New Security Employee Guide

John Siggers
SEC/430
March 18, 2013

New Security Employee Guide Throughout this guide as a new employee you will learn about many of the basics of what to do in investigations. These topics will start with the basic principles of an investigation then lead into the criminal investigation basics then learn the proper evidence acquisition and management the next step in the guide to helping you with the investigation process is employee and administrative investigations ending with personnel investigations.

Investigation Principles Investigations are the examination, study, tracking, and the gathering of factual information (Sennewald-Tsukayama 2006). With this being said the investigation process is more of an art form than it is science, but science in many investigations plays a large part. The person that is doing the investigation is the gather of facts; this person must hypotheses and is able to draw a conclusion that is based on the information and the evidence. The basic principle in investigation is that the process is a comprehensive activity that involves the collection of information with the application of logic and the ability to use sound reasoning. The basic end result in any investigation is that it is a factual explanation of what has happened if the issue or incident is that of history, or what is occurring, or if the issue is of the present (Sennewald-Tsukayama 2006). There are two types of investigations to think of the first one is the constructive investigation these are the investigation that are preformed in a secret manner. This is type of investigation is done when the suspects or the activity is expected. The purpose of this type of investigation is to see if the issue is really happening. The next type is reconstructive investigations these are the types of investigations that investigators have to piece back together to see what may have happened. With investigation principles one thinks of the issue itself, meaning there is the crime then the process of finding possibly who and what caused the crime and all things in solving it. In any investigation there are processes that must take place. This starts with information and the gathering of all communication and observation. Starting with communication this is one of the principle ways to get information for any investigation because this is the process of information that can help the investigator get a start in compiling what had happen or seen. This information can be gathered by interview different company employees to outside sources. Once all the information that the investigator has gathered is ample enough to proceed then the investigator will process the scene such as taking the information given and apply it to the next step. The next step is gathering the evidence and the processing steps of that evidence which will be discussed further in this guide. As a new employee in this company there is a cooperating effort with the public sector of law enforcement with the handling of evidence in most investigations. They will collect and process the evidence then we will need to document all evidence and information until that time. Some of the basic principles and methods are again information gathering then evidence documenting the principle steps here can consist of photographing the evidence to drawing a diagram of the placement of the evidence and the scene the self. Throughout these last principles of investigation talks about the process of collecting evidence and information the best thing to remember is during this process is to keep the best records during this step because it may and most likely will be used in court if a conviction of suspect is caught. Some of the other principles are the steps in conducting undercover investigations that may or may not be needed in this company. But the many steps in this type of investigations deal with surveillance and possible covert actions. With any type of investigation one need to always remember the legal ramifications that can follow so following all the proper procedures and policies is very important. The basics for the investigation principles to remember are these steps that all new investigators should keep in mind first one is the What of the investigation meaning what is the problem or the crime. Second the solution of the investigation which we call the How, then there is the identifying of the suspects which is the Who of the investigation. The next step of any investigation is the information this is what is called the Where of the investigation. The process is very important in any investigation this one the When or something that needs to be addressed and is the time factor with in an investigation it making a time frame from the evidence and information gathered by chronologically piecing everything together to help build the case. The last step or process that is used in investigations is the Why or better yet the motive of the crime this only can be done right if all the other processes are followed through properly and adequately. Throughout this section of the new employee guide there has been discussion of many different principles in investigations. These process when allied properly and thoroughly a investigator can come to the proper conclusions by the use of the What, How, The Who, Where, When, And Why of the investigation and by follow all state and federal laws and regulations during the investigation in most cases can come to the proper conclusion for the case and by having the proper documentation incase it is needed for court to make a solid and completed investigation. Within this company as a new employee the most widely used principle that will apply are the powers of observation and report writing as well as documentation for your rounds and reporting to your supervisors on anything of important but it always a good idea to have the basic investigation principles. In a edition with following these basic principles will help you as a new employee be able to follow the needs that may come up with the rest of the information in this guide with the criminal investigation, evidence acquisition and management, and employee and administration investigations as well as personnel investigations

Crime Scene Investigation During your tour of duty each time you are scheduled to work you will conduct a walking inspection of the premises and ensure that all areas are secured. This includes all outside entries and all doors within the building. All observations will be noted in your duty log and initialed. While conducting your patrol should you come upon what appears to be a crime scene you will immediately ensure that the person or persons who committed the crime are not still in the area. You will notify your supervisor who will notify the building and company owners. You will also notify the local police and secure the area so that no evidence may be disturbed. You will also inform your partner of what is happening.

