The Managing Director of a design agency made contact to discuss concerns that he had a suspicion that one of his employees had stolen company designs and was working freelance during company hours and passing off his employers’ work as his own. Suspicions had come from the fact that diary entries and logs by the employee did not correlate with his movements, the employee was always making excuses for not being able to attend meetings, was often not contactable on the company mobile phone and finally, as is often the case, rumour about the employee being self-employed had reached the Managing Director. Whilst there were employee contractual issues and breaches of contract there was also the issue of Intellectual Property infringement.
Clients are often faced with the dilemma of how they gather evidence to prove their suspicions especially without alerting the individual concerned. The MD had tried to make various enquiries himself but it was clear from information gathered and the activities of the employee that he was acutely aware that any of his activities or actions could raise suspicion and in his own mind he was being extremely diligent and careful in his activities and approaches. The question then becomes how to gather the evidence?
The first challenge for Expert Investigations Group was to entice the employee to sign a new contract with us. The employee had an interest in projects that involved the automotive industry and initial intelligence led that he was working with a friend designing websites and traditional marketing media based around the automotive industry. We spent time with the MD in order to get an understanding of what would be enticing and a cover story and identity was created which involved a new company with a product launch based around the sale of vehicle products, such as alloy wheels, in car entertainment systems, aerials and other such items as windscreen wipers and exhaust covers. This also involved the design of a website to allow customers to view the products, make purchases and have deliveries in accordance with just in time logistics. We approached the employee, who took the bait and arranged an appointment with us at the work premises of an associate of his. Two officers attended the meeting and the employee and one other person were present. The meeting was being conducted in the MD client’s company time and the employee had it booked in his diary as a client meeting belonging to the MD client’s company.
During the meeting the employee projected images onto a screen from his laptop of work that he claimed was his own, his own design, that he held the IP for them and that he had been in business many years and produced references that he had put into his name that were actually references for the client company. The meeting took place over two hours, and a further meeting was arranged for the following week. During the second meeting the employee again, during our client’s time, produced IP belonging to our client, passing it off as his own. Both meetings were covertly video recorded, giving clear irrefutable evidence of the marketing material, websites and other relevant IP belonging to our client.
All this lawful evidence was given to the client who was then able to deal with the individual not only on the contractual employee related issue, the gross misconduct issue but also on the passing off and the theft of IP. It is a huge benefit to be able to have the capability to gather covert evidence that is irrefutable that turns your suspicions into the reality of fact.