In today’s economy, millions of employees are being laid off as companies rapidly downsize to balance labor costs with declining business. The hotel industry has been particularly hard hit as all forms of travel have either been curtailed or eliminated. The government hasn’t helped the situation by reprimanding companies for excessive travel expenditures. I’m sure all of us know at least one person who lost their job and now sits on the sidelines. It is not a fun experience—and bitterness towards the company and the economy is a natural reaction. Another natural reaction is for terminated employee to abscond with company property on the way out the door. If you’re facing a similar situation, my advice is don’t burn your bridges. The consequences far outweigh the benefits, and you’re likely to be caught. Let’s look at two examples:

The Lodging Hospitality website recently reported that Starwood Hotels sued Hilton and several of its executives, alleging corporate espionage, theft of trade secrets and unfair competition. Starwood says Hilton used W’s trade secrets to fast-track the roll-out of its Denizen luxury lifestyle brand. According to the suit two former Starwood executives who left to join Hilton, “stole massive amounts of proprietary and highly confidential Starwood information which was used to expedite Hilton’s entry into the lifestyle hotel market, reposition its luxury brands and substantially reduce its costs and risks of doing so.” The article goes on to point out that Starwood received from Hilton boxes of documents that former Starwood employees had “brought to Hilton.” No matter how this case is ultimately resolved, it’s likely that these executives’ careers will be tarnished by these allegations.

My company, HVS, recently went through a similar experience. When three of our employees abruptly resigned and announced they were joining a competitor we became suspicious that our databases, client lists and proprietary software might have been compromised. We immediately eliminated their log-on rights and went through our computer records and e-mails to identify any suspicious activity. Sure enough, we found a trail of e-mails detailing their plans to leave our company with hundreds of confidential files and software that could be used in setting up their new consulting practice.

What was particularly horrifying was the fact that the company they were leaving to join seems to be supporting their effort to “clean us out” and cause “maximum disruption.” With this theft fully documented, we went to court and immediately obtained an injunction requiring them to return everything they appropriated. While we were able to thwart their attempt before we incurred major damage, our court filings identifying the culprits and subsequent publicity has certainly reduced the ethical credibility of these three former employees along with the firm they were going to.

In today’s cyberspace age it’s incredibly easy and tempting to take some useful file or software from your employer. It’s also incredibly easy to continuously track and document all computer activity for every employee in a firm. In addition, your company e-mails are usually preserved and accessible even when deleted. Like it or not, “big brother” is looking over your shoulder while you download or print out proprietary information. You will be caught. In addition, most firms are requiring employees to sign confidentiality agreements that turn your harmless download into a felony offense.

This is no way to end your employment, no matter how poorly you were treated when your job was terminated. The hotel industry is extremely small, news travels fast and human interest stories, such as the Starwood/Hilton lawsuit described above, are great material for the press. None of us wants to be the subject of these types of stories, because whether you’re in the right or in the wrong, your reputation will always be in question. When you leave your job, take with you a letter of commendation instead of burning your bridges.

Stephen Rushmore is president and founder of HVS, a global hospitality consulting organization with offices around the world. Steve has provided consultation services for more than 12,000 hotels throughout the world during his 35-year career and specializes in complex issues involving hotel feasibility, valuations, and financing. He can be reached at srushmore@hvs.com or 516 248-8828 ext. 204.