So far this year, there have been 297 mass shootings in the United States. Seeing as how November 1st is the 305th day in the calendar year, it would appear that the spike in active shooter events in recent years will not slow down any time soon. While schools redefine their safety protocols and implement programs that prepare students for these events, employers throughout the United States are also beginning to understand the importance of preparing their workforce for an active shooter event.
The year of 2017 broke the record for the most mass-shooting deaths every recorded—112 deaths, well exceeding the amount in any other year in recorded history. In 2018, the Bureau of Labor Statistics published a report that showed another spike in workplace homicides. According to them, there were 83 workplace homicides in 2015, a number that skyrocketed to 500 for the year of 2018 alone. A terrifying 79% of those cases were the result of an active shooter. As a result, the desire for employee active shooter training has never been higher, with NPR reporting that as of 2016, 75-80% of employers are seeking qualified active shooter training to protect their workforce.
The Department of Homeland Security has a myriad of resources on their website for dealing with active shooters. One of them is a pocket-card that outlines the characteristics of an active shooter event, “Victims are selected at random. The event is unpredictable and evolves quickly. Law enforcement is usually required to end an active shooter situation.” Active shooters may fire at random, using no discernible criteria for their victims, but that arbitration should not be misunderstood. Perpetrators are deliberate, focused, and simultaneously detached from their task, creating a fatal perfect storm.
The Department of Homeland Security also have their own guidelines to how private citizens should react during an active shooter event: Run—hide—fight.
Run
At the onset of an active shooter event, individuals should immediately identify an escape route, most likely a fire exit. While keeping their hands visible, they should leave their belongings behind and run to safety as quick as possible, assisting others if needed.
Hide
Once they’ve reached safety (or if escape is impossible) the Department of Homeland Security recommends hiding immediately in a location out of the shooter’s line of sight. Individuals should block the door or manner of entry into their hiding spot and silence their cell phones and pagers. Sit very quietly and wait for first-responders to find you.
Fight
The Department of Homeland Security lists this option as an absolute last resort in the event of an active shooter in the workplace. Your life should be in immediate danger, and you should be well-positioned to act with physical aggression and incapacitate the shooter.
Many third-party security companies also endorse the methods of Homeland Security, but there are others that take a different approach. Laurence Barton, a workplace violence expert, recommends employers seek training programs that promote a culture of safety and preparedness—not fear. In lieu of careful research regarding active shooter training, many employers opt for the simple, cost-effective route by showing employees the prolific training video produced by the city of Houston, which features graphic depictions of employees being shot. “When some companies have created these videos that show blood and guts—that’s not in any way the kind of learning that stays with people. In fact, it repulses them…employees get scared,” Barton says, “I just don’t believe scaring people is the way to teach them. It just promotes anxiety.” Aric Mutchnick, the president of a risk management firm called the Experior Group, agrees with Barton, “Cops or military guys like to have it very realistic because they think the more real it is, the more they can find out. That is true if you’re a tactical team, but you can’t apply tactical training to a civilian population.” Mutchnick points out that the equal distribution of choice laid down by the Department of Homeland Security—run, hide, or fight—is not only dangerous, but unrealistic, “It should be 90 percent run, 8 percent hide until you can run, and then as for fight, really? Are you kidding? I don’t know how you would even train on that.” Companies like Experior Group also recommend that a base knowledge of firearms should also be part of the training, not so employees can operate firearms, but so their knowledge can inform their escape. Civilians who are ignorant of basic firearm operations can easily be paralyzed by fear because they are uncertain of a weapons range or magazine size. This gives an active shooter ample opportunity to change their position and reload without fear of retaliation.
Frozen with fear—it’s something we can all relate to. After all, many working people today are not acclimated to the viable, potential threat of an active shooter in the workplace. Aggressive, hyper-realistic training can compound the anxiety triggered by the increased probability of being involved in an active shooter event. That’s why Barton and other like-minded professionals epitomize on a feeling of safety, with straightforward and honest training that will leave any employee feeling prepared. “The chief learning officer has a huge opportunity to lead a discussion about workplace safety. [Employees] are yearning to be informed about how the world is changing and how threats get processed at work…You want to have a subject matter expert who works with law enforcement and can speak the language of all employees.”
One thing that employers often overlook when considering active shooter training programs is a company that curtails the training to their individual brick and mortar location. As part of what they call “red ball drills,” Experior Group will evaluate the property to identify the specific issues that might present during an active shooter event. “The problems of a commercial building are not the problems of a hospital or a school,” Mutchnick says. “Run, hide, fight is s giant blanket they throw over the problem as a response, but it doesn’t deal with any site-specific issues.” All training dispensed by Experior Group is tailor-made for the culture and physical context of any business. When these issues have been identified, the instructor can direct employees the best manner of exit, should they have that option.
The last thing to consider when choosing an active shooter training program is the credibility behind the operations. Some of the most prolific risk management and security companies are headed by former members of law enforcement or the military. This experience with weapons and chaos not only validates the content for many employers, but also leaves employees empowered with credible knowledge. However, former navy seals and swat team leaders are not the only option when it comes to the instructor. Lauren Perry, the vice president of operations for Trident Shield, often addresses training groups. Her specific style and feminine touch opens the dialogue in any room, allowing individuals who might not respond to an aggressive, alpha males to remain engaged in the training, retaining the information that might one day save their lives.
Many employers often grapple with the cost of active shooter training for their employees. With many training programs averaging in the realm of thousands of dollars, employers often question whether or not active shooter training is even necessary. The Occupational Safety and Health Act of 1970 says, “Employers have the responsibility to provide a safe and healthful workplace that is free from serious recognized hazards.” The rise of active shooter events in the United States is most certainly recognized, with every event further inflaming the political world and conversations surrounding gun control. Given the statistics we’ve seen here, it appears as though it’s not a matter of if an active shooter even will occur, but when.
Carie McMichael is the Communication and Media Specialist for Lauth Investigations International. She regularly writes on private investigation and missing persons topics. For more information, please visit our website.
Employee misconduct in the workplace can have a toxic effect on morale and productivity, which often incentivizes employers to resolve the situation quickly. These days, there are clear benefits to getting out in front of any misconduct complaint as movements like #MeToo have employers scrambling to vet their workforce so they can identify predators before scandal or evidence of misconduct can become public. In a surveillance culture where both bad behavior and good behavior are fodder for a good viral news story, employers everywhere are starting to understand the value in properly handling a corporate crisis. But in their haste to resolve the situation, are employers handling internal investigations properly?