He or she will remain at the front desk area until police arrive and you will remain at the crime scene. You will not under any circumstance conduct an investigation of the scene. You will not touch or move anything that may be evidence from the crime. You will only leave the scene when the proper authorities arrive and start their investigation. You will also provide any assistance that is required of you. If the person or persons who have committed the crime are still on site you will attempt to detain them if possible but not place yourself in any danger of injury. If possible try and get a good look at the person or person to aid in identifying them later if and when they are apprehended. You will not interfere with the local crime scene investigators during the processing of the scene. Once the investigation of the crime scene is completed you will submit a written report of what you found during your walking tour of the building, what actions you took and who was notified when the crime was noticed.

You will be provided with a copy of your report once it has been reviewed by your supervisor and he has satisfied with it. You will answer all questions that he or she may have in reference to your report. While employed at this company you are not to engage in conversations with any one as to when a shipment may be coming in or what is on the shipment. You also not allowed discussing with anyone how the guard system works for the company. All of this can aid someone in planning for the commission of a crime.

Should it be found during the course of the investigation that you were working on the inside with the people committing the crime, you will be apprehended, immediately fired from the company and prosecuted to the fullest extent of the law. This includes of you were giving out information about shipments or anything else that may have aided the criminals. You will also be held liable for any damaged or restitution as a result of the crime.

Evidence Acquisition and Management

During your tour of duty you will be required to do an hourly walking patrol of the premise. While doing the patrol you will be looking for anything that seems out of the ordinary. You will be required to check all doors and windows to ensure that they are secure and locked. You will also patrol through the storage areas also looking for anything unusual. Throughout the building there are log sheets that you must fill out and sign each time you check that area. Should you notice anything or find any door or window open you will immediately notify your supervisor and then call the local police and the company management. You are not to touch anything in the area of the possible crime nor are you to conduct any type of investigation on your own. You will ensure that the area is secured and that no one else enters the area. Only qualified crime scene investigators will do the investigating, tagging and processing of the crime scene. You will however be available to answer any questions that the investigators may have and may assist them when asked to do so. Should you accidentally move something you will inform the investigators that you did so and will show them the original location of what was moved. All of this is to aid the investigators in recovering as much evidence a possible. Should the crime be discovered while any of the electronic equipment is being unloaded from the truck once again you are to secure the area and not allow anyone to touch the equipment or enter into the area. Management and the local police will be notified so that the scene may be investigated properly. The company management will verify with the police just what was taken from the load. Should you notice something that may have been missed during the initial investigation you are to inform the crime scene people immediately and if they have departed you are to notify your supervisor so appropriate actions can be taken. All of this is to ensure a thorough and complete processing of the crime scene and so that all evidence pertaining to the crime may be gathered. Once the investigation is completed you will be required to submit a detailed statement of what you did during your tour of duty. This is to include what you found on each of your roving patrols and what was found when the crime scene was discovered. This is to be submitted within 48 hours after you finish the shift you were on at the time of the crime. You will also include who was notified and at what time this was done. Your supervisor will read through the log and if he has any questions they will be cleared up at that time. A copy will be submitted to your supervisor and you will be provided a copy of it. It cannot be stressed enough that should you find that a crime has been committed, it is not your job to investigate the crime but only to secure the area until trained forensics personnel arrive and process the scene.

Employee related investigations Employment related investigations are done for many reasons. They are conducted in the pre-employment phase, if leadership suspects deviant behavior, and if the individual(s) are accused by another employee. The pre-employment screening process can include credit checks, criminal activity background check, interviewing past employers, interviewing neighbors and friends listed on a reference page of an application, date of birth verification, vehicle citations, Social Security Number verification, residency verification, and drug screenings. Internal investigations could be looking into someone stealing from the company or embezzlement. Other investigations involve harassment whether it is sexual, based on race, ethnicity, religion, age, sexual orientation, or disabilities.

