Surveillance capitalism has multiplied the number of eyes on us at all times. Ubiquity of security cameras, traffic cameras, and cell phones with cameras have made it possible for law enforcement to track a suspect’s movements for entire city blocks. And that’s not counting the omnipresent eye of social media, where photo and geo tags can assist law enforcement and private investigators with locating suspects, witnesses, and collect information about a location without having to leave the comfort of their offices in what is now called a “geosocial investigation.”
Before the age of geo-data on social media, employees who called off work on Friday to enjoy a three-day weekend in Atlantic City had no fears of being discovered on Monday by a nosy employer who checked their social media. When social media was in its formative years, a private investigator would be lucky to be scraping the social media of a subject who was indiscriminate about what they chose to post on their Myspace page. Nowadays, employees have to be more cautious regarding posts about their out-of-work activities than ever, with many employees maintaining two Facebook pages—a work Facebook populated by posts that would not offend the most fastidious human resource employee, and a personal Facebook where employees reveal themselves, warts and all, with no regard for who might see the pages. Now, the new reality of surveillance capitalism has changed the world of third-party investigations forever with the assistance of geosocial investigations.
Geosocial investigations are a subset of social media investigations, where the focus of the research centers around a place, rather than a single individual. After all, if you fraudulently submit an FMLA claim that prevents you from working, you’d be very careful not to post any pictures of yourself enjoying vigorous activities, like yard work or hiking. However, if you’re in a group of individuals—all with smartphones and social media profiles of their own—it’s nearly impossible to prevent all pictures of yourself from seeing the light of the internet. This newfound culture of hypervigilance and surveillance may sound like it’s harder for law enforcement and private investigators to squeeze blood from the stone of social media, but where individuals might be protective of their own information online, their friends and relatives may not.
Deriving information on a subject from the social media profiles of their friends and family is a major tenant of geosocial investigations. Exposure online is not limited to pictures. Social media widgets that allow users to check in at specific locations, or add geotags to the photos they post, are also exposing malingering employees during internal investigations. Law enforcement can use this technology to search for social media posts geotagged at the time of an auto-accident in order to locate witnesses. By the same token, they can use it to identify people who are posting in restricted areas where civilians are not allowed. The effect of this technology allows a private investigator to “crowdsource” the information, saving themselves hours of tracking down witnesses and interviewing them.
Geo-social investigations are just one consequence of the world’s newfound surveillance capitalism. As the technology continues to mature and become more sophisticated, social media will continue to expose criminals and malingerers. Employers will see a rise in the exposure of employees abusing FMLA claims. Former employees violating non-compete agreements will be exposed before they have a chance to get a new business venture off the ground. Law enforcement and private investigators will be able to crowdsource investigations with the use of geo-social data.
Carie McMichael is the Media and Communications Specialist for Lauth Investigations International. For more information please visit our website.
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.
Elizabeth Holmes was once the shooting star of Silicon Valley. With a lifelong hatred of needles, she set out to turn the world of healthcare on its ear by developing a more efficient and inexpensive way to draw and test blood in order to screen for serious diseases. In a world where access to affordable healthcare is a hot-button issue, Holmes was slated to become a revolutionary of her own making, with Forbes magazine dubbing her the “youngest self-made woman billionaire.” Now, Holmes is a pariah in Silicon Valley and heads are left spinning in the wake of the Securities and Exchanges Commission having issued a 24-page document revealing just how her duplicity left investors in Theranos’ research out $9 billion dollars.
To litigators and legal commentators, Holmes’ fall from grace is a familiar narrative. Intention to defraud aside, they say the roads in Silicon Valley are paved with ambitious young entrepreneurs who are more than willing to stretch the truth in order to sell their business. They have the determination to succeed and the naivety their deception will be forgiven once their investors are flush with wealth from returns. Since this has happened before and will likely happen again, how was Holmes able to mislead investors under the radar of Theranos’ board of directors? A breakdown of the board’s composition might hold the answer.
