by Carie McMichael | Mar 23, 2021 | Corporate Investigations
There are many aspects of life that Americans miss from the pre-pandemic times. Activities we took for granted, like eating in a restaurant, watching a live sports event, or even our typical working lives. However, one of the most pervasive aspects of pre-pandemic life that was not missed is mass shooting events, like the tragic events that took place in Virginia Beach in 2019. Gun violence was so high in the United States in 2019, it might be difficult to remember just how high after a year in quarantine.
Recently, America was reminded of the tragic problem of gun violence in America with two active shooter events occuring within six days of each other. First, on March 16th, an active shooter went on a violent spree, shooting and killing eight people across three massage parlors in Atlanta, Georgia. Six of the eight victims were Asian, and the shooter reportedly blamed his actions on a sex addiction. Then, not even a week later, an active shooter event took place at a grocery store in Boulder, Colorado in which ten people were shot and killed, including a Boulder police officer.
According to the Gun Violence Archive, there were more mass shootings than days in 2019. That’s 417 mass shootings in one calendar year. The GVA defines mass shooting as an active shooter event in which “four people are shot, excluding the shooter.” Sites of these mass shootings ranged from the workplace to community festivals. It was a record-breaking year, surpassing the staggering 382 mass shootings that took place in 2016. As attempts to curb gun violence in the U.S. remain ineffective due to congressional stalls and public outcry, employers and employees alike cannot help but wonder if their workplace will be the next target of a mass shooter event.
According to the FBI, the vast majority of active shooter events take place in areas of commerce, meaning buildings that are home to businesses, typically open to pedestrian traffic. The second and third most common areas are education (as in schools), and open space areas such as parks or concert venues. This means that employers and business owners of all kinds may be anxious to find ways to prevent and protect their livelihoods and the lives of their employees from this type of workplace violence.
The approach to preventing active shooter events in the workplace has two prongs. The first step in protecting the workplace or worksite from potential active shooters is risk assessment. Leadership should opt into a full evaluation of their worksite. Security is the first step in preventing active shooters. What are the credentials needed to enter the worksite? How many points of access are there? What are the security measures in place to protect the employees? How many security cameras are there? Not every worksite needs to have a metal detector in order to enter, but part of the evaluation would include an assessment of how likely it is for an active shooter event to take place. At least in the case where an active shooter event is carried out by an employee of the business in question, there are at least one or two warning signs preceding the event. Maybe the shooter in question has had multiple disagreements with coworkers, or has recently been disciplined for some form of misconduct. While it’s difficult to anticipate who may or may not incite violence based on recent events, it may be possible to predict future behavior based on an employee’s past behavior.
The second prong of active shooter prevention is operational oversight, meaning there is due-diligence on the part of leadership to ensure they are hiring the best employees with no history of violence or menacing in any way. Often in cases of mass shooter events in the workplace, there are problems within the corporation with hiring protocol. Perhaps the company doesn’t perform exhaustive background checks on their potential hires, or maybe they have not defined enough disqualifying criteria for a candidate’s hire. While there are many companies that run background checks for corporations, not all have the diverse experience of a private investigator. Through their licensure by the state, private investigators have access to verified, comprehensive databases on par with that of law enforcement. This allows them to look at a candidate’s full criminal history, address history, litigation history, and other important factors to determine what a candidate’s propensity for violence or unpredictable behavior. Long-time private investigators have the professional experience needed to view a subject’s record and perform their own risk assessment on their history. Private investigators can also use their knowledge of the criminal element and their patterns to identify employees who pose a potential risk who are already embedded in the organization.
If you have concern that your workplace may be at risk for an active shooter event, call Lauth Investigations International today for a free quote on our risk assessment services, or our active shooter programs in which we help your organization develop an action plan should an active shooter event take place. Call 317-951-1100 or visit us online at www.lauthinveststg.wpengine.com
by admin_lauth | Mar 14, 2019 | Attorney & Legal Support, Corporate Investigations, Fraud, non-compete violation, Tips & Facts
When growing a business, executives and owners have to go the extra mile when it comes to protecting trade secrets. In the pursuit of their company’s business, a common practice for corporations of all sizes is implementing non-compete clauses in their employees’ contracts. This ensures, should an employee leave the company for any reason, they cannot utilize trade secrets for the purpose of building a similar business of their own. It’s in a business owner’s best interest to be preemptive in protecting themselves from client poaching, theft of company secrets, and possibly even slander when it comes to current and former employees who violate their non-compete agreements.