Regardless of the type of business and type of misconduct, (sexual harassment, drug-trafficking, theft, etc.) the first instinct where there is a whiff of employee misconduct is often to keep the information very close to executives. As with any investigation, the controlled release of information has an investigative advantage in identifying the true culprits of any misconduct. This is the beginning of employers remaining too close to the situation. It’s not unusual for a well-meaning employer to appoint themselves as the head of the investigation—but this presents a huge conflict of interest. As a person with a great deal to lose, the employer is, by their very nature, biased and an unbiased investigation is the foundation for anything built on an employee complaint. Without the use of an external investigator, the case loses integrity.
Hiring an external investigator, like a licensed private investigator, will bring a flattering layer of transparency to any workplace investigation. First and foremost, a private investigator is an independent third-party. Having no personal knowledge of the employees involved—and therefore having no preconceived notions about them—means they can truly approach the case from an indisputable place of objectivity. The employer’s personal knowledge of their employees disqualifies them from such objectivity. Whatever the misconduct du jour, they might never suspect their trusted personal assistant, their senior manager, or their business partner—all individuals with extensive access to company information and property. However, a private investigator will vet this list of possible suspects in search of the truth.
When an employer is unsure of how to proceed when investigating workplace misconduct, it seems like a no-nonsense solution to let the lawyers handle it. And it can often make sense, as they will be fielding any litigation that surfaces. In-house counsel might feel it’s under their purview for the same reasons, but this is very misguided. The lines of their capacities as both in-house counsel and investigator cross one another, thus creating another conflict of interest. While there are states like New York that allow attorneys to act as private investigators without a license to do so, this is still not recommended. Witnesses within the company will likely have anxiety about speaking to the company’s lawyer, and might not be as forthcoming with pertinent details. Leads suddenly begin pancaking into dead ends as nervous employees become less cooperative. Private investigators have the advantage in this situation, as they are not representatives of the individual’s employers in any capacity, and have no power to fire them. It’s the same advantage private investigators have over law enforcement because they have no powers of arrest.
The documentation provided by a private investigator is invaluable to workplace investigations. After all, many reports not handled to the satisfaction of the complainant often lead to legal action, the most common example being the more familiar story of sexual harassment in the workplace: An employee alleges sexual misconduct against another employee. Both parties are interviewed. The interviewer does not tape the interview nor take notes. After a shoddy investigation, the complainant decides to sue the company for negligence. Another common example is the case of an employee who is hastily terminated for FMLA abuse or malingering before the company conducts a thorough investigation.
Not only are paper and ink expensive, but filling out and preparing reports is time-consuming—time that would be better spent trying to improve your business. Private investigators keep meticulous records, just like law enforcement, of all witness statements, evidence, surveillance, and relevant information to the case. This will go a long way towards addressing the complaint after the PI has issued their solution. It’s a perfect package: The investigation is chronicled from beginning to end, all of the relevant information is accessible, and best of all, it was conducted, prepared, and presented by a completely objective, independent third-party. The same third-party can also offer testimony in any court case that might result from the investigation.
Whether you’re investigating sexual harassment allegations, drug-trafficking, theft, or any complaint of employee misconduct, make the proactive choice of hiring a private investigator. It’s the strongest first step you can take in any internal workplace investigation. From the beginning, the investigator will be an impartial, unbiased eye whose only loyalty is to the truth. This kind of due-diligence will go a long way towards demonstrating you, as an employer, have heard the complaint, taken it seriously, and are only interested in what actually occurred. The solution will not be based on pre-conceived notions of colleagues, or biased assumptions, but independent deduction and well-documented evidence. And even if the investigation comes to a less than amiable termination, the foundation laid by the private investigator will protect your business from litigation.
According to the National Crime Information Center (NCIC) at the Federal Bureau of Investigation (FBI), there are 86,927 active missing person cases as of April 30, 2018. These cases include juvenile disappearances, endangered missing, involuntary or “non-family” abductions, those with disabilities, catastrophe victims and those entered into NCIC as “other.”
When a person we love goes missing, a time of great emotional turmoil and intense ambiguity follows. Dr. Pauline Boss said decades ago, having a loved one go missing is one of the most traumatic of human experiences.
Not only are families trying to manage the trauma of “not knowing” where their loved one is, they must quickly learn to maneuver the legal system. When do you report a loved one missing? What happens when police get involved? What can you do to help find a missing person? These are just a few of the questions a family of a missing person is facing.
Unfortunately, there is no handbook to fully educate someone as to what do to and how to emotionally handle the initial shock or help maintain the energy needed to find a loved one who has mysteriously vanished. However, there are many things you can do to help find a missing loved one and help reduce stress for family members.
There are various contributors to cause a person to go missing. A family member may suffer from Alzheimer’s or mental illness, they may be a victim of domestic violence, live a “high risk” lifestyle, even be a victim of a vehicular accident. There are also disappearances that cannot be immediately explained.
The key to increasing the chances of finding a missing person safe is acting fast and initiating a search effort as soon as possible. From making the initial missing person report and engaging the public to hiring a private investigator, there is much to expedite finding a missing loved one.
1. Contact Authorities
Making a police report is the first and most vital step in initiating a search for a missing person. Filing a police report ensures local law enforcement is alerted to the disappearance and can assess the situation to determine if the person may be in danger and if an investigation needs to be conducted.
When a child goes missing, law enforcement is required by federal mandate to take the report immediately and enter the child’s information into the National Crime Information Center at the FBI. However, when an adult goes missing, law enforcement is not required to take an immediate report or enter the person into NCIC and may cite a 24-48 hour waiting period as policy. There is no federal mandate requiring law enforcement to wait to take a report. It helps to be calm while insisting they take a report.
Though many law enforcement agencies will take an immediate report, it is recommended to inform officers of anything to classify the person as endangered such as needing medications for a medical condition, suffering from mental illness, being a danger to themselves or others, a domestic violence situation, any threats the person may have received, a situation where it is out of normal behavior to vanish for any length of time. For example, if a mother regularly picks up her child at daycare and fails to arrive to pick their child up, this would be considered out of the behavioral norm.
Be prepared to provide authorities with the missing person’s descriptive information, a current photograph, a list of places the person frequents, list of friends and family, description of the missing person’s vehicle, a list of possessions missing or left behind, etc.
Once a report has been filed, be sure to keep a copy. Also request the NCIC number (this reflects the person has been entered into the national FBI database and available nationwide to all law enforcement, medical examiners, and Coroners).
