According to the Bureau of Labor Statistics, as of 2010, there were over 34,7000 licensed private investigators operating throughout the United States. The Bureau projects by 2020, the figure will increase twenty percent—resulting in almost 42,000 PIs. Though they may be great in number, you may never spot one, because private investigators have a unique set of skills allowing them to blend in with all walks of society.
When the average person thinks of a private investigator, it often evokes a handful of stereotyped images. Sherlock Holmes is one of the most famous private investigators in the global lexicon—even if he is fictional. In the United States, the film noire genre gave average citizens a staple look for PIs; long, tan trench coats, matching fedora hats, toting cameras with obnoxiously long lenses. More contemporary private sleuths are often thought of as being clad in all black and wearing dark sunglasses. Because these images have permeated American culture, a private investigator fitting any of these descriptions can instantly have their covers blown. With a surge in surveillance culture and the ubiquity of technology and social media, private investigators in the 21st century must modify their investigative methods to adapt to a world where everyone is watching.
Close, But Not Too Close
Even in a world where individuals often have their eyes glued to a screen, it is easier than ever for a private investigator to have their cover blown while in the field. Rise in the saturation of crime coverage in both local and national media has citizens paying attention to their surroundings more than ever, especially when walking to and from their vehicles, and when developing a home security system. Despite concerns about the proverbial “Big Brother,” invading human privacy, the U.S. began to appreciate surveillance technology as a nation after a CCTV camera captured the perpetrators behind the Boston Marathon bombing in the summer of 2013. Law enforcement investigating the tragedy were able to identify Tamerlan and Dzhokhar Tsarnaev in a crowd of thousands, tracking every move they made until the fateful moment when they planted the two homemade pressure-cooker bombs killing three people and injuring hundreds more.
In 2018, the nation saw a rise in law enforcement agencies utilizing drones in their investigations, leading to a new wave of outrage and concern over the violation of privacy and spying. As of December 6th, over 900 law enforcement agencies were reported to use drones in their casework. This heightened awareness in the American population has forced private investigators to redefine their standards for proximity to a subject. Of course, a PI must be close enough to properly observe the subject, and despite their benefits, long camera lenses outside of large events inundated with press can just as likely be the aspect that blows a private investigator’s cover. Being too close to a subject can provoke them to confront the investigator and compromise the entire investigation. This obliterates future opportunities for surveillance and collection of evidence, as the subject will be on high-alert.
Do Your Homework
Prior to a stake-out or any form of field surveillance, private investigators must conduct extensive research about the area in order to move fluidly and avoid detection. Study of local businesses and restaurants can inform a private investigator what the public will be doing in the area, and increase their chances of successfully blending in with a crowd. In order to keep a low profile, PIs must place themselves in the mindset of a local. Places like coffee shops, restaurants, or shopping malls can be ideal places for surveillance, as there are built-in explanations for a person sitting or milling about without purpose for extended periods of time. In situations where this is not the case, it’s important for the investigator to have a method for making themselves appear occupied to cover their presence in an area. Luckily, a person staring at their phone for large blocks of time will raise no alarms with the subject or anyone else. Books, laptops, or accompaniment by an associate for “lunch” are also tried-and-true covers. Many private investigation periodicals recommend conducting as much online research as possible prior to surveillance in order to limit exposure. This means searching public databases, combing news articles, and scraping social media to arm oneself with as much information as possible.
Blending in is the name of the game when you’re a private investigator.
Stealthy Sleuths
As mentioned above, everyday citizens are more hypervigilant than ever. Subjects with a history in the criminal justice system or with law enforcement will be even more so. As such, the concept of tailing a subject is becoming less effective, resulting in the private investigator “getting made” by their target. Subjects will recognize the same face after multiple sightings, even if it is in a crowd, and strange vehicles parked in the same location for hours at a time are sure to draw suspicion. This is where thorough research with a private investigator’s client can become invaluable. Reconnaissance at the hands of a client can provide the investigator with information allowing them to be more inconspicuous when following a subject from location to location. For example, a spouse suspicious of infidelity can provide the private investigator with their spouse’s daily schedule—what time they wake up, their morning routine, addresses for their employment, frequent lunch locations, extra-curricular activities, the addresses of friends’ homes, the list goes on and on.
Competent Cover
Even the most catlike of private investigators will have their covers blown from time to time. That’s why it’s imperative to have a bulletproof cover story. If they’ve done their research, private investigators can be ready with a plausible reason for being in the area, such as house-hunting, shopping, or just being plain lost and in need of direction. These quick explanations will cause a subject to lower their guard and reconsider their suspicion. Just as is the case with any deception, too many details pierce the veil. Being caught with surveillance equipment like cameras or microphones will also require explanation, but in a culture saturated with technology, this can also be easily explained. Camera drawing too much attention? Not if you’re a professional photographer on assignment. Microphone too conspicuous? It’s no longer a stretch to believe the average citizen is a fledgling podcaster or filmmaker recording “foley” or “walla” noise for their project.