Though they go by several names and the laws concerning them vary state to state, non-compete agreements are generally a legally-binding contract between an employer and an employee, whereupon acceptance of a job offer by a company, an individual agrees during their employment and following their termination they will not enter into any competing business for a predetermined period of time. Whether it’s working for a company’s top competitor, or striking out in their own business, non-compete agreements protect trade secrets, sensitive company information, and prevent competing businesses from poaching successful employees with promises of a handsome pay-raise in exchange for the expertise they might have gleaned from their time at their previous position. This kind of information can range from client bases to business operations to future products and services. The duration of the non-compete agreement following an employee’s termination have to be well within reason, as no employer can permanently preclude a former employee from any line of work.
Not every company experiences difficulties by virtue of a former employee violating their non-compete agreement, and some companies do not see the need for non-compete agreements at all, but the consequences of trade secrets being used to steal a company’s business can have devastating effects, ending in the worst possible circumstances with a business closing and an owner in debt. Even if a company is able to quash a non-compete violation in court, the cost to the company in legal fees can be astronomical, especially for smaller businesses. That’s why it’s important for owners and executives to be preemptive and proactive when it comes to potential violators. Luckily, a private investigator can help at all stages of a non-compete violation investigation.
Human resource employees are the salt of the earth, and can have a great influence on how a company develops based on the individuals they select for their workforce. However, human resource employees are not lie detectors, and do not always have access to legitimate, comprehensive background screening tools. Background screenings and checks are among the most common service associated with private investigators. If there is something suspect in a candidate’s past, licensed private investigators have the tools and experience to find it out. Private investigators can pull a candidate’s criminal history, financial history, and interview persons in their lives who can speak to character and work ethic. They can also spot patterns in a person’s work history or lifestyle that could be high-risk factors in a hypothetical non-compete violation—things like transience, long periods between positions, or financial destitution.
Some malingering employees can’t wait to be terminated before violating their non-compete agreements. It’s not uncommon for these individuals to exploit trade secrets for their businesses own gain while on company time and dime. While on a business trip, an individual might use company per diem to buy drinks for a person who could be a potential investor in their new business. Employees might use company supplies to supplement their project, such as printers, fax machines, computers, and other equipment. Private investigators can conduct diligent investigations within a company’s workforce to root out the source of the theft. Private investigators can interview witnesses, including upper management and other staff, review vital documents like bank records, and conduct surveillance of the company’s operations as needed to expose the perpetrator. Their objectivity makes them an ideal candidate to conduct such an investigation because they do not have a stake in the outcome.
There are many circumstances under which a business owner might come to suspect a former employee has violated their non-compete agreement. Word might have traveled through business circles that a similar business is starting up. Employees might start disappearing in clusters. Clients may suddenly decide to sever business ties in favor of a new contender in the competition. Whatever transpires, one thing is certain—documenting and exposing this exploitation is imperative, because the consequences can be costly. Retaining a qualified private investigator who specializes in corporate crises is crucial to resolving non-compete violations quickly, before the exponential costs begin to erode profits. Private investigators can perform surveillance on suspected former employees to document their movements, record with whom they met, and collect evidence such as pictures of a brick and mortar establishment, marketing materials, vital documents, and filings with the Secretary of State. Private investigators can send undercover operatives to infiltrate a workforce to get information the business privy only to employees. They can also enlist the aid of a confidential informant—an individual already within the company to provide information. This requires quality interviewing skills and developing a natural rapport with potential witnesses, both important qualities in a qualified investigator.
When non-compete violations are at their ugliest, not only do violators seek to siphon off their former employer’s business by exploiting trade secrets and knowledge of their operations, but they can also play dirty by exposing this information publicly. Another method involves deliberately spreading lies about the competition in order to drive business towards the former employee’s company. That’s known as slander and it’s legally actionable. Documenting the perpetuation of these lies and proving they are in fact false are crucial in these cases. Diligent fact-finding is the cornerstone of any private investigator’s expertise. Private investigators can conduct cyber investigations to track down the users behind profiles that post false negative reviews, follow rumors back to their roots, and forensically track how information left the competition and made its way into the former employee’s business nucleus. They can implement many of the strategies aforementioned: surveillance, interviewing witnesses, documenting evidence. Slander cases tend to have a divisive they-said, they-said narrative, which is where a private investigator’s objectivity becomes invaluable once more. Private investigators have no stake in the solution of an investigation. Their independence coupled with their expertise and resume make them spectacular witnesses in any subsequent litigation.
