Conducting regular inventories on your liquor bottles is one of the easiest ways to manage your costs and your inventory levels. By conducting these inventories, you will be able to react to discrepancies faster than if you do not conduct an inventory in your nightclub. During these inventories, you specific brands and kinds of liquor need to be accounted for. For example, you should not inventory 20 bottles of tequila, but rather 5 bottles of brand A, 8 bottles of brand X super premium, etc. By having the specific bottles accounted for, you can determine more quickly what needs to be reordered to maintain inventory selling levels. It also helps determine if there is a theft issue going on.
What many clubs overlook are liquor bottle overages. It might seem like a great bonus having additional bottles that what you think you have paid your suppliers for. The reality is that there is not a physical way to have an overage all on its own. Bottles do not grow themselves back in a stock room. The only way for an overage to occur is through some kind of error.
It is possible that when a supplier brought you a shipment that they miscounted the bottles to be delivered and you were in fact given an extra bottle. The likelihood of that happening, is actually very slim. Most suppliers do a specific item count, as well as a total piece count on their shipments. If one number was off, the vendor probably would have caught the mistake in their piece count and you were probably shorted another bottle of product.
This can happen as an honest error, or it can happen through a form of vendor fraud. By giving you more bottles of a lower priced item, they still charge you for more expensive bottles driving up your liquor costs and decreasing your actual sales margins. If it isn’t the vendor creating inventory issues, you should probably look at your employees as the root cause of your inventory overages.
There is a surprising amount of theft that actually creates an overage- instead of a shortage. We see it is cash theft where an employee is creating fraudulent returns. There is usually an overage of cash, and a seemingly unrelated shortage in inventory.
For bartenders and bottle service waitresses, an inventory overage could be a result of miss charging customers, for their own gain. A bartender can short their pours and still charge customers the same price. Then they have additional product left in a bottle. They can then either take the additional shot for themselves, their friends, or they can sell it and pocket the cash. If they are not able to use the shot before the end of their shift, it will cause an overage in your inventory.
A waitress can do a similar scheme. By selling (ringing in your pos) a higher priced bottle, but giving the client a lower priced bottle for their table, they have created an overage. This allows them to go back and give a higher priced bottle to someone (or themselves) later on. If their shift ends and they have not switched out the second bottle, you are left with an overage in your inventory.
For more information on Bottle Caps, Bottle Lock, Bottle Locks, EASy Bottle or Bottle Services in your Nightclub please contact us at Bottle Service or call 1.770.426.0547
All of the most prominent nightclubs, bars and venues in New York, Chicago, Miami, Atlanta, New Orleans, Dallas, Denver, Phoenix, Albuquerque, Los Angeles, San Francisco, San Diego, Virginia Beach, Washington D.C., and Las Vegas use Bottle Services for their best clientele. Don’t let your nightclub miss out on this VIP experience.
Conducting regular inventories on your liquor bottles is one of the easiest ways to manage your costs and your inventory levels. By conducting these inventories, you will be able to react to discrepancies faster than if you do not conduct an inventory in your nightclub. During these inventories, your specific brands and kinds of liquor need to be accounted for. For example, you should not inventory 20 bottles of tequila, but rather 5 bottles of brand A, 8 bottles of brand X super premium, etc. By having the specific bottles accounted for, you can determine more quickly what needs to be reordered to maintain inventory selling levels. It also helps determine if there is a theft issue going on.
What many clubs overlook are liquor bottle overages. It might seem like a great bonus having additional bottles that what you think you haven’t paid your suppliers for. The reality is that there is not a physical way to have an overage all on its own. Bottles do not grow themselves back in a stock room. The only way for an overage to occur is through some kind of error.
It is possible that when a supplier brought you a shipment that they miscounted the bottles to be delivered and you were in fact given an extra bottle. The likelihood of that happening, is actually very slim. Most suppliers do a specific item count, as well as a total piece count on their shipments. If one number was off, the vendor probably would have caught the mistake in their piece count and you were probably shorted another bottle of product.
