Expert Investigations

Detecting dishonest employees is difficult. Companies and organisations can be reluctant to accept there is, or will be dishonesty in the work place. I have advised that this become a senior management agenda issue.

What avenues are available when you identify a dishonest employee?

What Methods Are Available To You?

It may be the preferred method to involve the Police in a theft or fraud, drugs in the workplace or drink driving allegations and they may assist with your investigation. They have no requirement to assist in the HR issues. It is highly unlikely they will become involved in a theft of data, citing this as a civil internal issue.

Regardless, you may need to establish further evidence. The company may wish for the investigation to be kept ‘in house’ with the intention of a ‘quiet’ dismissal as resolution.

How then does the employer gather evidence to confirm the dishonest employee?

Gathering Evidence

Within the private sector there are a range of investigation avenues available. Including the use of Solicitors, HR support and private investigations. And many investigations can be completed without the Police assistance. We do need the Police to make any arrests and to conduct property searches, but investigative tools such as surveillance, observations, computer forensics, including search and seizure for devices, interviewing of suspects and witnesses, general forensic examinations, such as handing writing samples can all be conducted lawfully by external suppliers. There is clear methodology, procedures and legal frameworks to adhere to. But, investigations into dishonest employees can be swift, dynamic, thorough and proactive.

The Purpose of Detecting Dishonest Employees

What is the purpose of the investigation? To build a complete file of evidence to hand to the Police. To find sufficient evidence to dismiss the individual. Are you seeking evidence for a civil recovery of the value stolen?

Whether the dishonesty is criminal based, or HR based the investigative routes are the same.

An employee long term falsely absent from work. A surveillance operation to show their movements and activities to confirm they are ‘skiving’. Fraud within a business: maybe a computer forensic investigation supported by interviewing of employees and a suspect. Theft of data by an employee who has just left your company. Or a surveillance operation to show where they are going, who they are associating with and their complete movements. This can be supported by a computer forensics examination of their company laptop and mobile phone. Disturbing notes left at a colleagues work station: consider a handwriting examination.

Choose An Expert Investigator

All such investigative capabilities are lawful. Although there are some variants when investigating in the Public or Private sector, but essentially the process is the same.

The reality is that the majority of investigations are conducted in house. Usually by HR, but consideration should be given to utilising outside legal or investigative support to gather primary evidence. Evidence that puts you as the employer in the strongest position possible. Evidence that will support and encourage a Police investigation into a theft, fraud, drug cultivation, or evidence that makes a simple dismissal of an employee from the organisation possible. For expert help in detecting dishonest employees, contact us today.