It is pretty easy to figure out who stole the pallet of parts from the back of the warehouse when the whole event was captured on CCTV. It’s not so easy to determine who stole those parts in the absence of video footage or any other physical form of evidence. However, ‘not so easy’ doesn’t mean impossible, nor improbable. Skillfully conducted investigative interviews are a proven technique; useful in uncovering the facts when allegations or indications of theft, workplace harassment and sexual harassment, discrimination, resident abuse or neglect, and employee sabotage or corporate espionage occur.
Twelve Steps to Minimize Risk with CIS’ Investigative Interview Process
Investigative interviews rely on verbal testimony and eye witness accounts from parties that may be emotionally invested or be influenced by personal or workplace dynamics. They require a skilled experienced investigator with the ability to craft strategic questions, assess individual credibility, and analyze the evidence against the backdrop of legislation and workplace policies and procedures. The more serious the allegation or the higher up the corporate ladder the parties involved are, the greater the risk of liability and loss to the employer who fails to conduct a timely, thorough and unbiased investigation.
Review the twelve step investigative interview process and learn what it takes to minimize your risk – fill in the form to the right to download the CIS eguide, Investigative Interviews.
Investigative Interviewing and Interrogation (Interactive Workshop)
Investigating Sexual Harassment: Employer Obligations Clarified with Bill 132
Sexual harassment has certainly been front and centre in the media over the past several months. Whether it's the ongoing news and allegations raised against ...