This can happen as an honest error, or it can happen through a form of vendor fraud. By giving you more bottles of a lower priced item, they still charge you for more expensive bottles driving up your liquor costs and decreasing your actual sales margins. If it isn’t the vendor creating inventory issues, you should probably look at your employees as the root cause of your inventory overages.
There is a surprising amount of theft that actually creates an overage- instead of a shortage. We see it is cash theft where an employee is creating fraudulent returns. There is usually an overage of cash, and a seemingly unrelated shortage in inventory.
For bartenders and bottle service waitresses, an inventory overage could be a result of miss charging customers, for their own gain. A bartender can short their pours and still charge customers the same price. Then they have additional product left in a bottle. They can then either take the additional shot for themselves, their friends, or they can sell it and pocket the cash. If they are not able to use the shot before the end of their shift, it will cause an overage in your inventory.
A waitress can do a similar scheme. By selling (ringing in your pos) a higher priced bottle, but giving the client a lower priced bottle for their table, they have created an overage. This allows them to go back and give a higher priced bottle to someone (or themselves) later on. If their shift ends and they have not switched out the second bottle, you are left with an overage in your inventory.
For more information on Bottle Caps, Bottle Lock, Bottle Locks, EASy Bottle or Bottle Services in your Nightclub please contact us at Bottle Service or call 1.770.426.0547
All of the most prominent nightclubs, bars and venues in New York, Chicago, Miami, Atlanta, New Orleans, Dallas, Denver, Phoenix, Albuquerque, Los Angeles, San Francisco, San Diego, Virginia Beach, Washington D.C., and Las Vegas use Bottle Services for their best clientele. Don’t let your nightclub miss out on this VIP experience.
After having investigated and validated an employee theft situation in your store, you will interview the employee to determine the rest of the facts, in addition to getting an admission of guilt straight from your employee. This admission is the final step in completing your employee theft investigation, it is also a very critical point in how you have handled the investigation and treated your employee thus far.
Regardless of the evidence you have found substantiating an employee’s role in theft and losses, having an admission of guilt directly from the employee plays a very important role in the after effects of the investigation. An employee who understands that there is concrete evidence as well as a signed admission of guilt will be less likely to pose a wrongful termination suit against their employer. The one who do decide to pursue litigation will have a much harder time proving their case when faced with the overwhelming amount of concrete evidence against them.
This, of course, means that when you have the employee write their admission- the statement- that they need to do so willingly and without coercion or promise. You may not promise to forgo criminal prosecution, or allude to their retaining their employment in exchange for writing an admission. They cannot under any circumstances be forced, threatened, or eluded to possible consequences if they do not write out an admission of guilt. Statements gained in these fashions will be contested and ultimately thrown out of a court proceeding. If you have criminal charges brought against this employee, and it is determined that the admission was coerced, the integrity of the rest of your evidence can be called into question, and you may potentially lose your case against them.
Now, when you present the employee with the need to write out an admission of guilt, you do not have to call it an admission statement. What many professional investigators are calling these statements is a letter of explanation. By rewording what this document is called, the employee is more at ease, as they will feel like it is a less formal document. This makes the employee more willing to be helpful and write their deeds down on paper.
To start the process, have the employee go back over the notes that you have taken during the interview. Let them know that this is their opportunity to make sure their side of the story is heard and that you want these points to be accurate. Go through line by line with their thefts and have the employee initial and date beside each one. If they backtrack and start to tell you that the points are not accurate, give them the opportunity to make corrections. If they are sliding back on their guilt, you need to go back into interviewing the employee to determine their guilt. Hold off on their statement writing until you have reestablished their guilt in the thefts.
Now that you are back to the statement, let them start to write the date, and their name. This gets them into a writing mode. From there have them put down specific dates, incidents, methods of their theft, and what items they took. Have them be as detailed as possible with SKU, color, size, cash amounts, etc. They should also provide explanations of what they did with the cash or merchandise and why they did what they did. The more information they volunteer, the more irrefutable the admission will be later. Conclude the statement with the employee writing how they were treated during the process (fairly, respectfully, etc) and that they were not promised or threatened in any way. The last this is to have the employee sign and date each page. If any corrections were made, have them sign and date those items as well.
