A former employee, Orlando Chappell, of the East Cleveland Municipal Court, in Ohio, was charged in federal court with embezzling approximately $37,000 in court funds for more than a decade.
Chappell, who worked as a deputy clerk managing landlord eviction filings and other court-related payments, admitted that he routinely took cash fees from landlords and failed to enter those payments into the court's financial system. Instead, it was alleged, that he kept the money for himself.
According to statements from his attorney at the time of the charges, Chappell claimed he began stealing after he did not receive a raise and continued the scheme for years.
Because East Cleveland received federal funds during the period of the thefts, the conduct was prosecuted as federal program theft. Chappell pled guilty in August 2025 and was later sentenced to five years of probation and ordered to pay $37,931 dollars in restitution.
Source: https://www.cleveland.com/metro/2025/11/ex-east-cleveland-municipal-court-employee-embezzled-37k-because-he-didnt-get-a-raise-attorney-says.html?outputType=amp
Commentary
In the above matter, the perpetrator claimed he stole because he did not receive a raise. Research on occupational fraud shows that motivation, opportunity, and rationalization form the conditions that allow insiders to steal, and feelings of unfair treatment or inadequate pay often fuel the rationalization component.
Other work suggests that paying wages above market can reduce employee theft, in part because higher pay signals respect and makes it harder for employees to justify stealing from the organization. Employers should not assume, however, that every disappointed or underpaid worker will steal; most do not.
Effective loss prevention focuses on removing opportunities for theft through strong internal controls, regular reviews, segregation of duties, and independent oversight. Be sure to address the psychological drivers by communicating transparently about pay, recognition, and promotion decisions.
Managers should be trained to watch for behavioral red flags linked to fraud, such as expressions of resentment about pay, a sense of entitlement, or statements that the organization "owes" them. When these concerns are noticed, managers should report them immediately.
When employers utilize effective controls with fair, well-explained compensation practices and credible reporting channels, they can help reduce the opportunities for theft and weaken the perception that a lack of a raise or appreciation justifies stealing.
Additional Sources: https://www.library.hbs.edu/working-knowledge/pay-workers-more-so-they-steal-less
