To start slightly negative - Where is the "rip off" here?
If you are talking unjustified dismissal, that's one thing, but a rip-off
would be docking pay for something that's not proven.
I'd say your gut is probably right here, about a manager using suspicion as an
excuse to put pressure on a worker to get them out or whatever, but in some
ways it's just a coping measure.
I've been on the receiving end of this once or twice, but somehow couldn't
take it seriously. I was in a really unregulated environment, and it was clear
that if the guy seriously thought I'd stolen from him in fact, I just wouldn't
be allowed back the next day. No questions asked, no proof needed. Therefore a
rant accusing me about my till being 'short' - in front of the team - was just
ball-swinging to put me in my place or something.
Playing amateur psychologist, I just reckon he was building up his own
feelings and making an excuse for himself to edge me out. The situation wasn't
the best fit for either of us, so I left soon after anyway - but not as a
result of till outages. More about the team environment.
As practicalities go, I've made the point - from long before that job - that
unless I personally count on and count off any till that is given to me -
inside work time, I cannot and refuse to be held responsible for any reported
unbalance.
Full stop.
[Dan the Melon Man] Re: FIRST DAY ALONE! Overage at the end of night!!! HELP!!
I had a few other security/paranoia habits - like emptying my pockets into the
drawer by the camera at the start of shift and calling another 'tender over to
watch if I made change from the tips - all to ensure there was no question.
But to your case - if you are in a culture of suspicion, then yeah, it's
unhealthy and you should consider what it means. There are plenty of reasons
why a bar manager could and should be suspicious, but if it's overly so, then
it shows a bad environment, and often enough just engenders bitterness and
dishonesty. Enough workers can decide that if they are going to be accused
anyway, they may as well grift a little or a lot.
If it's one-off, then you should be able to follow up and ask if the
end-of-week tally balanced in the end or something. Clear the air. If the mgr
can't play that game and still holds you accountable, I'd stand up for my
integrity. Ask what are they going to do about it? Not everyone is in a
position where they think they can challenge that, but if you don't, then yes,
you will be getting taken advantage of. But I personally wouldn't let an
unfinished accusation of a crime stand.
Mistake - yes. Possible for any of us. But theft, no.
Set it to rest with an agreement that either it was a mistake (and you get a
warning) or they are seriously accusing you of theft, and you need to resolve
it.
If you let that issue remain open, then it's not like a job reference from
there will be worth anything.