For more information on employee theft, employee theft investigation or internal theft contact us or call 1.770.426.0547 – Atlanta Georgia
Visit the Loss Prevention Store to purchase CCTV Systems that can help you stop Employee Theft and Internal Theft problems and help with your Employee Theft Investigation.
After having investigated and validated an employee theft situation in your store, you will interview the employee to determine the rest of the facts, in addition to getting an admission of guilt straight from your employee. This admission is the final step in completing your employee theft investigation, it is also a very critical point in how you have handled the investigation and treated your employee thus far.
Regardless of the evidence you have found substantiating an employee’s role in theft and losses, having an admission of guilt directly from the employee plays a very important role in the after effects of the investigation. An employee who understands that there is concrete evidence as well as a signed admission of guilt will be less likely to pose a wrongful termination suit against their employer. The ones who do decide to pursue litigation will have a much harder time proving their case when faced with the overwhelming amount of concrete evidence against them.
This, of course, means that when you have the employee write their admission- the statement- that they need to do so willingly and without coercion or promise. You may not promise to forgo criminal prosecution, or allude to their retaining their employment in exchange for writing an admission. They cannot under any circumstances be forced, threatened, or eluded to possible consequences if they do not write out an admission of guilt. Statements gained in these fashions will be contested and ultimately thrown out of a court proceeding. If you have criminal charges brought against this employee, and it is determined that the admission was coerced, the integrity of the rest of your evidence can be called into question, and you may potentially lose your case against them.
Now, when you present the employee with the need to write out an admission of guilt, you do not have to call it an admission statement. What many professional investigators are calling these statements is a letter of explanation. By rewording what this document is called, the employee is more at ease, as they will feel like it is a less formal document. This makes the employee more willing to be helpful and write their deeds down on paper.
To start the process, have the employee go back over the notes that you have taken during the interview. Let them know that this is their opportunity to make sure their side of the story is heard and that you want these points to be accurate. Go through line by line with their thefts and have the employee initial and date beside each one. If they backtrack and start to tell you that the points are not accurate, give them the opportunity to make corrections. If they are sliding back on their guilt, you need to go back into interviewing the employee to determine their guilt. Hold off on their statement writing until you have reestablished their guilt in the thefts.
Now that you are back to the statement, let them start to write the date, and their name. This gets them into a writing mode. From there have them put down specific dates, incidents, methods of their theft, and what items they took. Have them be as detailed as possible with SKU, color, size, cash amounts, etc. They should also provide explanations of what they did with the cash or merchandise and why they did what they did. The more information they volunteer, the more irrefutable the admission will be later. Conclude the statement with the employee writing how they were treated during the process (fairly, respectfully, etc) and that they were not promised or threatened in any way. The last this is to have the employee sign and date each page. If any corrections were made, have them sign and date those items as well.
For more information on employee theft, employee theft investigation or internal theft contact us or call 1.770.426.0547 – Atlanta Georgia
Visit the Loss Prevention Store to purchase CCTV Systems that can help you stop Employee Theft and Internal Theft problems and help with your Employee Theft Investigation.
When you are working in public relations, one of the best sales you can make is about yourself. If you can effectively brand yourself, and make you more marketable, you are then a walking testimony as to your skills with public relations. In one of the more recent news scandals, a public relations executive for an extremely successful and well-known retailer was caught lying about his qualifications on his resume.
This particular executive had been with the company for many years, so it was quite the shock to find out that this particular employee had been through several pre employment screenings, employee background checks, and interviews and the discrepancy had not been caught.
The particular exaggeration the executive created was about his educational history. He had never actually completed his college degree. While there are admittedly worse oversights a resume can have, lying about the completion of a degree has two very distinct negative affects on the prospective employee.
