In attempting to reduce employee theft, an important task of management is to express clearly to employees that theft is considered to be and will be treated as a serious problem. The major consequence of a theft policy is that it conveys to employees the organization's concern for theft. Corporate officials can demonstrate that theft of company property will invoke sanctions on the employee who steals. The U.S. Sentencing Commission Guidelines offer a blueprint for an effective and comprehensive program to prevent and detect law violations. Although the guidelines are meant for a host of Federal crimes, theft can be included in these. The preventive policy must assign responsibility for monitoring the policy to an individual at a top level in the organization. The policy must also specify organizational ethics policies and codes of conduct. This may be done by requiring participation in training programs or by disseminating publications that explain the conduct required. The policy should by made known to all employees and be accompanied by a reporting procedure and investigative responses. Sanctions for violations of the policy should also be clearly specified. In developing an anti-theft policy, the company must also be aware of workplace privacy issues. Policies must address inspections and searches of company equipment and facilities used by employees, employee surveillance, investigative interviews and reports, and disciplinary measures. Each of these areas has the potential for legal liability that could lead to charges of malicious prosecution, invasion of privacy, defamation, false imprisonment, or infliction of emotional distress.