Human Resource Personnel are typically
tasked with conducting generally impromptu or slightly more protracted universal
queries consisting of a tipster report or a records abnormality triggering
formal to informal interviews, but history tells us that having employees
investigate co-workers, superiors or subordinates is problematic and downright
In one case an HR employee got the task
to “dig into” the activities of another employee in a different department and
failed to fully disclose the secret romantic affiliation with the person to be “looked
into.” This “conflict of interests” led
to this firm’s involvement upon which the so-called conflict developed into
facts that investigators followed to discover a more insidious profit motive
for the internal investigation to “drag on” as one confidential case contact
described the situation.
In a separate case, one employee “asking
around” about another employee was quickly accused of sexual harassment by the
person under informal investigation.
The above real case examples goes to why a disinterested third party evidence-following organization of trained and
experienced private investigation firm employees, with “no dog in the fight”
may be the best “ounce of prevention versus a pound of cure” solution when the
investigated may become litigious, threatening, and even too well insulated to
fully establish internal work policy violations or possible outright criminal
violations of applicable laws.
One plan is to have this Firm’s
investigators come in for scheduled interviews after the firm has determined
who to investigate, what is being investigated, what to look for in terms of
potential evidence, and then who to interview.
Detailed written reports are
controversial depending on who one talks to.
While some opt not to generate written
reports that may be subject to later civil discovery, this Firm’s position is
that written detailed reports are absolutely crucial to avoid investigators
being “sworn in” and trying to testify from memory weeks, months and even years
after an investigation has concluded.
Investigators from this Firm are also
seasoned bail bondmen and bounty hunters who could be financially ruined,
maimed, and even murdered if they are unable to interrogate people while seemingly
not interrogating people, which is the essence of bail bond underwriting and
developing informants in pursuit of wanted felony bail fugitives. Stated differently, this Firm’s interview
investigators are the best in the business at getting to the truth with a smile
and kind word where others may turn to unnecessary aggression out of
frustration or inexperience.
A second option is to have this Firm’s
top tier undercover operatives come in as new hires and work side-by-side in
the general area or areas of those to be studied for company policy violations,
creating hostile work environments, stealing, sleeping on the job, having
friends punch in for them, running secret side businesses selling inventory or
securing vendor contracts, and the list can really go on from here.
Internal employee investigations are
indeed very, very tricky, but this Firm’s investigators know the tricks and
pitfalls and therefore know how to anticipate and avoid problems before they
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is hypercritical to engage a California workplace environment with specially
trained and seasoned undercover operatives who can gather information and
generate documentation not only legally but who can also be unimpeachable during
a deposition or on a witness stand should an investigation uncover employee
theft, fraud, embezzlement, sexual harassment, corporate espionage, and even
good old fashioned sleeping on the job.
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