The first is, of course, honesty and integrity. If someone is lying to you to get a job, they will continue to lie throughout their career. For someone reaching as high as a company executive level, a lack of honesty and integrity can seriously mar a company’s reputation.
Additionally, what skills are this employee claiming to have, but doesn’t? What information did they miss out on by not completing their degree? Another candidate who did in fact complete the required course load may have a different competitive edge when placed in a position that a less educated candidate may not be able to provide.
Company funds may be squandered through unplanned training if the candidate needs longer than expected to get up to speed, or requires more supervision and training to get work related tasks accomplished, if they are not familiar with jobs that may have been explained during the unfinished portion of their schooling.
Most companies provide a pay range for each specific job position. Those ranges are often determined by establishing a base line for experience and education needed for those jobs. A candidate that is higher or lower in their experience or education would end up at a different end of the pay spectrum accordingly. When a candidate misrepresents their year’s worth of experience or their education, they are asking for more payment and compensation than they are actually deserving of, based upon those company evaluated pay scales. This is another cost to the company that should have been avoided though honest employee credentials.
The executive in this news report was able to secure his position for as long as he did because he had a natural talent for public relations. He was able to put a spin on himself to hide the fact that he did not complete his college degree, like he claimed to. The company has a black mark on their name as many, on the inside and the outside, are left questioning how did this egregious of an oversight happen? Many former colleagues are also questioning their involvement with this executive, and their dealings with this company.
To see a major player in the retail market be caught unawares only reiterates how easy, and how prevalent it is for potential employees to exaggerate or blatantly lie on their resume.
To purchase Pre-Employment Screening Services or for more information on background check experts, background checks, criminal background checks, employee background checks or pre employment screening contact us at the background check company or call 1.770.426.0547
When you are working in public relations, one of the best sales you can make is about yourself. If you can effectively brand yourself, and make you more marketable, you are then a walking testimony as to your skills with public relations. In one of the more recent news scandals, a public relations executive for an extremely successful and well-known retailer was caught lying about his qualifications on his resume.
This particular executive had been with the company for many years, so it was quite the shock to find out that this particular employee had been through several pre employment screenings, employee background checks, and interviews and the discrepancy had not been caught.
The particular exaggeration the executive created was about his educational history. He had never actually completed his college degree. While there are admittedly worse oversights a resume can have, lying about the completion of a degree has two very distinct negative affects on the prospective employee.
The first is, of course, honesty and integrity. If someone is lying to you to get a job, they will continue to lie throughout their career. For someone reaching as high as a company executive level, a lack of honesty and integrity can seriously mar a company’s reputation.
Additionally, what skills are this employee claiming to have, but doesn’t? What information did they miss out on by not completing their degree? Another candidate who did in fact complete the required course load may have a different competitive edge when placed in a position that a less educated candidate may not be able to provide.
Company funds may be squandered through unplanned training if the candidate needs longer than expected to get up to speed, or requires more supervision and training to get work related tasks accomplished, if they are not familiar with jobs that may have been explained during the unfinished portion of their schooling.
Most companies provide a pay range for each specific job position. Those ranges are often determined by establishing a base line for experience and education needed for those jobs. A candidate that is higher or lower in their experience or education would end up at a different end of the pay spectrum accordingly. When a candidate misrepresents their year’s worth of experience or their education, they are asking for more payment and compensation than they are actually deserving of, based upon those company evaluated pay scales. This is another cost to the company that should have been avoided through honest employee credentials.
The executive in this news report was able to secure his position for as long as he did because he had a natural talent for public relations. He was able to put a spin on himself to hide the fact that he did not complete his college degree, like he claimed to. The company has a black mark on their name as many, on the inside and the outside, are left questioning how did this egregious of an oversight happen? Many former colleagues are also questioning their involvement with this executive, and their dealings with this company.
To see a major player in the retail market be caught unawares only reiterates how easy, and how prevalent it is for potential employees to exaggerate or blatantly lie on their resume.