Gender Bender As is the case with many professions, media and culture have defined the role of private investigator as one for a man, which often leaves women out of the conversation. However, it could be argued female private investigators have a much better chance of remaining undetected in surveillance. While social code continues to grow and develop, women are often socialized to diminish themselves—to listen, not speak. Follow instead of lead. Men are socialized to be forward and confident in the interest of being some kind of alpha, while women are known to be better at reading a room, picking up on behavioral cues that might inform their investigation, and their perceived gentility improves their chances of a subject or witness trusting and opening up to them. These aspects of our society are the same ones preventing citizens from suspending disbelief when a woman is accused of a violent crime. A woman would never do that. This allows a female private investigator to conduct field surveillance with more freedom.
Technology has spiked over the last 25 years at astronomical proportions, and our population’s socialization has changed dramatically since the invention of social media. While this may have hampered private investigators in their work, the proper tools, flexible strategies, and an analytical mind can get the job done. Whatever a private investigator’s method for remaining inconspicuous in the field, there is no doubt that as society changes, so must their methodology.
1. Approximately 2,300 children are reported missing each day in the United States, that one child
every 40 seconds.
2. Nearly 800,000 people are reported missing every year in the United States.
3. May 25 th is National Missing Children’s Day.
4. In 1983 National Missing Children’s Day was proclaimed by President Ronald Reagan and
commemorates the disappearance of Etan Patz who vanished in 1979.
5. After the abduction and murder of their son Adam, John and Reve’ Walsh helped create the
National Center for Missing & Exploited Children (NCMEC) in 1984.
6. NCMEC’s Cyber Tipline began receiving reports in 1998.
7. The NCMEC Cyber Tipline has received 41 million reports since its inception.
8. Unfortunately, many children and adults are never reported missing making no reliable way to
determine the true number of missing persons in the country.
9. There is no federal mandate that requires law enforcement to wait 24 hours before accepting a
report of a missing person.
10. Missing Children Act of 1982 authorized the Federal Bureau of Investigation (FBI) to enter and
maintain relevant information about missing children in the National Crime Information Center
(NCIC).
11. In May of 2018, there were over 89,000 active missing person cases in the National Crime
Information Center at the FBI.
12. When a child is reported missing federal law requires law enforcement authorities to
immediately take a report and enter the missing child’s information into NCIC.
13. On Christmas Eve 1945, the Sodder family home was engulfed in flames. George Sodder, his wife
Jennie and four of the nine Sodder children escaped. The bodies of the other four children have
never been found.
14. Since 1984, the NCMEC’s National Hotline has received more than 4.8 million calls.
15. According to the FBI in 2017, there were 464,324 NCIC entries for missing children.
16. NCMEC has facilitated the training of more than 356,000 law enforcement, criminal justice,
juvenile justice, and healthcare professionals.
17. Of nearly 25,000 runaways reported to NCMEC in 2017, one in seven are victims of sex
trafficking.
18. In 2000, President William Clinton signed Kristen’s Law creating the first national clearinghouse
for missing adults; the National Center for Missing Adults (NCMA) was founded by Kym L.
Pasqualini.
19. Kristen’s Law, signed in 2000 by President William Clinton was named after North Carolina
resident Kristen Modafferi who vanished in 1997 while in San Francisco in a summer college
program.
20. The AMBER Alert was created 1996 after the disappearance and murder of 9-year old Amber
Hagerman from Arlington, Texas.
21. The Silver Alert is a public notification system to broadcast information about individuals with
Alzheimer’s disease, dementia, or other mental disabilities.
22. There are 17,985 police agencies in the United States.
23. On average, over 83,000 people are missing at any given time to include approximately 50,000
missing adults and 30,000 missing children.
24. The first 12-24 hour the most critical in a missing person investigation.
25. For children the first 3 hour are especially critical as 76% of children abducted by strangers are
killed within that time-frame.
26. Most missing children are abducted by family members which does not ensure their safety.
27. As of May 31, 2018, there were 8,709 unidentified persons in the NCIC system.
28. The AMBER Alert is credited with safely recovering 868 missing children between 1997 and 2017.
29. The most famous missing child case is the 1932 kidnapping of 20-month old Charles Lindbergh Jr.,
abducted from his second-story nursery in Hopewell, New Jersey.
30. Charles Lindbergh’s mother released a statement detailing her son’s daily diet to newspapers in
hope the kidnappers would feed him properly.