Prior to the release of the SEC complaint, the members of the Theranos board of directors had impressive backgrounds that might leave little doubt in their abilities to supervise the good of the company. There were former politicians such as U.S. senators and former cabinet members, who dealt with high-stakes situations every day in their capacities. There were former executives with previous experience in making decisions and placing trust in competent individuals. But despite their differences in resume, they all had one glaring similarity: They were all white men, over the age of 65. Research has shown while their backgrounds might have been impressive, their homogenous nature may have played a huge role in preventing them from identifying Holmes’ fraud before it was too late.
According to Prof. Andras Tilcsik, who holds the Canada Research Chair in strategy, organizations, and society at the University of Toronto’s Rotman School of Management, diverse boards are what prevent problems in large companies, “Companies with more gender diversity on their boards, for example, are less likely to reissue financial statements because of error or fraud. Diverse groups also tend to consider more factors when making a decision. Racially mixed juries deliberate longer, share more information, discuss a wider range of relevant factors and even make fewer mistakes when recalling facts about a case. Ironically, lab experiments show that while homogeneous groups do less well on complex tasks, they report feeling more confident about their decisions.” What the research is telling us is this: The more a person looks like us, the more we are willing to trust them. The attention to detail that might have been shown by a more outwardly diverse board was not shown by the Theranos board of directors in the case of Elizabeth Holmes. The similarities shared between members of the Theranos board likely created a false sense of security and allowed Holmes’ deceptions to go unnoticed.
Diversity in expertise prevents boards from becoming too comfortable with business practices and makes them open to new ideas. Given the research on homogenized groups, it is reasonable to think this group of white men with an average age of 76 may never have questioned the veracity of Holmes’ research and her promises to deliver the next big thing in medical technology. This has happened before and is likely to happen again, because while the source of the fraud is often dealt with and forgotten, there is no examination of how board composition can enable fraud.
Carie McMichael is the Communications and Media Specialist for Lauth Investigations International, writing about investigative topics such as missing persons and corporate investigations. To learn more about what we do, please visit our website.
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.
You receive a phone call and hear the voice of someone you don’t recognize. They tell you they have your child and will kill them unless you pay a ransom. They direct you not to call police or you will never see your child again.
What would you do?
You tell the person on the other end of the phone not to hang up. You don’t want to disconnect with the one person that can reunite you with your child. You plead for your child’s safe return. “Please don’t hurt her. I will do whatever you want,” you cry.
They demand you go to the bank and wire a ransom of several thousand dollars. Do you call the police? Do you pay the ransom and hope some thug will return your child to you safe?
A child going missing is every parent’s worst nightmare. For those who do have a missing child, living with such ambiguity is said to be the most traumatic of human experiences.
Sounds like a situation that only happens in the movies, right? Or, something only happening to the wealthy.
According to Newsweek, the Seattle Police Department is issuing warnings to parents advising scammers are targeting parents and demanding a ransom in exchange for the safe return of children they kidnapped . . . well, virtually kidnapped. Police throughout the country are following suit.
On March 8, 2017, in Ravensdale, Kings County, approximately 30 miles southeast of Seattle, a mother drops her children off at the school bus. Shortly thereafter, she receives a phone call from a man who threatened to kill her child if she didn’t pay a ransom.
The mother was able to reach out to the school to make sure her children were there. The school confirmed they were safe.
King’s County Sheriff’s Office told ABC News, this was the first reported incident in their jurisdiction.
In another case, a woman called a father “hysterically crying” claiming to be his daughter and stating she had been kidnapped. A man then got on the phone and told the dad if he didn’t pay a ransom, he would hurt his daughter.
Officers in Denver have responded to several reports of kidnappings. In a press release issued by the Denver Police Department, police say the caller demands a monetary payment in exchange for the release of the victim’s child. The caller dials the parents in the afternoon and demands the ransom to be wired to a bank.
After investigating the recent incidents in Denver, they determined the kidnappings were false and all children involved in the incidents were found safe.
Virtually Kidnapped Daughter
On Monday, April 16th, Sean Hollister was at his residence in Longmont, Colorado, about 15 miles northeast of Boulder, and received a frightening call from his 11-year old daughter who he thought was at school.
“My daughter was in tears, sobbing,” Hollister told the Times-Call. “I thought she was in trouble or something. She said, ‘Dad, I’m sorry I let this happen,’ which is exactly what she would say,” Hollister said.