To purchase Pre-Employment Screening Services or for more information on background check experts, background checks, criminal background checks, employee background checks or pre employment screening contact us at the background check company or call 1.770.426.0547
Having worked in several high theft/ high inventory shrink stores I have seen a direct correlation between these heavy loss stores and extremely low employee morale. The two go hand in hand for a number of reasons. While it may be difficult to determine if the store suffers high shrink because of the low employee morale, or if the employee morale has suffered due to the high shrink, the end result is that by finding ways to increase morale, the shrink losses start to reduce themselves.
Building up employee relations starts with bridging the gap between management and with the non-management employees. This doesn’t mean that managers need to become pushovers. This means that management needs to begin to communicate with the store employees more. By sharing daily events like sales goals and results, when and how inventory losses are occurring, and merchandising strategies, employees start to feel like they are a part of a larger team. They also start to exhibit a deeper sense of ownership in their store, as they are no longer left out of the information sharing process.
Another vital role in bridging the gap is to increase the loss prevention training available to your employees. Shrink losses are not only caused by shoplifting, damages and store use also play a role. Make sure your employees are well aware of the line between which merchandise can be used within the store (cleaning products?) and when using merchandise in a store constituents employee theft (beverages and snacks at a cash wrap?).
In house training and computer based learning programs are effective to a certain extent. The provide basic training information and can be done quickly, or in a segmented fashion due to time constraints. Another option, however, is to sign up the entire store for loss prevention seminars. This will serve two distinct purposes.
The first is to get better information, as in information from an actual loss prevention expert. Seminars like these are conducted by people who have been in their field for years, have seen a multitude of situations, and have made a career specifically in the loss prevention field.
Secondly, having an opportunity for your store employees to see each other in a different setting, a new atmosphere can help breathe life into the dwindling employee morale. Using this training session helps your employees work together is a different setting while learning vital information. Employees have a chance to ask their own questions to an outside moderator without the same fear of judgment from a store manager.
After the seminar, employees have a better chance of using their newly discovered skills and information to make a positive change in their store. They should be able to see how, as a store team, everyone can play a vital role. As time goes on, employee morale will increase as they start to see the wins – a reduction in shoplifters and inventory losses. Or perhaps it will be a reduction in shrink losses because of the employee’s lift in morale from their team-building day at the loss prevention seminars.
For more information on Loss Prevention Seminars, Loss Prevention Training, or Loss Prevention Workshop contact us or call 1.770.426.0547 – Atlanta Georgia
Visit the Loss Prevention Systems website for more information on Retail Employee Theft and Retail Shoplifting problems and view the Retail Loss Prevention Seminars, Retail Loss Prevention Training and Retail Loss Prevention Workshop we offer to help with your Employee Theft and Shoplifting problems.
Having worked in several high theft/ high inventory shrink stores I have seen a direct correlation between these heavy loss stores and extremely low employee morale. The two go hand in hand for a number of reasons. While it may be difficult to determine if the store suffers high shrink because of the low employee morale, or if the employee morale has suffered due to the high shrink, the end result is that by finding ways to increase morale, the shrink losses start to reduce themselves.
Building up employee relations starts with bridging the gap between management and with the non-management employees. This doesn’t mean that managers need to become pushovers. This means that management needs to begin to communicate with the store employees more. By sharing daily events like sales goals and results, when and how inventory losses are occurring, and merchandising strategies, employees start to feel like they are a part of a larger team. They also start to exhibit a deeper sense of ownership in their store, as they are no longer left out of the information sharing process.
Another vital role in bridging the gap is to increase the loss prevention training available to your employees. Shrink losses are not only caused by shoplifting, damages and store use also play a role. Make sure your employees are well aware of the line between which merchandise can be used within the store (cleaning products?) and when using merchandise in a store constituents employee theft (beverages and snacks at a cash wrap?).