Regardless of the circumstance of the disappearance, making a police report is beneficial.
2. Keep a Log
Keeping a log with the full names and contact information of all people you talk to is important in maintaining good communication with everyone involved in the search for the missing person and staying organized.
It is easy to feel overwhelmed when making numerous phone calls, sending emails, etc. Keeping a log is a simple but important way to stay organized and maintain effectiveness, in addition to reducing stress.
3. Contact Family, Friends and Coworkers
Many times, a simple lack of communication can occur, and a missing person can be found by contacting family, friends, and coworkers.
Even after making a missing person report to police, be sure to reach out to others to find out if they have seen the individual or told where the person may be going. Life can become busy and simple miscommunication can contribute to a person being out of touch for extended periods of time. Cover all your bases by calling or texting friends to find out if they have heard from the missing person.
4. Social Networks
Social networks like Facebook can be integral to the search for a missing person from the moment the person is missing to an ongoing search if necessary.
Look at the missing person’s social media pages for their last posts, any information about their plans and even state of mind. Look to see if they received any harassing or strange communications from others.
Contact Facebook friends and ask if they have heard from or seen the missing person. It is important to provide any pertinent information you receive from others to the investigating law enforcement agency.
Also, Facebook and Instagram are the perfect places to obtain current photographs of the missing person to be provided to law enforcement and to make fliers.
5. Contact Jails, Homeless Shelters, Hospitals and Morgues
It is important to remain cognizant of law enforcement’s limitations when searching for a missing person, especially adults as they have a right to go missing if they so choose.
As difficult as it can be, it is necessary to contact hospitals and morgues to see if the individual is injured in the hospital or unidentified in a morgue. This can be a very difficult task and you may want to ask a friend or family member to help make the calls.
6. Register the Missing Person with Organizations Offering Resources
If you are searching for a missing child, call the National Center for Missing & Exploited Children (NCMEC) as soon as possible. NCMEC specializes in providing services for families and children who are missing. NCMEC can be reached at 1-800-THE-LOST (800-843-5678).
For families searching for someone with mental illness, the National Alliance on Mental Illness (NAMI) provides resources for families. Their website also offers many resources.
Contact the National Missing and Unidentified Persons System (NAMUS) at www.findthemissing.org or www.namus.org. NAMUS is a powerful resource where information about missing persons is entered by family members of missing persons, the criminal justice community, law enforcement, and medical examiners and is publicly accessible.
7. Make a One-Page Flyer
Make a one-page flyer of the missing person. The flyer should contain the following:
Preferably two current photographs of the missing person
Full name
Height, Weight, Age
Photo of vehicle and license plate
Place last seen
Phone number of investigating law enforcement
*NOTE: It is recommended you never place your own phone number or contact information on a missing person flyer. First, it is very important calls are handled by a professional so as not to compromise an investigation. Second, many times families will receive cruel, harassing, and misleading calls from the public and it is very important to protect yourself and your family by buffering these calls.
Engage the public by asking community store owners to hang signs in their place of businesses. Place one at your local post office and anywhere you can legally hang a public notice.
8. Create a Website and Social Media Page
Facebook, Twitter, Instagram, Pinterest and other social network sites can be instrumental when searching for a missing loved one, especially if they are not found immediately. With any missing person case, it is important to maintain awareness and keep the public engaged in the search.
Create a site with an engaging name like “Find Jane Doe” or “Missing Jane Smith”. This will help bring your page up in Google and related search results.
Post recent pictures and include specific descriptive information to include the clothing they were last wearing, jewelry, glasses, tattoos, scars, etc.
Upload a PDF version of the flier so others can share and download to post in their communities.
If your loved one has a mental illness, you may want to simply say the person is “endangered” due to a medical condition or vulnerable and needs medications.
Add links to any news stories.
Upload a video and make a personal public appeal.
Make sure to provide the investigating law enforcement agency’s number and encourage people to call them directly with information and leads.
9. Alert your Local Newspapers and Media
Getting local media to assist can sometimes be difficult. News stations are not likely to cover a missing person story unless it comes from law enforcement. It is much easier if law enforcement puts out a press release indicating a person is in danger. Speak to the detectives and ask if they will issue a press release.
10. Hiring a Private Investigator
When is it time to hire a private investigator? There is no easy answer, but it is encouraged to consult with one early on, especially if the person has not returned home within a few days.
Because there is only so much law enforcement can do, at times finding the missing person requires additional assistance, both professional and specialized.
A missing person private investigator has access to databases and systems the general public does not, making finding a missing person a much easier task. An experienced private detective with experience working with law enforcement can be an asset to a missing person investigation, and can ease the burden off families, allowing family and friends to concentrate on other efforts, like social networking and keeping the public engaged.
Experienced private investigators can access information, interview witnesses and community members in order to generate new leads for an investigation, sharing information with the investigating law enforcement agency to ensure all rocks are being overturned.
Because their missing person private investigation services are being paid for, a private investigator will ensure locating the missing person has their full attention.
It is also advisable to look for a missing person private investigator who has experience working with media, so they may comment on the case without compromising law enforcement’s investigation.
About Kym L. Pasqualini
Kym Pasqualini is founder and served as CEO for the Nation’s Missing Children Organization and National Center for Missing Adults from 1994-2010. Kym has worked with media world-wide and quoted in publications such as People Magazine, Cosmopolitan, Glamour. Kym has appeared in local and national media to include CNN, FOX, BBC, Montel Williams and the John Walsh Show. Kym continues to work with families of the missing and law enforcement nationwide.
When we hear the word “missing” we often think of missing children. When we walk into Walmart the faces of missing children stare back at us and the missing child cases that receive public and media attention are often the most extreme examples, such as the case of Ayla Reynolds.
One-year-old Ayla Reynolds vanished from her home on December 16, 2011, in Waterville, Maine. Her arm in a sling, Ayla was last seen wearing green pajamas with “Daddy’s Princess” on the front. Six years later, Ayla’s disappearance remains a mystery.
(Poster of Ayla Reynolds distributed by the National Center for Missing & Exploited Children at www.missingkids.com.)
It is quite common there is less concern for adult missing, further obfuscating an already complex issue.
The most reliable overall missing person statistics are maintained at the National Crime Information Center (NCIC), at the Federal Bureau of Investigation to include all ages of missing persons to include age, race, gender, and category of disappearance.
What is NCIC?
