2 New Security Employee Outline 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 ...

1. 2
New Security Employee Outline
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

2. 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

3. 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.

4. 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

5. 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

6. 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

7. 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
.
References
Slater, D. (2010). Internal investigations: The basics. Retrieved
from https://www.csoonline.com/article/2124800/investigations-
forensics-internal-investigations-the-basics.html
SHRM. (2019). How to Conduct an Investigation. Retrieved
from https://www.shrm.org/resourcesandtools/tools-and-
samples/how-to-guides/pages/howtoconductaninvestigation.aspx