In house training and computer based learning programs are effective to a certain extent. They provide basic training information and can be done quickly, or in a segmented fashion due to time constraints. Another option, however, is to sign up the entire store for loss prevention seminars. This will serve two distinct purposes.
The first is to get better information, as in information from an actual loss prevention expert. Seminars like these are conducted by people who have been in their field for years, have seen a multitude of situations, and have made a career specifically in the loss prevention field.
Secondly, having an opportunity for your store employees to see each other in a different setting, a new atmosphere can help breathe life into the dwindling employee morale. Using this training session helps your employees work together is a different setting while learning vital information. Employees have a chance to ask their own questions to an outside moderator without the same fear of judgment from a store manager.
After the seminar, employees have a better chance of using their newly discovered skills and information to make a positive change in their store. They should be able to see how, as a store team, everyone can play a vital role. As time goes on, employee morale will increase as they start to see the wins – a reduction in shoplifters and inventory losses. Or perhaps it will be a reduction in shrink losses because of the employee’s lift in morale from their team-building day at the loss prevention seminars.
For more information on Loss Prevention Seminars, Loss Prevention Training, or Loss Prevention Workshop contact us or call 1.770.426.0547 – Atlanta Georgia
Visit the Loss Prevention Systems website for more information on Retail Employee Theft and Retail Shoplifting problems and view the Retail Loss Prevention Seminars, Retail Loss Prevention Training and Retail Loss Prevention Workshop we offer to help with your Employee Theft and Shoplifting problems.
Time and time again we find ways to bridge the gap between loss prevention and customer service. When both are executed correctly, the two sides of store operations should flow together seamlessly. Loss prevention should never interfere with sales, or with customer service. Conversely, customer service should never have a reason to inhibit loss prevention. There is always a solution to keep both sides happy.
Since a major player in most retailer’s clothing security is Checkpoint tags or other clothing security tags, understanding the balance between their use and good customer service is essential to carry out the process quickly and efficiently.
The first step is to have the correct placement of security tags on clothes. The tags should not be somewhere that prohibits a customer from comfortably trying on an item for size and fit. Most EAS manufacturers understand the need for variances in size and style when it comes to these security tags. There is no longer a need to try and use a one-size fit all mentality when it comes to EAS tags.
There is no need to use a UFO style tag, like one would use for a winter coat, on the chain of a necklace. It is bulky and an eyesore for a customer wanting to make an accessory purchase. It is better to use smaller, less obvious tags designed for jewelry and accessories. The accessory tag would also not be effective as a deterrent on a winter coat. Due to the size and bulk of the outerwear, the larger tag will fit better, clasp together better, and be more obvious that the product is being protected.
Along the same lines, there is a right and wrong application of EAS tags- even on large and bulky items. Yes you want to use a larger tag, but the larger disk component needs to be on the outside of the garment. The smaller, flat and smooth pin side needs to go on the inside of the coat. This way when a customer puts it on, they can slide their arm through the sleeve without getting it caught up on the tag. The same concept applies also for shoes with tags pinned though and eye for the shoelaces.
Another aspect to consider is where n the merchandise the tags should go. If a tag is placed in a seam of a shirt close to the hem, a shoplifter might try to cut or tear the tag out- understanding that repairing a small rip in the seam is easily fixed. Positioning the tag up several inches in this same seam, does not pose the same problem. Too high up, however can be uncomfortable for a customer trying the shirt on.
The last part is to be consistent with where the clothing security tags are place on your merchandise (tags on the bottom left pant leg, right coat sleeve, etc). This way your cashiers will be more accurate in removing them at the point of sale. If a cashier has to search all over a garment to find a tag, they are more likely to miss the tag and cause a great inconvenience to the customer.
Visit the Loss Prevention Store to purchase Checkpoint Tags, a Clothing Alarm, Clothing Security or Clothing Security Tags to put Security Tags on Clothes and an Electronic Article Surveillance or EAS system.
