Protecting Your Child from Predators

Protecting Your Child from Predators

by | Jan 11, 2019 | Personal Investigations, Resources, Technology, Tips & Facts

child safetyHow easy would it be to kidnap a child in a crowded place? Maybe the park, walking home from school or even sleeping in their own bedroom. Over again, we see parents of missing children making pleas for the safe return of their children on the news. We see the Amber Alerts and Facebook posts and immediately picture our own children’s faces, thinking “What if it happened to me?” A common reaction to something so traumatic.

A young child becoming the victim of a predator is every parent’s worst nightmare, but the fact is, it is happening every day to parents throughout the country and our own fears do not wane just because our children are getting older.

I am a parent of four grown children and a mother who has worked in the field of missing persons for over 25 years. Every day I interacted with parents who were desperately searching for their missing child. Their pain unimaginable. Very quickly I realized the crime of abduction does not discriminate based upon a child’s age.

Commonly, we think of small children when we hear the word kidnapping and we think as our children age, they are safer, but the fact is, they can become even more vulnerable as they approach adulthood.

While teenagers are venturing out, without the protective eye of a parent, there is even more chance they can cross paths with a potential kidnapper. It is our responsibility as parents to guide our children throughout their lives and hopefully provide them with some tools that will keep them safe.

According to the National Center for Missing & Exploited Children (NCMEC), approximately 800,000 children are reported missing each year in the United States. That number accounts for nearly 2,000 per day.

The Federal Bureau of Investigation (FBI) estimates a relatively small number, approximately 115 of those missing children are abducted by strangers and listed as an “involuntary” abduction in the national database of missing children. However, this number does not account for children (to include teens), who are listed in the FBI National Crime Information Center (NCIC) in various categories such as “Endangered Missing,” “Runaways” or “Other.” Many of these disappearances are considered “long-term” with more than a year having passed with no resolution or explanation as to how or why the child disappeared. The fact is, we just don’t know, therefor accurate statistics impossible.

One thing we all can do as parents is prepare our children. Much of the following information and tools have proven to save lives.

 

  1. Communicate with your children

Predators do not look like the “Boogieman.” Strangers look like everyone else. Children need to understand that everyone is a stranger, even women and seniors. It is not about being unsociable, explaining this is about being cautious.

 

  1. Agree to a code word

Strangers have no business asking a child for directions or a lost pet. Many times, a predator will try to coerce a child into coming with them voluntarily without causing a scene by telling them they were sent by their parents to pick the child up. Agree to a simple “code word” like “Giraffe” or “Cheetos” that your child can remember and tell them to only trust an adult who knows the code word.

 

  1. Walking Away

Children should be taught to trust their instincts and walk away if a stranger approaches them. Though not all people are dangerous, it is always more important to be safe than being polite.

 

  1. Don’t put your child’s name on personal items

Children will tend to trust others who know their name. Never put your child’s name on personal items such as clothing or backpacks.

 

  1. Just scream

If approached, children should be taught to scream and run. Reassure your child the likelihood of being approached by a stranger is minimal but should it happen, to scream “This is not my dad” or “Fire” while running away.

 

missing childThe stakes are high when a child becomes the target of a predator. It really is a matter of life or death. According to the FBI, statistically when a child is abducted by a stranger, the likelihood of recovering them alive diminishes with each hour that passes.

When a predator has targeted its prey, survival depends upon fighting back. For example, if approached with a knife or gun and told to get in a car, statistically the child or teen have more of a chance surviving if they fight back at the initial crime scene. Survival rates drop when a child is transported to a second crime scene.

 

 

  1. Communication

As children get older and spend more time away from parents, it is important to communicate openly with them. They need to know the dangers and reality of abduction without feeling fear which can be paralyzing.

 

  1. Not alone

Children should never answer the door when home alone or answer the phone and tell the caller their parent is not home.

 

  1. No compromises

Use the “Buddy System” and teens should always inform their parents where they are going and with who. No compromises.

 

  1. No shortcuts

Children should avoid shortcuts through empty parks, fields, and alleys. It is better to always remain in a well populated area to be safe.