When a company has a non-compete agreement in place, it’s important that executives and owners are proactive when performing a risk assessment on a potential employee. It’s important that a healthy company culture fosters good comradery, honesty, and a policy of “if you see something, say something.” Building a case against a former employee who violated their agreement can be time consuming at the expense of company resources. Dealing with the fallout from litigation can bring a reliable business to its knees. Private investigators can assist in all phases of any non-compete agreement violation, and retaining their services will go a long way towards a body of objective evidence and testimony that can resolve a company’s crisis.
If you have suspicions that a current or former employee has violated their non-compete agreement, contact Lauth Investigations International today for a free consultation on how we can help you! Call 317-955-1100 or find us online at www.lauthinveststg.wpengine.com.
Carie McMichael is the Media and Communication Specialist for Lauth Investigations International. She regularly writes on investigations, missing person, and other topics in the criminal justice system.
by admin_lauth | May 15, 2018 | Corporate Investigations, Criminal Investigation, Private Investigations News, Tips & Facts
Rooting Out Thieves in the Workplace
It is estimated 30% of employees steal from their employer.
Most of us have dealt with a thief during our lifetime. Devious and sneaky, some thieves behave as if stealing is an art. It is usually a theft exposing them; however, many times, they can strike numerous times before getting caught. When theft happens in the workplace, it can not only be a costly lesson but the cause of a business failing.
An estimated 30% of employees steal from their workplace affecting all types of businesses. For instance, if you are running a restaurant with $1 million sales annually, at only 4% theft within the company, your company would be losing $40,000 a year!
Employee theft costs U.S. businesses over $200 billion in annual losses. Not only are companies trying to prevent the public from stealing items, inventory, assets, and ideas from a business, they must also combat thieves on the inside. Unfortunately, 75% of employee-related crimes go undetected.
Theft can take many forms, such as: stealing money, embezzlement, unauthorized use of business or customer identity, and theft of intellectual property, such as cases of patent or trademark infringement.
Combating Theft is Knowing How Employee Theft Occurs.
Cash
Employees who have access to a cash register is the most common way employees steal from companies. If unsecured, petty cash drawers or boxes, can be an easy target for thieves.
In addition, an employee can quote a higher price than the actual price of an item and keep the difference at the point of sale.
If employees have access to credit card information or checks, theft can happen as easily as sticking a few checks inside a folder, costing the owner thousands before it is detected.
Checks and Fraud
Most banks do not verify a signature on a company check making it very easy to sign and cash a check.
Credit card fraud is a number one threat to companies and consumers because most credit card holders admittedly do not check each line item on their credit card statement.
According to the U.S. Small Business Administration (SBA), companies with less than 100 employees, lose approximately $155,000 as a result of fraud each year, a much higher rate than large companies.
Payroll
Employees may often perform actions and falsify records for work they didn’t do, such as requesting reimbursement for travel and other expenses unrelated to work. Employees may also set up fake payroll accounts for workers who have been terminated or retired. Creative thievery abounds.
Time Sheets
Time theft or “Buddy Punching” is a very popular way timesheets may easily be falsified. Individuals complete this theft by having one employee punch another employee in or out for the other.
Excessive breaks, malingering, surfing the Internet, chatting with employees or taking personal phone calls are other ways time theft occurs. While some of these things may not at first be thought of as stealing, all these actions, or inactions, can affect the bottom line and be taking advantage of an employer.
Vendor Accounts
Thieving employees will set up fake vendor accounts, submit phony invoices and issue checks for the false vendor. These checks can then be signed over to themselves and deposited. In addition, a variation would be paying a vendor $500 and writing a check to themselves, expensing the entire $500 to the vendor.
Merchandise
Loss of inventory can happen in the merchandise distribution process but can also happen before merchandise is made available to the public. Many times, employees will take items from a warehouse or newly arrived items before they are scanned into inventory software. Employees have even been known to steal entire shipping trucks containing merchandise headed to their employer’s company.
Supplies
Some employees steal smaller items such as typical office supplies, but furniture and equipment are not off limits for a thief.
Information
Many employees steal information to benefit themselves or a competitor. Types of information include: office memoranda, proprietary products, customer lists and/or other confidential data. Theft can occur by email, printing, or copying information to a flash drive or cell phone, or simply carrying it out in a purse or folder.