For more information on Checkpoint tags, clothing security, clothing alarm, or clothing security tags how they can work with your Electronic Article Surveillance or EAS system contact us at security tags on clothes or call 1.770.426.0547
Time and time again we find ways to bridge the gap between loss prevention and customer service. When both are executed correctly, the two sides of store operations should flow together seamlessly. Loss prevention should never interfere with sales, or with customer service. Conversely, customer service should never have a reason to inhibit loss prevention. There is always a solution to keep both sides happy.
Since a major player in most retailer’s clothing security is Checkpoint tags or other clothing security tags, understanding the balance between their use and good customer service is essential to carry out the process quickly and efficiently.
The first step is to have the correct placement of security tags on clothes. The tags should not be somewhere that prohibits a customer from comfortably trying on an item for size and fit. Most EAS manufacturers understand the need for variances in size and style when it comes to these security tags. There is no longer a need to try and use a one-size fit all mentality when it comes to EAS tags.
There is no need to use a UFO style tag, like one would use for a winter coat, on the chain of a necklace. It is bulky and an eyesore for a customer wanting to make an accessory purchase. It is better to use smaller, less obvious tags designed for jewelry and accessories. The accessory tag would also not be effective as a deterrent on a winter coat. Due to the size and bulk of the outerwear, the larger tag will fit better, clasp together better, and be more obvious that the product is being protected.
Along the same lines, there is a right and wrong application of EAS tags– even on large and bulky items. Yes you want to use a larger tag, but the larger disk component needs to be on the outside of the garment. The smaller, flat and smooth pin side needs to go on the inside of the coat. This way when a customer puts it on, they can slide their arm through the sleeve without getting it caught up on the tag. The same concept applies also for shoes with tags pinned though and eye for the shoelaces.
Another aspect to consider is where in the merchandise the tags should go. If a tag is placed in a seam of a shirt close to the hem, a shoplifter might try to cut or tear the tag out- understanding that repairing a small rip in the seam is easily fixed. Positioning the tag up several inches in this same seam, does not pose the same problem. Too high up, however can be uncomfortable for a customer trying the shirt on.
The last part is to be consistent with where the clothing security tags are placed on your merchandise (tags on the bottom left pant leg, right coat sleeve, etc). This way your cashiers will be more accurate in removing them at the point of sale. If a cashier has to search all over a garment to find a tag, they are more likely to miss the tag and cause a great inconvenience to the customer.
Visit the Loss Prevention Store to purchase Checkpoint Tags, a Clothing Alarm, Clothing Security or Clothing Security Tags to put Security Tags on Clothes and an Electronic Article Surveillance or EAS system.
For more information on Checkpoint tags, clothing security, clothing alarm, or clothing security tags how they can work with your Electronic Article Surveillance or EAS system contact us at security tags on clothes or call 1.770.426.0547
Time and time again we find ways to bridge the gap between loss prevention and customer service. When both are executed correctly, the two sides of store operations should flow together seamlessly. Loss prevention should never interfere with sales, or with customer service. Conversely, customer service should never have a reason to inhibit loss prevention. There is always a solution to keep both sides happy.
Since a major player in most retailer’s clothing security is Checkpoint tags or other clothing security tags, understanding the balance between their use and good customer service is essential to carry out the process quickly and efficiently.
The first step is to have the correct placement of security tags on clothes. The tags should not be somewhere that prohibits a customer from comfortably trying on an item for size and fit. Most EAS manufacturers understand the need for variances in size and style when it comes to these security tags. There is no longer a need to try and use a one-size fit all mentality when it comes to EAS tags.
There is no need to use a UFO style tag, like one would use for a winter coat, on the chain of a necklace. It is bulky and an eyesore for a customer wanting to make an accessory purchase. It is better to use smaller, less obvious tags designed for jewelry and accessories. The accessory tag would also not be effective as a deterrent on a winter coat. Due to the size and bulk of the outerwear, the larger tag will fit better, clasp together better, and be more obvious that the product is being protected.