Pre-employment investigations The pre-employment screening process begins with a personality test although it is not like a criminal investigation or something like that but it could show tendencies that a potential employee may have. There are a variety of pre-employment screening tests exist, including personality tests, honesty and integrity tests, and skills and aptitude tests. The military uses the Armed Services Vocational Aptitude Battery (ASVAB) test to place individuals into jobs in which the applicant has the most knowledge about and also if the individual is qualified to enlist in the United States military. Scores in other areas of the Armed Services Vocational Aptitude Battery test determine if he or she qualifies for an enlistment bonus or the Montgomery GI Bill. Best Buy conducts a personality questionnaire designed to see how a potential employee will react in given situations and whether that would be favorable for the organization or not. Both types of testing require a certain level of preparation for different people. For someone taking the Armed Service Vocational Aptitude Battery test there are practice test that an individual can take to try to eliminate pre-test anxiety. The best practice for a personality is to be honest if the individual decides to lie; the leadership will be able to tell if the employee starts to show specific behaviors. Physical preparation for an aptitude test an individual should get plenty of rest the night before and have a fulfilling meal prior to the test. For the other types of tests there is no practical way to prepare other than to be well rested and have a clear mind. No matter how bad the individual wants the job that he or she is applying for, he or she should answer the questions on a personality assessment as honest as possible. Most of the personality assessments are designed to determine whether he or she is answering as accurately as possible on each question. The tests are not designed to see whether and individual can come up with the answer the employer wants. Credit checks and drug test are usually required as part of the pre-employment screening. The individual has right to protect themselves within this process because the employer cannot ask for consent to these types of tests under any false pretenses and the company must provide the individual with a copy of the credit check in writing should they choose not to hire that individual based on those findings. Credit checks are part of the background checks that are conducted currently. Credit checks let the employer know if a person is responsible and can be used to determine the competency in terms of handling finances. Employers consider a few things of importance when reviewing a credit report. First is to see if there are accounts in good standing, not in good standing, or if you have any bankruptcies or judgments against an individual. The credit checks cannot be conducted without consent, disclosed with anyone outside of the hiring process. If the employer determines that an individual will not be hired or promoted due to the information found on his or her credit report. A criminal background check conducted to see if the potential employee has had any issues with law enforcement whether its misdemeanors, felonies, or federal offenses. Along with background checks employers can also conduct interviews with neighbors, friends, or past employers. The organization is limited to what they can as past employers beyond whether they would hire that individual again. The Social Security number verification is done with the Social Security Administration and the Department of Homeland Security and is used to verify that an individual is cleared to work in the United States. If the employee may be issued a company vehicle, a Motor Vehicle Report will be run to determine if the individual is a good driver. The Motor Vehicle Report not only had citations but also accidents but at-fault and no fault. For most situations if there are more than three of any combinations of offenses the person will not be hired and any time during an individual the person can be terminated. The Motor Vehicle Report also identifies what regulations, special endorsements, and state rules, regulations, and requirements. Employee theft is among the highest drainers in a company. An estimated 50 billion dollars is lost every year from businesses in the United States due to employee theft. Approximately one-third of employees have committed some kind of employee theft, and about half of them will steal from that same employer again (Tim D. Wilson Investigations, n.d.). Merchandise is not the only thing employees steal money, time; supplies, overcharging customers and pocketing the extra cash are all among things employees steal. Along the lines of theft is embezzlement but it is more of a white collar crime than a blue collar crime. Embezzlement is the illegal transfer of money or property for personal use. The difference between embezzlement and theft is that embezzlement involves some form of breach between the embezzler and the owner of the property, often his or her employer. Harassment in the workplace is behavior that is deemed offensive or unwanted. The employee feels intimidated or offended by the actions of another. Harassment does not have to be sexual. People are targets of jokes or comments about one’s race, ethnicity, religion, age, sexual orientation, or disabilities. Harassment creates a negative feeling for an individual’s work environment, and lessens the moral for those involved and should not be tolerated. If management does not act swiftly to the harassment the company may be open to legal problems.