 

  1. Life-saving technology

Use a GPS on their phone. There are free Apps such as Life 360. The App can be loaded on both the child’s phone and the parent’s phone and track location. Personally, my children are all grown with their own families now but my daughter and I both use Life 360 to keep tabs on each other. Though teens may demand their space, their safety trumps the right to privacy.

 

Remember, promote a home atmosphere that is open so kids can let you know what is going on in their lives. It is important to help them to have an understanding and confidence you want the best for them. Thomas Lauth has been in the private investigation industry for over 30 years, and in the cases of missing children, he stresses the importance of communication between parent and child, “We often get calls for missing children and teens. Once located and reunited with their families, we often educate parents or caregivers on tenets that would prevent this from occurring again. Regardless of circumstances, the most important thing is communication. Not only open and honest communication between parent and child, but communication safety concerning things like social media. In a world where young people are glued to their devices, it’s paramount that they remember to have awareness of their surroundings. Communicate, Educate, Communicate.”

Teaching children techniques to avoid an abduction

The window of opportunity to save oneself from danger might be seconds and children need to feel confident enough to make a split-second decision. In addition to coercion, abductors use intimidation. There are some techniques you can practice at home to build their self-confidence should they ever be face to face with a kidnapper.

  1. Practice yelling “Stop, Stranger” or “Fire” to draw attention and yell as loud as they can.
  2. Practice the Windmill technique which means rotating arms in a big circle so a potential attacker can’t get a good grip.
  3. Practice the Velcro technique by having your child grab and hold onto something, not letting go. They should also learn to scream while doing this.

If a child is abducted and somehow placed in a vehicle, they should know they need to take any opportunity they can to escape while trying to keep a cool head.

  1. Children should be taught not to be passive but proactive.
  2. Try to open the passenger side door quickly or jump in the back seat and try to escape through the rear doors.
  3. If placed in a trunk, they should be taught not to panic but to look for the “release” that opens the trunk upon pulling on it. Tear all the wires to the tail lights and brakes if possible.

I know this is a very serious and scary topic and just the thought of having to explain to an innocent child that some people are out to hurt them is incredibly uncomfortable, but when teaching others about fire safety, Benjamin Franklin said, “An ounce of prevention is worth a pound of cure.” It applies throughout life.

 

Kym Pasqualini is the founder of the Nation’s Missing Children Organization and the National Center for Missing Adults and worked with law enforcement and families of missing persons for over 25 years. Kym continues to work with media nationwide to raise awareness of missing children and adults.

 

On the Line: Exposing Theft in Manufacturing

On the Line: Exposing Theft in Manufacturing

by | Jan 10, 2019 | Corporate Investigations, Corporate Theft, Corporate Theft Evergreen, Criminal Investigation, Theft

On the Line: Exposing Theft in Manufacturing

When your business is in manufacturing, you are the steam engine on a locomotive of consumer progress. Product quality and efficiency start with you—producing the best results so the next link in the chain has a reasonable chance of success. This means hiring the best people to work in your plant is paramount to clearing the black. Human Resource departments dedicate themselves to recruiting the best of the best for their company, but even the most qualified and dependable candidates can give you ugly surprises with dishonest behavior, including malingering, fraud, and most significantly, theft.

All industries experience internal theft lowering their profits, but manufacturing is one of those most heavily affected. The Association of Certified Fraud Examiners (ACFE) has reported in global industries, internal theft accounts for more than $3.7 million of eroded profits every year. The ACFE has determined, for manufacturing and production industries, the median loss is $194,000 per company.  There’s no short of manufacturing industries who suffer this loss, but to a thief, some are more lucrative than others. The top five manufacturing targets of thieves are pharmaceutical, metal, cargo, electronics, and cigarettes. The opioid crisis in the United States is not only responsible for millions of dollars of theft in pharmacies, but also in the plants where drugs are manufactured, or the warehouses where they are stored. Warehouse and plant workers often swipe units of electronics and fabrication materials for use in their own homes. These items can go for a small fortune on the street, or they can be resold on the black market to avoid being traced.

