Outline Paper

Introduction:

Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.

Searching

1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.

Interviews

2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).

Evidence Overview

3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.

Evidence Preservation

4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree of unreliability due to condition status. Evidence pertaining to investigative security standards can also be demonstrated through a vocal testimony from another security employee, if the vocal testimony promotes factual content and follows a proven timeline.

Outline

Criminal investigations

Introduction

A criminal investigation is a problem-solving challenge that is affecting various countries. The new security employees of an organization should be provided with a clear guide that is to enable them to conduct all criminal investigations.

Thesis: this essay is to provide a guide for new security employees on criminal investigations.

1. During an investigation on a particular complaint received, the employer must ensure confidentiality. Confidentiality is a crucial aspect of any criminal investigation cases. The complaint or the information provided must be kept confidential to allow investigations to take place.

2. The new employees should learn how to provide interim protection. This is where immediate measures for the protection of the victim takes place.

3. Then there will be the selection of an investigator. This will be done basing on the ability of a person to investigate without being bias.

4. After the criminal event is over, there is the preservation of the crime scene. This is where one is required to collect all the necessary evidence on the case or the incident and make sure that they devise an investigative plan. The plan is to be used in the investigation where it will help in determining the reasonable grounds for identifying and arresting the person responsible for the crime.

5. As a criminal investigator, immediately after arriving at the scene of the crime, an officer is required first to make a critical decision, which at times they involve life and death. This is where one develops the interview questions.

6. Then there will be the conducting of interviews.

7. And lastly, the investigator will be required to make a decision. The investigator should always be careful not to jump into conclusions.

8. Then after the making of choice, they can close investigations. Preparing a final investigative report will take place at this level.

Administrative and personnel investigations can be a stressful situation to handle, especially if you are new to the company. The guide will help you, study over this information and it will help you.

8 Recommendations When Conducting Administrative & Personnel Investigations

1. Ensure Confidentiality: The employer has to protect the employee confidentially to the best of their ability. The employer should explain to the employee and other people involved in the investigation that all information will be kept confidential.

1. Select the Investigator: Selecting an investigator needs to maintain confidentiality and have the understanding to act as an internal and credible witness. The investigator needs to have the ability to investigate but not being bias. Strong interpersonal skills to help both parties to be perceived as fair and neutral. Make sure you have the correct attitude to conduct interviews.

1. Create a Plan for the Investigation: The investigation must be adequate, planned, and properly executed. A plan needs to include the development of a witness list, an outline of the issue, interview questions, evidence, and sources of information.

1. Develop Interview Questions: In the planning stage, questions need to Abe asked at the beginning. Having a good set of questions can help draw out facts without an interview. Additional questions can help out the investigation with more information and evidence.

1. Conduct Interviews: Inform all parties about the investigation and explain the process in which the study will be completed. Focus on being objective and impartial to gather facts that are relevant to the survey. Take notes, seek opportunities, and look for anything inconsistent and look out for names and evidence of others who might be considered a potential witness. Be cautious when performing interviews, and avoid harsh interrogation tactics. Such behavior can result in false imprisonment and confessions.

1. Make a Decision: Be careful not to jump to conclusions until all facts are presented. The investigator and legal counsel need to make the final determination of any staff member actions based on the final report.

1. Closure of Investigation: The employer then needs to notify both the accused and complaining about the outcome. Ensure the complainant agrees that he or she understands the results and agree to them. Lastly, the lead investigator should give a friendly reminder to preserve confidential no matter the outcome with one another.

1. Develop Written Summary Investigation Results: Making a document to ensure that if the government agency or jury were to review, it is crucial. The investigation needs to be all documented and dated in the final report

Employee security is something that this organization prioritizes, the organization is dedicated to serving employees with a conducive working environment that protects their welfare. The essence of this employee security guidelines is to ensure that every employee in this organization is aware of what he or she is anticipated to do as well as the roles and measures employed to guarantee the same. The guide also contain the methods of investigating and documenting the work related injuries. Below is an outline for the employees’ security in this organization.

Introduction

• Employees injuries may result from the following and related activities

i) Injuries caused by breakages of items.

ii) Falling objects from the stacks.

iii) Any other work related injuries

Documenting of injuries.

• Employees should report injuries sustained as soon as possible.

• Employees should fill personal injury form.

• Reimbursement for medical expenses as per the organization policy shall be done.

Investigating and documenting.

• Once the claims have be filed, the company shall investigate the injuries to establish their relevance to the work,

• This will help the company to avoid paying personal injuries that are not related to work.

• Documenting will help the organization in record keeping and asserting the related costs to the organization.

Compensation process.

• Once an injury has been ascertained, an employee will be required to fill a form indicating costs incurred.

• An employee shall wait for 30 days for the payment to be processed.

• Compensation shall be in accordance with the company’s policy.

All oncoming security personnel have to go through an initial background investigation when they are hired on to the company. Due to the nature of the product being housed and distributed by the company, it is crucial that new employees possess values that align with the company’s goals. Individuals seeking employment are interviewed by Human Resources, where HR staff initially determine whether the individual is a good fit for the security position. When potential candidates turn in their resume and cover letter, they are required to have at least three references that will be contacted via email or telephone call to verify that the individual is who they say they are, and to get some initial background information on the candidate. Once the resume is reviewed and the candidate is selected for further review, a request for LiveScan is sent to the candidate to complete and return with the LiveScan results. A LiveScan scans in the candidates fingerprints and a copy of the form with fingerprints attached is sent to the FBI for a background check based on the information on the form. The completed original copy of the request form is submitted to the hiring company, and the company awaits the results of the LiveScan. When and if the results clear the candidate, they are then considered valid for hire.

Employee training

New employees will be expected to participate in classroom training, tactics training, and satisfactorily passing all evaluation. Clients will then shadow a training officer or senior officer for on the job training. After an appropriate amount, the new officer will be able to handle responsibilities without being shadowed. The new employee acceptable performance of job responsibilities must be signed off by training or senior officer before the new employee can become permanent. After the employee becomes permanent, he or she will be expected to attend routine trainings and complete recertifications

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References