Sometimes, theft can be subtler, such as luring customers away, purposefully providing poor service, even spreading rumors to damage a company’s reputation and cause a down-turn in business. All are considered losses.
While there are ways to combat theft within your company, ultimately identifying the thief before they are hired is the most effective way to reduce the occurence of theft.
The SBA recommends: “One of the first steps to preventing fraudulent employee behavior is to make the right hiring decision.”
Background checks are a good practice for any employer, large or small, especially for those employees who will be handling cash, high-value merchandise, or have access to sensitive customer or financial data.
For over twenty-years, Thomas Lauth of Lauth Investigations International has been working nationwide and helping educate employers on methods used to combat theft.
“The first and most effective way to address theft in the workplace, is to conduct an extensive background check,” says Lauth. “A background check can provide insight into an individual’s behavior, character, and integrity.”
Which Types of Background Checks Should You Conduct?
According to the U.S. Chamber of Commerce, upwards to 30% of business failures are caused by employee theft. Thus, conducting effective, extensive background checks helps to mitigate your risk of hiring objectionable or even dangerous employees.
Not all background checks are the same. As you build a profile of your future employee, there are several kinds of background checks you should consider. For example, a criminal background check is different than checking on an individual’s credit score or military service, these require consent. A criminal background check does not require consent; however, some states have laws restricting how you use the information collected during a criminal background check.
Private investigation firms like Lauth Investigations offer complete background checks while helping you comply with the law.
Protecting Your Legal Liability with Background Checks
Smaller businesses often forego background checks for two reasons: 1. A false sense of trust and security developed by business owners working too closely with employees. 2. Most businesses do not understand the legal liabilities associated with the failure to conduct employee screening and background checks.
Any business where employees provide a direct service and interact with customers, such as contractors or daycare providers, is liable if an employee does harm to a customer and the employee has a history of wrongdoing.
A company, big and small. may not recover from this kind of lawsuit.
Choosing the Right Company to Conduct Background Checks
Protecting the interests of your workplace and customers while reducing potential liability is of utmost importance; therefore, it is vital to select a company you can trust to conduct the background screening both efficiently and thoroughly.
While employers can do some background checking of their own, working with an experienced and reputable company can ensure the reliability and thoroughness of the background screening.
Purchasing instant public records found online is not appropriate for conducting potential employee background checks. Most certainly if your hiring decision is based on tpublic record data, your company could land in hot water.
Most public databases do not fact check, clean up or refresh their data providing completely different information than received from an investigative firm experienced in conducting professional, legal and full background screening.
Private investigators have access to databases to determine if a potential employee has a criminal background.
A reputable company providing background screening services will ensure the information you receive is current and accurate.
If a hiring decision is made based upon information found in the background check, in most cases, the company must inform the potential employee of the source used to obtain the information for the background checks (which is where using public databases can get your company in legal trouble).
What can you expect from a professional background check? According to Lauth, it’s all in the details and you pay for what you get. If you want detailed, accurate information, you will choose a Private Investigation Background Search.
Unlike a personal background search using public databases, private investigators have access to several databases providing a variety of information.
- Employment history: This search will bring up employment records to include all positions held, making it easier to find discrepancies in a resume. It will also include salaries associated with the positions.
- Academic and professional affiliations: Qualifications to include academic history and certification, even if the person did not complete the program.
- Criminal records: Including a detailed outline of all criminal activity from traffic warnings and tickets to arrests and convictions. Also, these include jail time served and fines paid.
- Financial Standing: Reflects all liens, judgments, bank accounts, current and previous property ownership, repossession of vehicles or other personal property, NSF checks and bankruptcies.
In addition to the typical information received through a personal background check, a private investigator will include:
- Worker compensation claims an individual has filed. This can help determine the character of an individual by looking at the number of claims they have filed which could reveal a person is dishonest and fraudulent.
- Ascertain causes of accidents or any criminal activity. DMV reports will show accident dates and basic information but do not reflect the cause. Private investigators can provide the cause behind the accident and whether criminal activity was involved.
- Information on business and personal partners.
- Analysis of all findings.