The larger the theft, the quicker it is noticed, but no company should have to wait for a large loss to implement prevention strategies. Any high-ranking employee or human resources employee can recognize the signs of internal theft, if they know where to look. For example, employees might report recent loss, or seeing product in unauthorized locations. Employees may be exhibiting suspicious behavior, like repeated rendezvous in the parking lot, or the surrounding area. Outlandish material possessions, such as new cars, designer shoes, and expensive jewelry, might suddenly be a regular part of the employee’s life. Low morale is one of the most common causes of internal theft, as employees who feel undervalued suddenly rationalize to themselves they deserve to take something from the company for their hard work and sacrifice.

manufacturing theftAs such, human resource departments are always reshaping their recruitment process to ensure they hire only quality individuals to be a part of their team. And this goes for all ranks within a workforce.  While a lower-level employee may not be noticed themselves, higher-level employees are the ones poised to cause significant loss to the company with their status and access to important company records. When everyone is a suspect, HR must implement procedures and methods of prevention that not only educate employees on the warning signs of theft, but also craft a culture that promotes honesty—if you see something, say something. These preemptive measures can be things like a comprehensive employee handbook, specific training to recognize signs of theft, effective security and monitoring systems, and a confidential tip line so that employees can report suspicious behavior without fear of reprisal. In manufacturing industries where groups of employees are assigned to their own sections, it’s important to have regular team meetings to maintain contact with the workforce so policies to protect the company can be reviewed and modified to improve and protect daily operations.

However, despite having a plethora of prevention methods in place, bad apples can still slip through the cracks of due diligence. When all attempts to handle a theft in-house have failed, there is still recourse. Many companies feel the need to handle all matters of theft internally, using teams of Human Resource employees or their own in-house investigator, but in-house operatives often lack the cohesive experience that comes from working in private investigations. The initial instinct might be to use an informal, in-house operative. Unfortunately, using an in-house operative has the potential to backfire quickly. If this investigator is known to the company’s workforce, their undercover efforts to sus out the culprit can be exposed easily, allowing the perpetrator to modify their methods, or disappear entirely before being identified. Poor investigations cannot only leave the perpetrator with an out, but can also exacerbate a workforce’s low morale, as employees become suspicious and paranoid.

Hiring a private investigator to investigate an internal theft has a wealth of benefits for business owners. Most obviously, an external, third-party investigator will be a fresh, unknown face to a company’s workforce. This “new blood” can freely move about the company inconspicuously. Their new hire status coupled with expertise in interviewing subjects will allow them to question other employees without suspicion. Private investigators also have a better chance of thoroughly investigating middle to higher management. As previously stated, these are the employees with the most access—able to alter inventory sheets and cost analyses. Over a period of time, a private investigator can hide in plain sight, keeping meticulous records on conversations and reporting surveillance findings that can be cataloged for any terminations resulting from the investigation.

manufacturing theftTerminations under messy circumstances like internal theft can often have legal repercussions, on both the side of the employer and employee. Companies may feel inclined to prosecute for the losses to the company, or an employee who feels they were wrongly terminated may sue. Internal investigators who have improperly handled an investigation can be the lynch pin that brings any legal proceedings to its knees. Improperly gathered evidence or illegal methods of fact-finding will compromise the company and their position in terminating the employee. Terminated employees can argue the company fired the wrong person in the interest of finding a solution, or argue the termination is vindictive action. However, an external operative like a private investigator has no stakes in the outcome of any investigation. Their only loyalty is to the truth, and as such, their investigation is dependent on facts, not company politics. Private investigators are impartial third-parties, which leaves very little room for a thief to argue wrongful-termination.

When producing a quality product, the integrity begins in manufacturing. Regardless of the type of product being manufactured, theft at this level of production is profitable to an organized thief—especially one who knows how to cover their tracks. Keeping the investigation in-house certainly has public relations benefits, but ultimately, one of the tenets of quality private investigations is confidentiality. Confidentiality between a private investigator and a company will allow them to deal with the theft discreetly, but thoroughly. Their third-party status means they have no dog in the fight, and their solution will stand up to the highest level of scrutiny.