Called the lifeline of law enforcement, NCIC is a clearinghouse of crime data that can be accessed by every criminal justice agency in the country. It assists criminal justice professionals to locate missing persons, apprehend fugitives, recover stolen property, and even identify terrorists.
Launched in 1967, with five file categories and 356,784 records, by 2015, NCIC contained 21 file categories and 12 million records, averaging 12.6 million transactions per day.
The NCIC Missing Person File was implemented in 1975. Records entered in the Missing Person File are retained indefinitely, until the person is located, or the record is canceled by the entering investigating law enforcement agency.
According to the NCIC, as of May 31, 2018, there were 87,608 active missing person cases in the United States, some cases dating back decades. Juveniles 18-years old and under accounted for 31,580 active cases in NCIC.
But, what exactly does this mean? And, who are all of these missing persons?
Missing persons entered into NCIC range from birth to age 99-years old and can include children to a senior with Alzheimer’s disease. Unfortunately, there are no statistics available to narrow down the contributors specific to an individual’s disappearance such as a history of domestic violence, mental illness, diminished mental capacity such as Alzheimer’s, those living a high-risk lifestyle, etc. However, missing persons are entered into six categories within NCIC.
Within NCIC, the Missing Person file includes the following six categories of missing person entries and defined by the FBI as follows:
Juvenile: Person under the age of eighteen who is missing and does not meet any of the entry criteria set forth in the other categories.
Endangered: Person of any age who is missing under circumstances indicating physical safety may be in danger.
Involuntary or Nonfamily Abduction: Person of any age who is missing under circumstances indicating the disappearance may not be voluntary (abduction or kidnapping).
Disability: Person of any age who is missing under proven physical or mental disability or is senile with the potential of subjecting him/herself or others to personal and immediate danger.
Catastrophe Victim: A person of any age who is missing after a catastrophe such as a flood, avalanche, fire, or other disasters.
Other: Person over the age of 18 not meeting the criteria for entry in any a category who is missing and there is reasonable concern for safety.
(Source: NCIC Missing Person Analysis as of May 31, 2018)
When an individual is reported missing to a law enforcement agency, the missing person’s descriptive data is entered into the NCIC computer to include full description, age, race, gender, clothing, jewelry, scars, tattoos, past surgeries, vehicle description, and any other related descriptive data is entered into the computer database and placed into a specific category based upon an initial determination by the investigating law enforcement agency if the person may be endangered due to circumstances surrounding the person’s disappearance, possible foul play, or a disability.
Unfortunately, with missing persons, the cause of the disappearance may not always be clear. Unlike a homicide, where evidence may be collected to help the investigation progress, many times, there is no scene of a crime for police to analyze – a person simply vanishes.
Missing Child Act of 1985
In 1984, the United States Congress passed the Missing Children’s Assistance Act, which established a national resource center and clearinghouse for missing children. In 1984, the National Center for Missing & Exploited Children (NCMEC) was created by President Ronald Reagan.
Primarily funded by the United States Department of Justice, Office of Juvenile Justice & Delinquency Prevention (OJJDP), NCMEC acts as an information clearinghouse and resource for families of missing children, law enforcement, and communities to assist in locating missing children and to raise awareness about way to prevent child abduction, child sexual abuse, child pornography and child sex trafficking.
On April 6, 2018 it was announced in Forbes Magazine that the United States Department of Justice, in a joint effort with the Federal Bureau of Investigation, Internal Revenue Service, and the U.S. Postal Inspection Service had seized and shut-down Backpage.com, considered a constant opponent of NCMEC due to it’s facilitation of child sex trafficking. In the battle against child sex trafficking, the world waits to see what happens with the case against Backpage.com.
NCMEC and the OJJDP utilizes enhanced definitions of missing children as follows:
Family Abduction is defined as a member of the child’s family or someone acting on behalf of a family member takes or fails to return a child in violation of a custody order or other legitimate custodial rights and conceals the child, transports the child out of state with the intent to prevent contact, or expresses the intent to deprive the caretaker of custodial rights permanently or indefinitely.
Nonfamily Abduction is defined as a nonfamily perpetrator, without lawful authority or parental permission, uses force or threat to take a child (at least 20 feet or into a vehicle or building), or detains a child in a place where the child cannot leave or appeal for help for at least one hour, conceals the child’s whereabouts, demands ransom, or expresses the intent to keep the child permanently.
Stereotypical kidnapping (nonfamily abduction subtype) is defined as a nonfamily abduction perpetrated by a stranger, person of unknown identity, or slight acquaintance in which the perpetrator kills the child, detains the child overnight, transports the child at least 50 miles, demands ransom or expresses to keep the child permanently.
Runaway is defined as a child who leaves home without permission and stays away overnight.
Thrownaway is a defined as a child whom an adult household member tells to leave or prevents them from returning home and does not arrange for alternative and adequate care.
Missing Involuntary (lost, stranded, or injured), is defined as a child whose whereabouts are unknown to the caretaker, causing the caretaker to contact law enforcement or a missing child agency to locate missing child.
Missing (benign explanation) is defined a child whose whereabouts are unknown to the caretaker, causing the caretaker to become alarmed for at least one hour, try to locate child, contact police about the episode for any reason, as long as the child does not fit any of the above episode types.
(National Incidence Studies of Missing, Abducted, Runaway and Thrownaway Children (NISMART) comparison of NIMART-3 2013 study and NISMART-2 1999 study.)
What Determines Entry in NCIC
Public Safety Telecommunications personnel are responsible for first response to incident of missing persons and entrusted with the critical task of gathering, organizing, and entering identifying information into the NCIC database. They also play a crucial role in making queries as well as executing record updates, modifications, and cancellations.
Missing persons are entered into an NCIC category based upon information gathered from family members, friends and potential witnesses, while detectives respond and investigate the last known whereabouts of the missing individual.
Entry into a specific category is determined by information that is collected at the scene and based upon the initial information collected. As information is collected, an initial determination is made that can be modified later based upon any new information that is obtained.
For example, a family comes home to find their 13-year old daughter is gone. Recently, she has been threatening to run away and the parents first assume that is what happened. They call police who respond to the house. At that point, she may initially be entered in NCIC as Endangered. However, upon further questioning, the family soon discovers she did not pack anything and her cell phone is found on the living room floor. Police investigate further and discover the screen to the back door is cut and it appears the house was entered by someone other than family. Very quickly, an Endangered Missing Person case can become an investigation of a critical Involuntary Missing Person.
At that point, in the case of the most serious cases of missing children, an immediate notification is made to the FBI and NCMEC to enable them to arrange resources. If given permission by the investigating law enforcement agency, NCMEC may also issue an AMBER Alert.