Relying on an Internet search is risky. A professional background screening will be more in depth than simply entering a name in a database. When a company’s future is at stake, the only way to go to obtain concise information needed to make informed decisions is a professional, private investigations extensive background check.
by admin_lauth | Jan 5, 2018 | Private Investigations News
From the desk of Kristen Justis, Director of Marketing and Customer Relations
DANGERS OF ONLINE DATING FOR ALL GENERATIONS
PART FOUR – THE YOUNG SOLDIER
In previous postings in this series, I have discussed a widower, a divorcé, and a professional who were victims of online dating scams. One would like to believe scammers would have some conscience and stay away for our active duty military or even our veterans. This is not the case. Scammers are not particular when choosing their victims. Lauth Investigations International, Inc. recently handled a fraud investigation for a young military soldier who had been in a long term, live in relationship with a scammer he met online. Many believe these scams occur quickly; however, these individuals are committed and they get themselves in deep in order to complete the scam in its entirety.
Below is a description of a Lauth Investigation’s fraud case which shows military are a prime target for these scammers as they are gone from home often for months at a time. They are not able to be in tune with what is happening at home while they are deployed.
The Young Soldier
Jack is a twenty-two year old Army soldier. He met Gina on line while he was stationed in Kentucky. Gina and Jack began dating and their relationship grew over a period of two years. They are in love and decide to move in together. Jack proposes, they move into an apartment and they are ready to start their life.
In the meantime, Jack has completely isolated himself from his family and friends. His mother, Tara, hadn’t heard from him for over a year. Gina has been added to Jack’s bank account and she has taken control on his finances. In a long term, engaged, relationship, one party taking over the finances is not typically a red flag.
In the summer of 2017, Jack learns he is being deployed to Afghanistan. He attends training in Texas prior to his deployment. While in Texas, Tara broke up with Jack but told him she would watch over his finances and apartment while he was in Texas and through his deployment. Heartbroken and hoping they would get back together once he returned to Kentucky, he agreed to allow her to maintain her control over his finances. Jack even began paying her a monthly rate since she was handling his finances.
After a few weeks of being deployed, Jack finds out, through a neighbor in Kentucky, Tara has moved in another man to Jack’s apartment where he was paying the rent. Once Jack found out, he called Tara and told her he was getting rid of the apartment as he didn’t need it anymore. He advised his parents were coming down to move his items from the apartment.
Jack proceeded to draw up a Power of Attorney for his parents to take over his finances. In the time it took him to get the Power of Attorney, Tara had drained his bank account, shut off his debit card and moved all items from the apartment. By the time his parents arrived at the apartment with a moving truck, the only possessions remaining were some of Jack’s clothes. Tara became a ghost.
Jack’s parents immediately hired Lauth Investigations to attempt to locate Tara in hopes of finding some justice for their son. The experienced private investigators began to uncover the full scope of the fraud which had taken place. The scam on Jack was found to be a well thought out plan.
The private investigators found Tara’s boyfriend who moved into Jack’s apartment was, in fact, her husband. They have pulled this scam on numerous individuals. They meet military personnel online, develop relationships with them (men and women), take over the finances, skim money from the accounts, and disappear with all the money once their true intent surfaces.
Unfortunately for the individuals like Jack, they willingly add the scammers to their bank accounts, thereby making the money common property between the two individuals on the joint account. There is no criminal recourse for this action. The victims may pursue civil action against these thieves; however, the victims generally do not have the money to take this next action.
Lauth Investigations assisted in locating this thieving couple and provided Jack with information to file civil suit against them. Jack reported both individuals to the online dating site they utilized. Hopefully, they will learn their lesson and stop preying on our military.
Private Investigators provide answers for victims and handles cases the police are unable to investigate. Utilizing a private investigation firm is key to uncovering the truth, arming victims with ammunition to proceed as necessary, and hopefully stopping criminals from harming other individuals in the future.
by admin_lauth | Jan 2, 2018 | Private Investigations News
From the desk of Kristen Justis, Director of Marketing and Client Relations
DANGERS OF ONLINE DATING FOR ALL GENERATIONSPART THREE – THE PROFESSIONAL
In previous postings in this series, I have discussed a widower and a divorcé who were victims of online dating scams. Many believe online dating scams only occur when victims do not meet the perpetrator in person and when the perpetrator lives out of the country. This is far from the truth. Lauth Investigations International, Inc. has handled several cases of scam and fraud in relation to online dating sites. Many of these relationships have been in person, long term, and heading towards marriage. The scammers are committed to their end goal and they stay the course of the scam for months, even years.
The following Lauth Investigations fraud case focuses on a professional woman in her mid-thirties. We hear of the cases often where the victims are older, retired, or just plain lonely. Lauth Investigations has found young, successful professionals are just as prone to falling victim to these scams.
