Paper 1

New Security Employee Paper

This paper will explain the abilities, knowledge, and skills of a security employee to protect a centralized warehouse that distributes electronic equipment to a chain of electronics stores. This paper will provide meaning and an example of the following topics: Investigative principals, criminal investigations, evidence acquisition and management, employment-related investigations, administrative and personnel investigations, employee training, and the importance and methods of investigating and documenting work-related injuries as an element of the worker’s compensation claim process.

Investigators must be experienced, trained, and independent as possible. Relevant documentation must be reviewed and secured, relevant issues must be pursued and identified, and relevant witnesses must be thoroughly interviewed and identified. Relevant digital and physical evidence must be collected, preserved, identified and examined as necessary. “The analysis of all the material gathered during the investigation must be objective and based solely on the facts” (Esteves, 2014). Confidentiality, anonymity, women and children safety and welfare, professional care and competence, planning and review, and planning or reviewing is other investigative principles that a new hire must obtain.

Locard’s exchange principal is the key principle to underlying crime scene investigation. It states that something physical is added to and removed from the scene, whenever someone enters enter and exits the room. “This principle is generally summed up by stating, every contact leaves a trace. The logic behind this principle allows investigators to link suspects to victims, to physical objects, and to scenes. Any evidence that can link a person to the scene is referred to as associative evidence” (Crime Scene investigations, 2013). Associative evidence, reconstructive evidence, and control substances are all aspects of criminal investigations. Associate evidence provides answers towards the person or people responsible by collecting items like fingerprints, weapons, hair, and blood. Reconstructive evidence answers the question, how did it happen, by collecting evidence from like bullet paths, show prints, and broken windows. Control substances help establish the linkage of people and things to a scene by collecting trace evidence, which are items like glass fragments, fibers, or soil.

Evidence Acquisition & Employment Related Investigation

The duty to protect staff and the public from any harmful acts from employees falls within the organization (Fay, 2011, p.234). Employment investigations vary from background checks to undercover operations within the company. Criminal activity such as arson, theft, burglary and vandalism are all grounds for investigation and if found guilty, it can lead to termination of employment and prosecution. On the other hand, employee rights legislation offer protection to employee by providing laws such as Privacy Act, the Drug-Free Workplace Act, the Employee Polygraph Protection Act and the Worker Adjustment and Retraining Notification Act (DeCenzo & Robbins, 2015, p.91). Additionally, much like employee have protection, employers have a form to protect themselves emplace which allows the company to monitor employee and workplace security.

When an employee investigation is under way, there are factors to consider when disciplining.

1. Seriousness of the problem

2. Duration of the problem

3. Frequency and nature of the problem

4. Extenuating factors

5. Degree of socialization

6. History of the organization’s practices

7. Management backing

(DeCenzo & Robbins, 2015, p.105)

Siegel (2016, p.4) defines criminology as the “purpose to understand both the onset of crime and the most effective methods for its elimination”. While eliminating crime is the goal, investigators need to gather evidence and often times, re-create a scene, in order to hold those responsible for the wrongdoing. Evidence acquisition is best offered if the crime is viewed by an undercover agent, however, most cases investigators acquire evidence by identifying and classifying, modelling, pattern seeking, and researching.

Administrative and personnel investigations & Employee training

There are plenty of distinct types of investigations. I will talk about administrative investigation and personnel investigations. First, we will talk about administrative investigations. Administrative investigations are non-criminal type of investigations that deal with misconduct and actions of an employee. For example, you are working at big money firm and you are constantly late for work and you continue to make excuses as to why you are late for work. Your supervisor then writes you up for being late but the lateness continues and then you begin to argue with your supervisor and you end up threatening your supervisor. You are then fired for your misconduct and actions toward your employer and an administrative investigation is ran on you for your actions that you are doing. As you can see the type of investigation that is ran deals with typically the workplace.

Personnel investigations deal with background investigations some things that fall under this type of investigations are:

• Secret

• Top Secret

• Confidential

• Yankee White

These categories are clearances. The government and very important jobs mainly run personnel investigations on employees it’s a background screening of your background. They run your

criminal and financial background. Security specialist run this to find out your criminal history from law enforcement. My time in the military I was a personnel investigator and I ran background investigations for all Air Force members and I ran their criminal and financial background to see if they can get this type of job that requires you to get a clearance.

Employee training is very vital to investigations you have to have the knowledge and skill and experience to run and do these types of investigations. Not having the experience to do these investigations you can find yourself in legal trouble.

References

Fay, J. J. (2011). Contemporary security management. Amsterdam: Elsevier.

DeCenzo, D. A., & Robbins, S. P. (2015). Fundamentals of Human Resource Management. John Wiley & Sons.

Siegel, L. J. (2016). Criminology: theories, patterns, and typologies. Belmont, CA: Cengage Learning.

https://www.nps.gov/training/tel/Guides/Conducting_Admin_Investigations_pg_20060925.pdf