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Active Shooter Training in the Workplace

Active Shooter Training in the Workplace

by | Nov 2, 2018 | Resources, Technology, Threat & Violence, Threat Violence Assessment Evergreen, Tips & Facts

Active Shooter Training in the Workplace

active shooterSo 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. active shooter 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. active shooter 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. active shooter 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. 

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Why Are Cases of Murdered and Missing Indigenous Women Being Ignored?

Why Are Cases of Murdered and Missing Indigenous Women Being Ignored?

by | Oct 25, 2018 | Criminal Investigation, Missing Person

Indigenous women in this country are more likely than any other group to be raped or murdered. The salt in this gaping wound is they are also least likely to see justice. Indigenous women in this country are more likely than any other group to be raped or murdered. The salt in this gaping wound is they are also least likely to see justice. These are very passive terms, but there are no others, because the amount of data available about violent crimes against indigenous women is dwarfed in comparison to those of other groups. Last year, there were 5,646 Native American women entered into the National Crime Information Centre (NCIC) as missing. As of June 2018, there had been 2,758 reported missing. Many of their families have claimed no one bothered to investigate.

The jurisdictional issues surrounding cases occurring on reservations is a giant knot of Christmas lights; difficult to unravel, involving federal, state, and tribal law. It can sometimes be unclear to investigating bodies exactly who should be looking for answers. These cases become stillborn while law enforcement plays jurisdictional musical chairs—trails go cold, witnesses disappear, or develop amnesia, evidence is eroded. These women are not likely to be found, nor are their cases likely to be prosecuted. The disappearance of Ashley Loring HeavyRunner is a chilling example. She went missing from the Blackfeet Reservation in Montana in June of 2017. Her sister begged for help from the Indian Bureau of Affairs, and the FBI did not investigate until March of 2018, nine months later.

Despite the fact tribes on the reservations are guaranteed self-government by the Constitution, the more serious crimes fall under the jurisdiction of the FBI. The FBI is not obligated to notify them if a member of their tribe is reported missing or murdered. On top of that, the crimes do fall under tribal jurisdiction are placed in the hands of a woefully understaffed force. “A lot of times it doesn’t go beyond the missing persons report,” said Marita Growing Thunder, a 19-year-old murdered and missing indigenous women (MMIW) activist.

Annita LucceshiIn fact, the work being done to preserve information about murdered and missing indigenous women is being performed in large part by private citizens, like Annita Lucceshi, a PhD student at the University of Lethbridge in Southern Alberta. “I realised how difficult it is to get a sense of just how many murdered and missing women there are because it changes constantly and there is so little official information,” Annita told Independent. The database she has compiled goes back a little over a century, and she described her experience with obtaining accurate information to be heavy labor. “The police are not helpful. Typically, I get no response at all. If I do, they say they don’t collect the data, or that they won’t be able to pull that information.”

It gets worse. In preparation for his film Wind River, director Taylor Sheridan paid a handful of lawyers to compile a statistic regarding murdered and missing indigenous women. After three months, they came back empty-handed, but had learned some disturbing facts along the way. As recently as 2013, sexual assault of a Native woman by a non-Native could not be prosecuted because it was a state crime on federal land. Natives accused of crimes against non-Natives can be prosecuted twice, by the federal government and by tribal police. This was rectified when the Violence Against Women Act gave criminal jurisdiction over non-indigenous people who commit sexual violence against Native American women.

Missing and Murdered Indigenous Women In 2015, the Department of Justice announced they were developing the Tribal Access Program for National Crime Information (TAP) so tribes can enter and view information in the federal NCIC database, thereby streamlining muddled communications between investigating bodies. Ten tribes were selected for the beta-test of this new system, but as of 2016, some had not received their TAP terminals. Once again, the wheels of justice turn at a glacial pace for missing and murdered indigenous women.

 

Investigating Employee Misconduct

Investigating Employee Misconduct

by | Oct 19, 2018 | Corporate Investigations, Harassment & Discrimination Evergreen, Investigations, Resources, Tips & Facts

employee misconduct

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.

external investigatorsHiring 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.