Personnel Investigation Credits Checks An employee applying for a position with this company must submit to a basic credit check which is a standard policy procedure and would have to give permission for the company to conduct the credit check. The credit check will not affect the perspective client credit score by the credit reference agency. The credit will not affect the overall consideration for employment but is an important part of establishing creditability and address any forth going liability. It is not the intent of this organization to pass along judgment but to encourage a good honest working relationship where the organization can intelligently cover and assist employees in various matter regarding credit issues. The company also offers credit mentoring classes for employees who would like to enroll after their 90 day probationary period of employment.
Information will be attained solely by the three main credit agencies. ✓ Trans Union ✓ Equifax ✓ Experian

Drug Screening Drug and alcohol abuse contributes to billions of dollars of lost productivity and thousands of work place injuries each year. The nature of security work requires that we employ the company policy is to employ a work force that is free of drug abuse of any kind. The C Team Security company takes drug and alcohol abuse as a serious matter and this behavior will not be allowed. The C Team Security company absolutely prohibits the use of non-prescribed drugs in and outside of the work place. The sale, possession or use of alcohol or drugs while working on the company property or on off- site assignments will result in disciplinary action up to and including termination. Employees are required to arrive at their assigned post on time and in appropriate mental and physical condition for work. It is The C team security company obligation to provide a drug-free and safe environment for all employees and or clients. According to the company drug policy, candidate who makes it to the final stage of the application process is required to submit to a urinalysis to test for illegal drugs. An applicant with a test resulting in positive will not be offered employment for the time period of one year from the date of the positive test. The applicant will have an opportunity to submit medical documentation of legally prescribed medications which could explain the result of positive. Also C Team Security reserves the right to randomly demand a drug test at any time for the first 180 days of employment and will follow up with any reasonable suspicions that may occur. Any decline to take the test will result in disciplinary actions including termination (Hair follicle drug testing, 2013).
These screening will include the following: ✓ Urine Drug Test ✓ Hair Drug Test DNA ✓ Marijuana Drug Test

Background Checks Background checks are a standard procedure for Team C Security Company, and are also a state requirement for all new employees in the private and public sector to undergo a full State and Federal background check. The background check procedures required by Team C Security has been sectioned out to adequately facilitate all of the various factions for the companies infrastructure as well as general clientele. Team C Security Company offers background check services to our employees the general public and private businesses from our main office in downtown area. Individuals who are interested in obtaining a background check on themselves for employment, license or certification purposes can apply without appointment. The fee for obtaining a background check is $35.00 for a State Web Check and 35.00 for a Federal Web Check. For a State and Federal Web Check the fee is $65.00. Typically if a company mandates for the employee to have a Web Check they would generally ask for both State and Federal Web Checks. Background checks can make the difference between having a successful work environment and workplace disaster. Back ground checks for Team C Security Company is a vital tool used in determining the best individual for the position. Team C Security Company will always uphold the highest level of honesty, integrity and proper handling of criminal records to mitigate the exposure of nonchalant hiring and contrasting impact claims. Without this information there could arise a situation that will cause the employer to hire individual without knowing important facts that could cause a problem later. This is why the criminal background checks are such a vitally important tool to the hiring process (Nemeth, 2005).

Conclusion The basic principle in investigation is that the process is a comprehensive activity that involves the collection of information with the application of logic and the ability to use sound reasoning. There are two types of investigations to think of, the first one is the constructive and reconstructive investigation. The two work as one because the process perform is done in an professional and confidential manner where information is gathered, pieced together, researched and concluded with factual accuracy. Criminal investigation requires for the investigator to preserve evidence at a crime scene where training and experience is necessary. Evidence is a vital component of the judicial system and every piece of evidence or the lack thereof can actually determine the case outcome. It is also important to understand that when a crime has been committed, and the security officer is first on scene, their responsibility is not to investigate the crime but to secure the area until the proper authorities arrive. Employment related investigation involves internal investigation to ensure that the integrity of the company is protected from shrinkage and other mitigated vulnerabilities resulting in a loss to the company. An employee applying for a position with the C Team Security Company must submit to the basic requirements here forth prescribed which a standard policy procedure is and understand that it is not the intent of this organization to pass along judgment but to encourage a good honest working relationship.

References
Hair follicle drug testing. (2013). Paymer Associates. Retrieved from http://www.paymerassociates.com/parents.html

Nemeth, C. P. (2005). Private security and the law 3rd Ed.) .Boston, MA: Elsevier
Butterworth Heinemann. Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/TOC.aspx?assetdataid=4754f3e8-
Ebde-4912-b89a-21dfff56abe7&assetmetaid=5f7996da-278e-42f3-9beb-93ec5688f4e4

Sennewald, Charles, A, Tsukayama, John, K. The Process of Investigation: Concepts and Strategies for investigators in the Private Sector. 3rd Edition. Butterworth-Heinemann (2006). Retrieved March 16, 2013.