Each case if different, circumstances vary. Whether an individual may have vanished on their own, to one who may have schizophrenia or Alzheimer’s disease, entry into NCIC will depend upon the determination made by law enforcement based upon their initial response and ongoing investigation
Nonfamily Abduction
It was June 9, 1995, on a beautiful evening in the small town of Alma, Arkansas. Alma is located along I-40 within the Arkansas River Valley at the edge of the Ozark Mountains with a population under 5,000 people.
That evening was the first time 6-year old Morgan Nick had gone to a baseball game. Her mother Colleen was attending the Rookie League game at the Alma ballpark and Morgan had whined about having to sit next to her mother in the bleachers. There was a nearby sand pile with other children playing and Morgan wanted to play. It was within eyesight and only seconds away, so Colleen consented.
(Morgan Nick, age 6, vanished from Alma, Arkansas on June 9, 1995.)
Morgan ran to the sandpile, laughing with the other children while Colleen turned her head back to watch the Marlins and Pythons. A player whacked the ball and two runners tied the game, then a run was scored, and the Pythons won the game. The sound of the crowd cheering was deafening.
When Colleen stood up she could see Morgan’s playmates walking down the hill away from the sandpile, but where was Morgan? It was approximately 10:30 p.m.
The children told Colleen that Morgan was pouring sand out of her shoe near her mother’s car parked nearby. Colleen frantically searched. Morgan was gone.
Later, the children would tell police they saw a man approach Morgan. Another abduction attempt had occurred in Alma that day and police had a composite sketched based on witnesses of the other incident.
Thousands of leads later, numerous appearances on national news talk shows, even America’s Most Wanted, and Morgan’s mother is nowhere closer to knowing what happened to her daughter that evening. Police have interviewed hundreds of persons of interest, searched homes and wells, and dug up slabs of concrete with backhoes, but Morgan remains missing 23 years later.
The stakes are high when a person vanishes involuntarily and the search.
Missing with disabilities
Patty Mosley is a 66-year old woman with dementia who had been placed in a Maple Heights medical center in Cleveland, Ohio and went missing on April 21, 2018.
According to Police Detective Lieutenant Grossmyer, it appears Patty just walked away from the facility. Broadway Care Center, a nursing and rehabilitation center, has not made a statement regarding how Patty was able to get out of the facility. “They weren’t sure how she had gotten out of the facility,” Grossmyer said.
(Patty Mosley, age 66 with early onset of dementia, vanished from a care facility in Ohio on April 21, 2018.)
Patty had been diagnosed with major depression, dementia, alcoholism and other brain disorders.
Police issued a public “Missing Endangered Adult” alert, searched all local hospitals, RTA stations, and women’s shelters, even calling in their search team. All local media covered the story.
“We went into individual businesses, establishments, we checked people up and down the streets. We have checked everywhere we can and the information was put out throughout Northeast Ohio,” Grossmyer said.
Sadly, Patty is not the only individual to have disappeared from Broadway Care Center. In June 2017, 52-year old Francis Kish “walked out” of the facility and vanished. A paranoid schizophrenic dependent upon medication was later found safe at an RTA station.
Patty was also found safe and the NCIC entry cancelled by Maple Heights Police Department. A happy ending.
However, these are not isolated incidents. Mark Billiter who suffered from Alzheimer’s walked out of Glenwood Care & Rehabilitation in Canton and was later found deceased near a gas station having died from exposure to the cold.
There are 5,731 individuals entered into NCIC with disabilities that include physical disabilities, those needing medications, missing persons with schizophrenia, bipolar, dementia, Alzheimer’s disease, and other incapacitating disabilities.
When an individual who has disabilities, especially diminished mental capacity, goes missing, it is vital the search is initiated quickly.
Endangered Missing – Few Clues
It has been 21-years since Kristen Modafferi has been seen.
Kristen, 18, was an honor roll design student at North Carolina State University. She planned to spend her summer in San Francisco studying photography at U.C. Berkeley with classes scheduled to begin on June 24. She waved goodbye to her parents on her birthday June 1, 1997 and boarded the plane to San Francisco. It was the first time she had been on her own.
(Kristen Modefferi vanished in San Francisco on June 23, 1997.)
Kristen quickly found employment at Spinelli’s Coffee Shop in the Crocker Galleria and worked there during the week and weekends at the Café Museo, located inside the Museum of Modern Art. The adventurous young lady was in her element.
On June 23, the day before classes were to begin, Kristen asked a coworker at Spinelli’s for directions to Baker Beach, next to the popular Land’s End Beach. She proceeded to clock out at 3 p.m. and was last seen by a coworker at approximately 3:45 p.m. on the second floor of the Crocker Galleria with an unidentified blonde woman. The coworker thought it strange because Kristen normally left the mall immediately after shift’s end. That was the last time Kristen was seen. She never returned for her $400 paycheck.
Upon learning of Kristen’s disappearance, her parents Bob and Deborah immediately flew to San Francisco and met with police.
(Baker Beach, near Land’s End beach is approximately 6 miles from the Crocker Galleria where Kristen was last seen.)
Kristen’s scent would be tracked by bloodhounds from the Crocker Galleria to a nearby bus stop that leads to Sutro Park Beach, next to Land’s End. Bloodhounds picked up her scent again at the beach but lost it at a high cliff. Police feared she may have fallen to her death at the beach.
(Land’s End Beach where bloodhounds search for Kristen Modafferi.)
Police then found a personal ad that read, “Friends: Female seeking friends to share activities, who enjoy music, photography, working out, walks, coffee, or simply the beach, and exploring the Bay area. Interested, call me.” Authorities believed Kristen had responded to or placed the ad in the local paper.
Authorities suspected the person who answered or placed the ad was the unidentified blonde seen at the mall with Kristen and somehow, she may be involved in Kristen’s disappearance.
On July 10, 1997, local news station KGO, an ABC affiliate, received an anonymous phone call from a man who claimed two lesbians had kidnapped Kristen, murdered her and dumped her body under a bridge at Point Reyes in Marin County. When police interviewed the two women Jon had identified they told detectives Jon was angry with them spurring the phone call. Jon then claimed he had learned about the case from television.
Shortly thereafter, three women came forward claiming Jon liked to abuse and torture women and often targeted women using personal ads while using other women to lure his victims.
One of the women who came forward told police Jon had mentioned Kristen by name, threatening her, “the same thing that happened to her could happen to you.”