“I said, ‘What’s wrong,’ and I offered up her name, so he knew my kid’s name,” Hollister said a man got on the phone and told him, “I got your daughter in a truck. She is on her way to Mexico.”
When Hollister told the man he was calling the police, the girl came back on the phone screaming. “Daddy, they are cutting me. Don’t call 911.”
Hollister was able to call police on his cell phone. “The caller told Hollister to get his wallet and identification and promptly leave the house.
Victims of “virtual kidnapping” describe the incident as traumatic.
Hollister’s postman was in the yard when he walked outside. “I’m mouthing ‘Help me,’ and he is freaking out,” said Hollister.
Longmont police showed up at his home fast and they took over from there and the caller hung up. Officers quickly determined Hollister’s daughter was safe.
The traumatized father would later find out the callers were trying to pull off a “virtual kidnapping” scam.
“The gap between the cops getting there and finding out my daughter is okay was terrifying,” said Hollister. “Who would think someone would be that cruel?”
Hollister’s caller had a Mexico number, but police say it is possible the caller was local and hijacked the number to appear like the call was made from out of the country.
In yet another case, a woman received a frantic call her brother had been kidnapped, injured and bleeding out, demanding thousands of dollars through a wire to return him safely. She was able to reach her brother on another phone and never paid any money, but a clear sign anyone can be a victim of this type of horrific scam.
According to FBI kidnapping expert, Agent Eric Arbuthnot, several organizations use these scams regularly to make money.
“Thousands of dollars in ransom,” said Arbuthnot. “And you’re talking about a criminal organization that is capable of doing more than one kidnapping at a time.”
According to Arbuthnot many of the cases have been happening on the West coast and along the border involving criminal organizations from Mexico, some claiming to be members of the cartel.
The FBI has seen recent increases in California, Nevada, New York, and Texas.
Monroe Police Department in Connecticut said by using social media, scammers can identify a victim, look up relatives, and reference names of family members and friends to make the call appear legitimate.
FBI Supervisory Agent Christopher Johnson said his office in St. Louis, Missouri deals with these types of crimes. “Scammers will often mention specific facts about the parent or victim, likely from information they were able to obtain online.”
Authorities say about one in five kidnapping cases are successful resulting in the criminal getting their ransom and not getting caught. While extortion has been around for decades, virtual ransom kidnapping calls are increasing around the country.
FBI Special Agent Glenn Milnor warns parents about virtual kidnapping.
With this emerging scam, the FBI has launched a nationwide campaign to warn parents to fight back against “virtual kidnapping.”
If you receive a virtual kidnapping ransom call…
Unlike traditional kidnapping schemes, a “virtual kidnapper” has not actually kidnapped anyone. According to the Federal Bureau of Investigation, if you receive a call from an individual demanding a ransom for the safe return of a kidnap victim, it is suggested you quickly evaluate the following to determine if you are receiving a legitimate ransom call:
Caller insists you stay on the phone.
Call does not come from your child’s cell phone.
Caller tries to stop you from contacting the kidnap victim.
Call includes demand for ransom to be paid via wire transfer.
Ransom amounts may decrease quickly.
Knowing what to do
Police say it is best to hang up the phone; however, if you continue the conversation pay attention to the following:
If you engage the caller, don’t call out your loved one’s name.
Deliberately try to slow the situation down and ask to speak to your child directly.
Ask “proof of life” questions like, “How do I know my loved one is okay?”
To gain confirmation if your child is an actual kidnapping victim, ask questions only your child would know such as the name of a pet.
Listen very closely to the voice of the person speaking. If possible record the call.
Have someone else try to call your child’s cell phone, school, text, social media, etc., to confirm their safety.
To buy time, repeat the caller’s request and tell them you are writing down the demand or tell the caller you need time to make arrangements.
Don’t agree to pay a ransom: by wire or in person.
Don’t deliver money in person.
Immediately call your local FBI office and police.
According to the National Crime Information Center (NCIC), as of March 31, 2017, there were 86,618 active missing person cases in the FBI database, with 8,792 entered as involuntary.
Experts agree an actual kidnapping with a ransom demand is quite rare but all experts urge parents to be vigilant.
