This is a complicated issue that will require a revamping of many aspects of what the company does with respect to employee management.
Start with job descriptions, duties and, responsibilities.
Employee manual; this will give them a description of the company, it's history, mission and vision as well as operating practices. Hours of operation, equipment operation, what is provided by the company to employees, vacation days, holidays, bonus structure. Within this you need to have a section specifically addressing damage to client and company property. Acknowledge that accidents will happen, excessive damage is not be acceptable. As described above by KYlimbwalker or reporting procedure can be outlined here. They really don't want to do the paperwork so it's already a disincentive. State clearly that damage due to negligence or incompetence will be dealt with through the disciplinary process. Disciplinary procedures are to be outlined. Are you in an "at will" state or do you have a state mandated process for dismissal? This area can deal with generalities such as poor performance, subordination, excessive absenteeism, illegal substances on the job it will cover the steps leading to dismissal. In some cases, again depending on the law, you will have grounds for immediate dismissal, in other cases, such as property damage, a progressive procedure starting with verbal warning with recommended actions to remedy the situation, next a written warning with corrective action and time lines, finally a final written warning with a set deadline for correction or dismissal, lastly dismissal.
Training: Develop training for all tools and techniques used on the job. You may want to look into a rigging course for the guys. This may be cheaper than the cost of repairs. Supervisory training for your crew leader could help him to become more assertive. A regular meeting to review work performance as a team, individual ones on an as needed basis. This can cover all aspects of job performance including any damage that occurred. Acknowledge both what is working and what needs to be improved. Ideas from the crew for increasing productivity or efficiency can be discussed.
Preface this revamping with a frank discussion of the issues that are frustrating you and seek there input. What's up with them? Are there problems that they are experiencing? Address them without giving over control of the company. The owner's role is basically that of a benevolent dictator. At some point you draw the line with them.
As for a leader, you want someone who will act as if it were his/her own business where they will look at the bottomline and work to achieve the company's goals.
Good luck!