31. From his prison cell, Al Capone offered a $10,000 reward for information leading to the capture
of the kidnapper of Charles Lindbergh.
32. Laci Peterson was eight months pregnant with her first child when she was reported missing by
her husband Scott Peterson on December 24, 2002. In a highly publicized case, Scott Peterson
was convicted of first-degree murder of Laci and their unborn baby.
33. The FBI Combined DNA Index System (CODIS) was authorized in 1994 and cross-references
missing person DNA, familial missing person DNA and the DNA of unidentified persons.
34. NCMEC forensic artists have age-progressed more than 6,000 images of long-term missing
children
35. NCMEC has created more than 530 facial reconstructions for unidentified deceased unidentified
children.
36. In the mid-1980’s milk carton with photographs of missing children were first used to help find
missing children.
37. Those who suffer from mental disorders, minorities, and those who live high-risk lifestyles
engaging in substance abuse and/or prostitution are less likely to receive media attention than
other case of missing persons.
38. According to the NCIC, there were 353,243 women reported missing during 2010.
39. According to NCIC, there were 337,660 men were reported missing during 2010.
40. Of reports entered into NCIC during 2010, there were 532,000 under the age of eighteen.
41. In 1999, a NASCAR program called Racing for the Missing was created by driver Darrell LaMoure
in partnership with the founder of the Nation’s Missing Children Organization.
42. If a person has been missing for 7-years, they can be legally declared deceased.
43. Jaycee Dugard was 11-years old when she was abducted by a stranger on June 10, 1991. Dugard
was located 18 years later in 2009 kept concealed in tents behind Phillip Garrido’s residence.
Garrido fathered two of Dugard’s children and was sentenced to 431 years to life for the
kidnapping and rape of Dugard.
44. All 50 states to include the District of Columbia, U.S. Virgin Islands and Puerto Rico have AMBER
plans in place to help find missing children.
45. By definition, a “missing person” is someone who has vanished and whose welfare is not known;
and their disappearance may or may not be voluntary.
46. There are 6 categories in NCIC for missing persons to include Juvenile, Endangered, Involuntary,
Disability, Catastrophe and Other.
47. About 15% of overall disappearances are deemed involuntary by the FBI, designating urgent
response.
48. The earliest known missing child case was of Virginia Dare who was the first baby born in the
New World. After her birth, her grandfather left for England and when he returned 3 years later,
Virginia and all the settlers were gone. One clue left was the word “Croatan” carved into a
settlement post.
49. In 1996, a family of German tourists visited Death Valley National Park in California, referred to as
the Death Valley Germans. In 2009, searchers located the remains of four individuals confirmed
to be that of the family.
50. Jimmy Hoffa was an American Labor Union leader and president of the International
Brotherhood of Teamsters who vanished in July 1975, and one of the most notorious missing
persons cases in United States history.
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.
With sexual assault allegations dominating recent news cycles, Americans are further developing their figurative picture of what it’s like for a survivor of sexual assault to come forward with allegations against their abuser. When a survivor comes forward, they are subjected to scrutiny, libel/slander, and fierce criticism from private citizens like themselves about how they should have handled the situation. Knowing that, it’s not incomprehensible that rage continues to fester in the communities affected by the Larry Nassar investigation and the USA Olympic Gymnastics organization’s glacial response time to allegations against him.
Nassar is currently in federal prison serving a 60-year sentence for possession of child pornography, which is a blip compared to the sentences he received from the judges in Ingham and Eaton County, both ranging from 40 years to as long as 175 years. More than 330 women and girls have come forward claiming to be a survivor of Nassar’s abuse. His sentence came after Nassar pled guilty to possession of child pornography and sexual misconduct with the young gymnasts he treated at the famous Karolyi Ranch in Texas. Sarah Jantzi was Maggie Nichols’ coach at the time—Maggie’s allegations of abuse against Nassar are considered some of the first in the string of gymnasts who came forward after the Nassar investigations became public. Jantzi reported her concerns about Nassar to USAG after she overheard Maggie and another gymnast discussing whether Nassar’s practices were considered “normal.”
Nassar treated Maggie for a knee injury, during which he insisted on examining her groin area. He did not wear gloves, and took pains to close the door and the blinds before beginning the examination. Jantzi also contacted Maggie’s mother, Gina Nichols, who told IndyStar, “It was nothing you’d expect in a million years. I mean, I’m sending my minor daughter the last four years, one week a month, down to the Ranch to train. So proud. She’s on the USA team. Working so hard. Our family making all these sacrifices. It’s just—you wouldn’t even think this is something that would have ever happened.”
