SEC430 New Security Employee Guide
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new_security_employee_guide.pptxName
Class
Date
New Security Employee Guide
Evidence Acquisition and Management
Criminal and Civil Responsibility
Secure Evidence
Preserve Evidence
Document Evidence
When conducting a criminal investigation in the security setting it requires the security personnel to understand and respect the legal and ethical obligations. Security personnel have a legal obligation to protect the rights of the citizen and an ethical obligation not to violate the rights of the suspect (Beaty, 2011). Just like in a criminal investigation with law enforcement, security personnel must first secure the evidence so it can be preserved and the evidence left where it is located so it can be carefully document. Evidence need to be photographed where it is located and if it is involved in a criminal investigation must be left for the police to collect.
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Evidence Acquisition and Management
Chain of Evidence
Protect integrity
Exclusionary Rule
Secure Custodian
One of the most important aspects in managing evidence is to ensure the evidence is properly preserved to avoid becoming damaged, lost or destroyed but also it is in the documentation of the evidence. In order to protect the chain of evidence every step of the evidence preservation and collection must be carefully documented. When the evidence steps are not properly documented the result is the evidence becomes vulnerable to being excluded from the court process. Based on the “exclusionary rule any evidence that is illegally collected or not properly documented is vulnerable form being excluded from the court process. Once evidence is collected and documented it must be placed in the hands of s secure custodian. In criminal cases law enforcement is the best custodian for the evidence.
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Administrative and Personnel Investigations
Wrong Doing or Misconduct
Legal and Ethical Obligation
Everyday Work Situation
Not Criminal Investigation
In the administrative or personnel investigation the actions of the employee are not criminal but against the policies of the organization resulting in an investigation. The administrative investigation involves an everyday work situation where the employee has engaged in some type of wrongdoing or misconduct. The goal is to develop factual information in order to determine who is responsible and develop an effective course of action (NPS, 2012). The investigator still has a legal and ethical obligation to the employees under scrutiny and must act in accordance with the law and policies and procedures of the organization as well as keep in mind there ethical obligation.
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Administrative and Personnel Investigations
Question Witnesses
Response Private and Confidential
Credible and Factual Information
What, When, Why, Where, Who
The administrative or personnel investigation is usually the result of a complaint or an action that caused harm for the organization. The administrative investigation involves developing factual information through interviewing witnesses and developing documentation. The administrative investigation is similar to the criminal investigation in that the goals of the investigation is to determine who is responsible, why they committed the wrong doing, where it occurred, and when it happened. The responses obtained by witnesses must be kept private and confidential and only factual information developed in order to make an informed decision on who is to blame as well as to determine the type of response by the organization.
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References
Beaty, A. (2011). Evidence Management. Retrieved November 25, 2012 from http://www.cityofws.org/Home/Departments/Police/Articles/EvidenceManagement
National Park Service. (2006). Conducting an Administrative Investigation. Retrieved November 25, 2012 from http://www.nps.gov/training/tel/Guides/Conducting_Admin_Investigations