Police searched Jon’s girlfriend’s residence and found a diary that had pages ripped out that correlated with the dates Kristen went missing. She told them that Jon had ripped the pages out because they may have contained incriminating information.
Though they polygraphed Jon, there was never enough evidence to make an arrest.
Private investigators hired by Kristen’s family believe Kristen was murdered in the basement of her residence though there has never been any information or DNA evidence to substantiate those claims.
21 years later, Kristen remains missing.
Other – At Risk Missing
(Corinna Slusser vanished in NYC on September 20, 2017.)
Life was different two years ago for Sabina Tuorto, mother of 19-year old Corinna Slusser who has been missing since September 20, 2017.
“Only two years ago, so much was different then. My daughter was a great student, a cheerleader. She had many friends and lived her life as a normal teenager,” said Sabina. “I need her home and I can’t bear any more days like this. I fear the worst, but I pray for the best and her return home . . . waiting for an Angel to hear my prayer.”
Corinna was last seen at Haven Motel in Queens, New York on Woodhaven Boulevard, approximately 5 miles from LaGuardia Airport.
According to online Yelp reviews of the budget hotel, the consensus is the place needs to be shut down.
“I live right by the place and feel compelled to review it. It’s a motel mostly for prostitutes – seriously. The cops are constantly out investigating it and there’s always an issue. Parking lot is generally full of minivans (vom). It goes on an hourly rate. The windows are tinted 100% black. Repulsive. This place should seriously be shut down,” wrote one reviewer.
Corinna was last seen leaving the hotel during the early morning hours of September 20th.
Before the bright and cheery high school cheerleader’s disappearance, Corinna lived in Bloomsburg, Pennsylvania, and dreamed of becoming a makeup artist. On her Instagram account, which she updated almost daily, she is often dressed in bohemian type clothing showing peace signs, photographed hugging her friends and enjoying the outdoors.
However, one can see a transition occurring in the photographs she posted. Corinna goes from a bright and bubbly teen to showing less modest photographs.
An Instagram post uploaded on September 11, 2017, is thought to have been taken in the Bronx. The caption reads “cyphin mid day mid road is always good for the soul.”
There has been no activity on any of her social profiles since her disappearance.
While living in Bloomsburg, Corinna had become depressed and landed in the hospital where she met an older man that persuaded her to move to New York City. He offered a place to stay for the adventurous teen. Little did she know, the 32-year old man was a suspected “pimp” from Harlem. She took with her only her cell phone, identification and what she was wearing and moved to the bustling city where police believe she was coerced into prostitution.
Initially, Corinna kept in touch with family and friends and posted to her social media accounts.
With multiple arrests for “promoting prostitution, the man she left with was known by police in New York City. NYPD detectives now theorize Corinna has been moved from pimp to pimp and no longer in the city. Her name has been mentioned in various vice investigations and they fear she has been kidnapped by a sex trafficking ring.
One month prior to her disappearance, her mother received a copy of an order of protection revealing her daughter had been an assault victim on August 25, 2017.
Corinna had made a 911 call from the Harlem Vista Hotel in Northern Manhattan telling police she had been assaulted by her pimp. She accused him of grabbing her around the neck, smashing her head against the wall and strangling her after she confronted him of stealing $300 from her. The document named the man she had left with as Yovanny Peguero. When confronted by her mother she tried to downplay the incident.
When Corinna failed to show up for her grandfather’s funeral in Florida she was reported missing.
There is a $10,000 reward offered for information that leads to the safe recovery of Corinna Slusser.
Experts in the Field of Missing Persons and Sex Trafficking
These are typical cases that populate NCIC and each vastly different from the other.
Thomas Lauth of Lauth Investigations has worked over 20 years throughout the country and internationally on endangered missing person cases.
“The most important thing a family can do when a loved one is missing is pull in as many resources as possible,” says Lauth. “Finding missing persons is a cooperative effort between police, media, missing person experts and advocates, private investigators and especially the public.”
According to missing person experts, the more time that goes by, the less likely the person will be found alive. However, with cases like Jaycee Dugard, kidnapped by a stranger on June 10, 1991 at age 11, and found alive in 2009, there still remains hope for every family.
Using a CNC to protect your business means the peace of mind that your trade secrets are safe.
If you own your own business, you know finding the right people to build your company is vital. One “weak link in the chain,” as they say, can tear a business down to its foundation. And as such, it’s not only important to hire the right people, but also protect your business from being exploited in the event a former employee might expose trade secrets. If it is your business’ practice to require a signature of an employee on a covenant not to compete, you should consider having a private investigator on retainer in order to vet any suspicions of non-compete violations.
Often referred to as a non-compete clause, a covenant not to compete or CNC is designed to protect an employer’s business against future competition or theft of trade secrets by a former employee. In essence, the CNC prevents a former employee, terminated or otherwise, from using a business’ trade secrets to either work for or start a rival business. Violators of CNC have an intimate knowledge of a particular business and can use that information to destroy it. In addition to exploiting the successes of a company by using the same strategies, a violator uses their knowledge to exploit the weaknesses of a company. They know where the vulnerable spots are in their business model, and violators can correct this process in the rival business, as well as, target their former employer in advertisements.
These legal contracts have a history going back as far as the 15th century, when English common law refused to enforce the Renaissance-era CNCs on the grounds they would place too many restrictions on trade. There have been many arguments made CNCs also interfere with America’s capitalist economy, placing restraints on the free-market standards in the United States. There are only a few states in the union completely prohibiting the use of non-competes, including California, Montana, North Dakota, and Oklahoma. One of the industries where CNCs are most common is the media. Most media-conglomerates force employees to sign CNCs at the time of hire to prevent them from sharing delicate information about media markets upon leaving their position. Another common industry is finance, especially Wall Street, where a person can literally be indicted for knowing too much, having been charged with insider-trading. Many might remember reading about CNCs back in 2005, when Microsoft and Google took a former employee, Kai-Fu Lee, to task by enforcing his CNC after leaving the company. CNCs are everywhere, and as such, businesses would be wise to employ external investigators to get the hard facts on CNC violations.
As was the case with FMLA fraud violations within a company, having an external investigator—like a PI—on retainer, will allow the company to protect itself in the event they believe a former employee has violated their CNC. The fallout from CNC violations can be ugly, with former employees insisting, not only did they not violate their CNC, but also they are being persecuted by their former employer. A private investigator is a third-party, which means they are well within their means to be objective. A private investigator’s loyalty is to the truth, as such, you can rely on cold-hard facts to bolster a case against a CNC violator. This objectivity comes in handy during litigation when enforcing a CNC.
