No criminal record.

R. vs. V. P. - Vancouver Provincial Court

Charges: Assault, Uttering Threats.
Issue: Given the context of this threatening and assault by spitting offence, whether it was appropriate for our client to be convicted.
Result: Mr. Gauthier provided additional information to the Crown and the Court about our client and was able to persuade the judge to grant our client a conditional discharge. No criminal conviction.

R. vs. P. I. - Vancouver Provincial Court

Charges: Sexual Assault (reduced to assault).
Issue: Given our client's mental health issues, whether it was in the public interest for Crown to continue with the sex assault prosecution.
Result: Mr. Johnson was able to provide information top Crown counsel and to persuade Crown to proceed with a charge of common assault. After hearing Mr. Johnson's submissions, the court granted our client a conditional discharge. no criminal conviction. no jail, no sex offender registry.

The Defence

We are always pleased when clients contact us immediately after being investigated for employee theft. This is because we can offer these clients the very best potential outcome – the chance of no charges being approved at all. In our many years of defending employee theft charges, we have learned that many employers are more interested in recovering their losses through civil means than they are in pursuing criminal charges. In these cases, and even in cases that have already gone to police and Crown has approved charges, our goal is to obtain a civil settlement where appropriate to do so. This entails our client repaying the employer on the employer’s promise to provide a full release from further civil liability. In many cases, civil compensation is sufficient and criminal charges are not pursued. In cases that do proceed, restitution will be considered a mitigating factor on sentencing.

In cases where Crown has approved employee theft charges, we have been successful in obtaining non-custodial sentences for our clients. For theft/fraud under $5000 cases, we have obtained conditional discharges for several of our clients. Even in theft/fraud over $5000 cases, we have obtained suspended sentences (probation) and conditional sentence orders, by persuading Crown to charge the offence as a series of theft under $5000 charges rather than a single count of theft over $5000.

Of course in some cases, in the face of strong Crown evidence, we have no alternative but to go to trial to defend our client. Often, employee theft cases are complex matters with regard to the laws of evidence. We are well versed in the various technical rules of evidence as set out in the Canada Evidence Act. These rules include various provisions that the Crown must comply with when they want to introduce business records, banking records, or other documents into the trial record. Our experience allows us to develop arguments at trial which are aimed at protecting our client’s rights to have a fair trial as guaranteed by the Charter.

Start with a free consultation.

If you are being investigated by police or if you’ve been charged with a criminal or driving offence, don’t face the problem alone. Being accused of an offence is stressful. The prospects of a criminal record or jail sentence can be daunting. Even if you think there is no defence, we may be able to help. To schedule a free initial consultation with one of our Vancouver lawyers, contact us now.