USA Gymnastics officials waited a jaw-dropping 41 days to report Nassar to police after the first hearing regarding Jantzis concerns. It’s a bad look, and to make matters worse, the organization did not inform Michigan State, where Nassar also worked with young athletes until late summer in 2016. The notoriety of some of the survivors drew a great deal of media attention when the investigation became public, and while much of the country currently associates mention of the USAG with sexual abuse allegations, the reality is this culture of silence and abuse is not unique to the USA gymnastics team. Katherine Starr, a former Olympic swimmer and abuse victim who founded Safe4Athletes, a nonprofit organization working to address and prevent abuse told the Chicago Tribune, “We’re hearing all about gymnastics, but the problems in gymnastics are equally as prevalent in every other sport…I think people are starting to understand the complexity of this, and how this stays in the system…It stays in the system because of governance, because of the people in charge.”
Just this week, two divers for the USA Diving team have filed lawsuits against their former coach, John Wingfield, claiming his academy ignored complaints against a coach under his supervision, Johel Ramirez Suarez. The divers claim the organization had knowledge of Suarez’s alleged predation prior to Suarez sexually assaulting them both. Suarez was eventually arrested in Hamilton County, Indiana in November of 2017 and was subsequently charged with 32 felony counts of child sexual abuse, earning him a spot on the USA Diving teams banned list. Even after USAG had reported Larry Nassar to the FBI (13 months after the initial hearing), they still did add his name to that list.
In a review of documents and data pertaining to the organizations governing the sports, the Washington Post revealed since 1982, there have been over 290 coaches and officials affiliated with American Olympic sports who have been accused of sexual misconduct. That number covers 15 different Olympic sports, and includes both individuals who have been convicted of their crimes and individuals who have never had to answer for the allegations made against them. The figure averages out to one official being accused of sexual misconduct every six weeks for over 35 years. If the Nassar case tells us anything about how Olympic organizations might have typically responded to abuse allegations, it’s not a mystery how a culture of abuse and silence was cultivated as many attempts to investigate the abuse were swept under the proverbial AstroTurf.
Survivors like Aly Raisman have called out USA Gymnastics, claiming that they were more concerned about guaranteeing gold medals that protecting their young athletes. “I don’t think that they cared at all. I think at first it was to ‘get him away,’ Nassar away from the Olympians, but when it was about a 10-year-old, or a 15-year-old, or a 20-year-old in Michigan they didn’t care,” Raisman told the Indy Star. That much is apparent from emails between Nassar’s legal counsel and USAG officials, in which the Olympic organization clearly took part in the effort to conceal the Nassar investigation from athletes and from the public. Aly Raisman also told IndyStar that she received a text message from the former USA Gymnastics President, Steve Penny in July of 2017, advising her that the first priority was keeping the investigation “quiet and confidential.” It would have saved many survivors like Kaylee Lorincz a great deal of pain if the organization had made allegations against Nassar public. While under investigation, Nassar treated Lorincz twice after Sarah Jantzi notified USAG about her concerns. Lorincz says that she was abused both times by the sports medicine “celebrity,” and lamented, “It could have saved many more if they could have just stopped him in 2015. It makes me angry and upset because it could have prevented so much.”
At this time, it’s difficult to determine the motives of the USOC and how they reacted to allegations against Nassar and other officials who have been accused of sexual misconduct with athletes. Did they do so out of ignorance or apathy? Or was this a focused effort to erode investigations into these allegations all together? A recent Washington Post article called for law enforcement and state attorneys to open investigations into other USA Olympic teams and organizations. John Manly, an attorney who represents many survivors of Nassar’s abuse told the publication:
“The most amazing thing about this evolution is that no one has executed a search warrant on USA Gymnastics and no one has executed one on the USOC…If anyone deserves a search warrant given the evidence to date, it’s them. If you believe these Olympic gold medalists, then [USA Gymnastics] violated the reporting laws in Indiana. I mean, why haven’t you done something?”
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.
As is the case with many professions, media and culture have defined the role of private investigator as one for a man, which often leaves women out of the conversation. However, it could be argued female private investigators have a much better chance of remaining undetected in surveillance. While social code continues to grow and develop, women are often socialized to diminish themselves—to listen, not speak. Follow instead of lead. Men are socialized to be forward and confident in the interest of being some kind of alpha, while women are known to be better at reading a room, picking up on behavioral cues that might inform their investigation, and their perceived gentility improves their chances of a subject or witness trusting and opening up to them. These aspects of our society are the same ones preventing citizens from suspending disbelief when a woman is accused of a violent crime. A woman would never do that. This allows a female private investigator to conduct field surveillance with more freedom. 
So far this year, there have been 
The Department of Homeland Security also have their own guidelines to how private citizens should react during an active shooter event: 
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 
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 