The former employee cannot claim their employer is biased in their fact-finding, because they did not conduct the investigation. While a business can sue a former employee for violation of a CNC, it is not a criminal matter, so a business cannot ask law enforcement to investigate. Luckily, private investigators often have a resume bearing similar experience to law enforcement, as well as ,a very similar set of tools to find answers. They can locate witnesses, witness statements, videotapes, photographs, and acquire documents to build a prima facia case against a CNC violator. Whatever the circumstances, having an objective external investigator on retainer will provide businesses with the assurance they have conducted all necessary steps to safeguard their company.
5 Ways Private Investigators Benefit Human Resources
Our brains are one of the defining parts of our anatomy that makes up who we are as humans, but without vital organs such as the heart, we cannot live to become who we were meant to be. The brain sends signals to the heart to pump vital fluids and maintain the health and fitness of the body in order to grow and develop. In a capitalist world of business and commerce, if a CEO is the brains of a company, certainly Human Resources is the heart. Before any employee can enter a company, they must go through HR, just as vital fluids must pass through the heart before reaching their destination. It is important for Human Resource representatives to be armed with knowledge to allow them to bring in the best and the brightest to contribute to their company. One of the ways HR can rest easy in their hires is by retaining the services of a private investigator to voire dire the candidate base, maintain a healthy work environment, and prevent employee fraud that would damage the company.
Hiring the Right People
If proper precautions are not taken, hiring a candidate who might soon be terminated can be very costly to a company. Even if the employee is making minimum wage at the time of their termination, a study from the Society for Human Resource Management estimated it can cost as much as $3500 to replace that employee. The higher the level of employment, the costs exponentially increase, with other estimates claiming that it could cost as much as 150% for middle-level employees and 400% for high-level. Therefore, hiring the correct employee on the first attempt can be critical. As the heart of the company, Human Resources are often overwhelmed with a myriad of tasks, which can make the vetting of potential employees fall lower and lower on the list of priorities. This is where the services of a private investigator will prove prudent. Private investigators can use their time and skills to perform background checks on employees, painting a clearer picture for HR representatives. This helps ensure the hiring of proper employees, which minimizes turnover, and greases the wheels of progress within a company.
Exposing Workplace Theft
A report by CBS News estimated that a typical business will lose 5% of annual revenue to employee theft. Employee Theft Solutions, a division of the Shulman Center for Compulsive Theft and Spending, has estimated that nearly one third of all corporate bankruptcies were the result of unfettered employee theft. Even more alarming, the U.S. Chamber of Commerce estimated that 75% of employed persons will steal from their workplace or employer and will continue to steal if not exposed. It is a staggering statistic that should garner scrutiny from the Human Resources department with regards to their own workforce. Bearing in mind that investigating the behavior of a single prospective employee could be very time consuming, imagine having to vet an entire staff in order to uncover a source of theft. With an average of 3-5 cases at any given time, private investigators have the time and access to resources that can help expose the perpetrator of theft in a company. In addition to checking security systems and interviewing witnesses, private investigators also have the advantage of being able to conduct undercover investigations in order to squeeze out the source of theft. These investigative services can help reinforce the wall that prevents employees from devastating a company with fraud.
Fraudulent Compensation Claims
A significant portion of the costs incurred annually by employees is attributed to worker’s compensation claims. As a member of Human Resources, it might be easy to trust every single worker compensation claim that comes through the pipeline. After all, yourself or a former superior may have hired the employee, and you trust one another’s respective judgement. However, it is naïve to assume every claim will be legitimate. Worker compensation claims can cost companies hundreds of thousands of dollars per fiscal year depending on the volume of claims. A recent statistic by the Employee Benefit Research Institute in 2014 estimated that it can cost companies as much as a $1.00 per every $100 of employee wages, which can add up very quickly. This is where a private investigator can be a godsend amidst pending litigation. Often in worker compensation claims, interviews are required with the claimant to get their version of events that led up to their injury. While members of Human Resources have many gifts, they may not be skilled in extracting the truth from an employee who might be committing a fraud. Private investigators work to get to the truth every day and can assist the HR department in protecting themselves within the letter of the law. With the resources and due-diligence of a PI vetting the claim, businesses can rest easy knowing that the claims coming through the Human Resources department have merit.
HR Investigation Integrity
With the growing problem of drugs in the workplace and the rise of the #MeToo movement, businesses are having more use for private investigators than ever before. A recent article by CNBC details how a rising number of businesses are hiring private investigators in order to identify predators in their workforce before an employee comes forward with claims of sexual harassment, discrimination, or threats.
“An ounce of prevention is really worth a pound of cure here, because the cost of potential drop in stock price, legal and PR cost — the possibility of regulators getting involved and regulating industries — they are enormous compared with the relatively modest expenditure in hiring folks like us in order to rule out this behavior,” said Nardello, CEO of Nardello & Co.
In addition to identifying these problems to save a business money, it is also imperative that any internal Human Resources department conducts a thorough, prompt, and lawful investigation. Just as private investigators can use their skills to identify predators, they can also protect any HR personnel from compromising the integrity of an investigation, protecting them from legal liability.
An Objective Eye
Human Resources: It’s in the name. Whenever there is a problem between coworkers, a discrepancy in payroll, or simple maintenance of a healthy work environment, the human resources department is where employees will turn to address issues in their job. And while members of HR do their best to solve these problems from an administrating and mediating position, they cannot always be objective. After all, HR is just as much a part of the workforce as any other employee, and all of the same implications of camaraderie and friendship can apply. By the same token, HR can also have negative relationships with the subjects of their investigations, which can influence their judgement. These biases can have a toxic effect on office morale, and employees might not feel as though they can trust Human Resources to be fair and impartial when addressing workplace issues. When there is no trust, the important relationship between HR and other departments breaks down. As is the case with many investigative scenarios, a private investigator is always the perfect second set of eyes to have when examining these issues. Without a stake in the outcome of any internal investigation, private investigators can remain unbiased as they conduct interviews, collect evidence, and reach a conclusion in regards to the veracity of any claim.
It is important for any Human Resources department to safeguard themselves against the many challenges—both internal and external—they encounter on a daily basis in their company. Retaining the services of a private investigator can go a long way to taking pressure off an already busy department, as well as providing an objective third-party perspective that will positively benefit companies as they grow and develop. If CEOs are the brains of a company and the Human Resources department is the heart, certainly a private investigator would be the immune system; identifying problems and staving off possible infection in order to maintain the health and productivity of any work environment.