The Professional Woman
Julia works for a Fortune 500 company in downtown Indianapolis. She owns her home, drives a nice car and has a hefty 401k. Julia has a multitude of friends she spends her time with including traveling often. One of her friends announces she is now engaged. Julia is in her mid-thirties and eventually wants to be married with children someday. The engagement announces gets her thinking how she would like to meet someone. In that moment, she decides to join an online dating website. Managing an online profile would be an easier way to meet someone instead of leaving it to chance, especially with her busy lifestyle.
Julia begins receiving a lot of interest from various men. She meets a few of them for coffee; however, there was no chemistry. Finally, she begins receiving email communication from Scott, a professional man within downtown Indianapolis who travels often. They communicate for a few weeks and they really get to know each other. After feeling extremely connected, they decide to meet.
Scott and Julia meet for dinner. It was an immediate connection. Julia enjoyed everything about Scott and the relationship begins. Although Scott is out of town quite often for his job, they spend all their free time together. Julia finds herself waiting at home for Scott instead of spending her time with her friends. Months pass by and the relationship begins to get extremely serious. Julia is in love.
The love Julia feels for Scott grows to the point she is ready to be married. She only focuses on him and their time together, until the holidays roll around. Julia understands Scott’s job is a lot of traveling; however, he is out of town over Thanksgiving, then he must go out of town for Christmas and finally New Years Eve. Julia begins to question what kind of job makes you travel and miss Christmas with your loved ones.
The questions start to rush inside Julia. She realizes Scott never has her over to his house, he only stays at her house. He takes a lot of calls while he is with her and he always walks out of the room for these calls. He has canceled a lot of dates with her at the last minute for “work”. Julia thinks back over the year with Scott and she realizes, he has never invited her to work event, she hasn’t met his family, and he has slowly alienated her from her friends and her family.
Julia reached out to Lauth Investigations International, Inc. for a simple background check on Scott. She began to fear he may be married. Even in the initial phone call to Lauth Investigations, Julia was questioning her decision to hire a private investigator as she felt guilty for not trusting Scott. Finally, she realized it is better to be knowledgeable instead of continuing blindly further into deepening this relationship.
The beginning of the investigation, Lauth Investigation’s private investigators found Scott was not married; however, he did not work where he claimed. It was found Scott was unemployed. Further investigating into his background, investigators discovered a long list of criminal activity including Identity Theft, Fraud, Tax Evasion, and Forgery. Julia was advised of our findings and she requested to know more. Surveillance and interviews of his past relations begin.
Rather quickly, investigators discovered Scott was a professional scam artist. He dates and marries women eventually taking their money and/or identity. He had opened credit cards under these victim’s names, he married some of these victims and when he divorces them, he is entitled to a portion of their retirement and checking accounts. Scott was a career criminal.
Had Julia not decided to hire Lauth Investigations International, Inc. to investigate Scott’s background, she would have been just another victim in his long line of scams. Julia was lucky as the scam hadn’t reached the money exchange or theft phase. Julia confronted Scott and she has never heard from him again.
Hiring a private investigator when beginning to date someone new seems deceptive and costly; however, it is better to go in with your eyes wide open. Be proactive and spend some money up front before the scammers take your money and your pride on the back end. Julia has since hired Lauth Investigations to complete background checks on two potentially new boyfriends over the past couple of years. She saw how close she was to becoming a victim and refuses to be in that situation ever again.
Be Proactive Not Reactive
Unfortunately for the individuals like Jack, they willingly add the scammers to their bank accounts, thereby making the money common property between the two individuals on the joint account. There is no criminal recourse for this action. The victims may pursue civil action against these thieves; however, the victims generally do not have the money to take this next action.
The questions start to rush inside Julia. She realizes Scott never has her over to his house, he only stays at her house. He takes a lot of calls while he is with her and he always walks out of the room for these calls. He has canceled a lot of dates with her at the last minute for “work”. Julia thinks back over the year with Scott and she realizes, he has never invited her to work event, she hasn’t met his family, and he has slowly alienated her from her friends and her family.
Rather quickly, investigators discovered Scott was a professional scam artist. He dates and marries women eventually taking their money and/or identity. He had opened credit cards under these victim’s names, he married some of these victims and when he divorces them, he is entitled to a portion of their retirement and checking accounts. Scott was a career criminal.