Along the same lines, there is a right and wrong application of EAS tags- even on large and bulky items. Yes you want to use a larger tag, but the larger disk component needs to be on the outside of the garment. The smaller, flat and smooth pin side needs to go on the inside of the coat. This way when a customer puts it on, they can slide their arm through the sleeve without getting it caught up on the tag. The same concept applies also for shoes with tags pinned though and eye for the shoelaces.
Another aspect to consider is where n the merchandise the tags should go. If a tag is placed in a seam of a shirt close to the hem, a shoplifter might try to cut or tear the tag out- understanding that repairing a small rip in the seam is easily fixed. Positioning the tag up several inches in this same seam, does not pose the same problem. Too high up, however can be uncomfortable for a customer trying the shirt on.
The last part is to be consistent with where the clothing security tags are place on your merchandise (tags on the bottom left pant leg, right coat sleeve, etc). This way your cashiers will be more accurate in removing them at the point of sale. If a cashier has to search all over a garment to find a tag, they are more likely to miss the tag and cause a great inconvenience to the customer.
Visit the Loss Prevention Store to purchase Checkpoint Tags, a Clothing Alarm, Clothing Security or Clothing Security Tags to put Security Tags on Clothes and an Electronic Article Surveillance or EAS system.
For more information on Checkpoint tags, clothing security, clothing alarm, or clothing security tags how they can work with your Electronic Article Surveillance or EAS system contact us at security tags on clothes or call 1.770.426.0547
Time and time again we find ways to bridge the gap between loss prevention and customer service. When both are executed correctly, the two sides of store operations should flow together seamlessly. Loss prevention should never interfere with sales, or with customer service. Conversely, customer service should never have a reason to inhibit loss prevention. There is always a solution to keep both sides happy.
Since a major player in most retailer’s clothing security is Checkpoint tags or other clothing security tags, understanding the balance between their use and good customer service is essential to carry out the process quickly and efficiently.
The first step is to have the correct placement of security tags on clothes. The tags should not be somewhere that prohibits a customer from comfortably trying on an item for size and fit. Most EAS manufacturers understand the need for variances in size and style when it comes to these security tags. There is no longer a need to try and use a one-size fit all mentality when it comes to EAS tags.
There is no need to use a UFO style tag, like one would use for a winter coat, on the chain of a necklace. It is bulky and an eyesore for a customer wanting to make an accessory purchase. It is better to use smaller, less obvious tags designed for jewelry and accessories. The accessory tag would also not be effective as a deterrent on a winter coat. Due to the size and bulk of the outerwear, the larger tag will fit better, clasp together better, and be more obvious that the product is being protected.
Along the same lines, there is a right and wrong application of EAS tags– even on large and bulky items. Yes you want to use a larger tag, but the larger disk component needs to be on the outside of the garment. The smaller, flat and smooth pin side needs to go on the inside of the coat. This way when a customer puts it on, they can slide their arm through the sleeve without getting it caught up on the tag. The same concept applies also for shoes with tags pinned though and eye for the shoelaces.
Another aspect to consider is where in the merchandise the tags should go. If a tag is placed in a seam of a shirt close to the hem, a shoplifter might try to cut or tear the tag out- understanding that repairing a small rip in the seam is easily fixed. Positioning the tag up several inches in this same seam, does not pose the same problem. Too high up, however can be uncomfortable for a customer trying the shirt on.
The last part is to be consistent with where the clothing security tags are placed on your merchandise (tags on the bottom left pant leg, right coat sleeve, etc). This way your cashiers will be more accurate in removing them at the point of sale. If a cashier has to search all over a garment to find a tag, they are more likely to miss the tag and cause a great inconvenience to the customer.
Visit the Loss Prevention Store to purchase Checkpoint Tags, a Clothing Alarm, Clothing Security or Clothing Security Tags to put Security Tags on Clothes and an Electronic Article Surveillance or EAS system.
For more information on Checkpoint tags, clothing security, clothing alarm, or clothing security tags how they can work with your Electronic Article Surveillance or EAS system contact us at security tags on clothes or call 1.770.426.0547