So far this year, there have been 297 mass shootings in the United States. Seeing as how November 1st is the 305th day in the calendar year, it would appear that the spike in active shooter events in recent years will not slow down any time soon. While schools redefine their safety protocols and implement programs that prepare students for these events, employers throughout the United States are also beginning to understand the importance of preparing their workforce for an active shooter event.
The year of 2017 broke the record for the most mass-shooting deaths every recorded—112 deaths, well exceeding the amount in any other year in recorded history. In 2018, the Bureau of Labor Statistics published a report that showed another spike in workplace homicides. According to them, there were 83 workplace homicides in 2015, a number that skyrocketed to 500 for the year of 2018 alone. A terrifying 79% of those cases were the result of an active shooter. As a result, the desire for employee active shooter training has never been higher, with NPR reporting that as of 2016, 75-80% of employers are seeking qualified active shooter training to protect their workforce.
The Department of Homeland Security has a myriad of resources on their website for dealing with active shooters. One of them is a pocket-card that outlines the characteristics of an active shooter event, “Victims are selected at random. The event is unpredictable and evolves quickly. Law enforcement is usually required to end an active shooter situation.” Active shooters may fire at random, using no discernible criteria for their victims, but that arbitration should not be misunderstood. Perpetrators are deliberate, focused, and simultaneously detached from their task, creating a fatal perfect storm.
The Department of Homeland Security also have their own guidelines to how private citizens should react during an active shooter event: Run—hide—fight.
Run
At the onset of an active shooter event, individuals should immediately identify an escape route, most likely a fire exit. While keeping their hands visible, they should leave their belongings behind and run to safety as quick as possible, assisting others if needed.
Hide
Once they’ve reached safety (or if escape is impossible) the Department of Homeland Security recommends hiding immediately in a location out of the shooter’s line of sight. Individuals should block the door or manner of entry into their hiding spot and silence their cell phones and pagers. Sit very quietly and wait for first-responders to find you.
Fight
The Department of Homeland Security lists this option as an absolute last resort in the event of an active shooter in the workplace. Your life should be in immediate danger, and you should be well-positioned to act with physical aggression and incapacitate the shooter.
Many third-party security companies also endorse the methods of Homeland Security, but there are others that take a different approach. Laurence Barton, a workplace violence expert, recommends employers seek training programs that promote a culture of safety and preparedness—not fear. In lieu of careful research regarding active shooter training, many employers opt for the simple, cost-effective route by showing employees the prolific training video produced by the city of Houston, which features graphic depictions of employees being shot. “When some companies have created these videos that show blood and guts—that’s not in any way the kind of learning that stays with people. In fact, it repulses them…employees get scared,” Barton says, “I just don’t believe scaring people is the way to teach them. It just promotes anxiety.” Aric Mutchnick, the president of a risk management firm called the Experior Group, agrees with Barton, “Cops or military guys like to have it very realistic because they think the more real it is, the more they can find out. That is true if you’re a tactical team, but you can’t apply tactical training to a civilian population.” Mutchnick points out that the equal distribution of choice laid down by the Department of Homeland Security—run, hide, or fight—is not only dangerous, but unrealistic, “It should be 90 percent run, 8 percent hide until you can run, and then as for fight, really? Are you kidding? I don’t know how you would even train on that.” Companies like Experior Group also recommend that a base knowledge of firearms should also be part of the training, not so employees can operate firearms, but so their knowledge can inform their escape. Civilians who are ignorant of basic firearm operations can easily be paralyzed by fear because they are uncertain of a weapons range or magazine size. This gives an active shooter ample opportunity to change their position and reload without fear of retaliation.
Frozen with fear—it’s something we can all relate to. After all, many working people today are not acclimated to the viable, potential threat of an active shooter in the workplace. Aggressive, hyper-realistic training can compound the anxiety triggered by the increased probability of being involved in an active shooter event. That’s why Barton and other like-minded professionals epitomize on a feeling of safety, with straightforward and honest training that will leave any employee feeling prepared. “The chief learning officer has a huge opportunity to lead a discussion about workplace safety. [Employees] are yearning to be informed about how the world is changing and how threats get processed at work…You want to have a subject matter expert who works with law enforcement and can speak the language of all employees.”
One thing that employers often overlook when considering active shooter training programs is a company that curtails the training to their individual brick and mortar location. As part of what they call “red ball drills,” Experior Group will evaluate the property to identify the specific issues that might present during an active shooter event. “The problems of a commercial building are not the problems of a hospital or a school,” Mutchnick says. “Run, hide, fight is s giant blanket they throw over the problem as a response, but it doesn’t deal with any site-specific issues.” All training dispensed by Experior Group is tailor-made for the culture and physical context of any business. When these issues have been identified, the instructor can direct employees the best manner of exit, should they have that option.
The last thing to consider when choosing an active shooter training program is the credibility behind the operations. Some of the most prolific risk management and security companies are headed by former members of law enforcement or the military. This experience with weapons and chaos not only validates the content for many employers, but also leaves employees empowered with credible knowledge. However, former navy seals and swat team leaders are not the only option when it comes to the instructor. Lauren Perry, the vice president of operations for Trident Shield, often addresses training groups. Her specific style and feminine touch opens the dialogue in any room, allowing individuals who might not respond to an aggressive, alpha males to remain engaged in the training, retaining the information that might one day save their lives.
Many employers often grapple with the cost of active shooter training for their employees. With many training programs averaging in the realm of thousands of dollars, employers often question whether or not active shooter training is even necessary. The Occupational Safety and Health Act of 1970 says, “Employers have the responsibility to provide a safe and healthful workplace that is free from serious recognized hazards.” The rise of active shooter events in the United States is most certainly recognized, with every event further inflaming the political world and conversations surrounding gun control. Given the statistics we’ve seen here, it appears as though it’s not a matter of if an active shooter even will occur, but when.
Carie McMichael is the Communication and Media Specialist for Lauth Investigations International. She regularly writes on private investigation and missing persons topics. For more information, please visit our website. 
Hiring an external investigator, like a licensed private investigator, will bring a flattering layer of transparency to any workplace investigation. First and foremost, a private investigator is an independent third-party. Having no personal knowledge of the employees involved—and therefore having no preconceived notions about them—means they can truly approach the case from an indisputable place of objectivity. The employer’s personal knowledge of their employees 
