Interview and Interrogation
Don’t Terminate – Investigate! When you discover an employee has done wrong doing such as employee theft, misconduct, drug use, sabotage or any other incident that you would be justified to terminate an employee on the spot, be careful not to act or react too quickly.
Be sure to have a signed confession or sufficient video evidence to fight an unemployment claim or to prosecute. This may mean keeping your bad employee on for a short time while you gather your facts. Interrogation or questioning after a termination or arrest is next to impossible. Suspects will “Lawyer up” as they say once prosecuted or fired. So while they are still under your employ, hire an experienced professional private investigator who can help document the facts. The employer/employee relationship will assist you greatly in this manner. Employees will want to keep their job and generally will cooperate to some extent as long as there is hope that they will remain employed after the interview. Never promise that they will keep their job but you can certainly say things that may leave the possibility open.