A publication from the International Association of Interviewers
I Wish There Was
a Report for That
Inside this Issue
MEET YOUR NEW ASSOCIATION
iaI’S NASHVILLE ELITE TRAINING DAY
CFI Spotlight Interview
A CFI’s First Year
HR 360
© 2014 Center for Interviewer Standards & Assessment, Ltd.
2014 ISSUE 2
Do Your
Homework
TECHSAVVY
Analog to IP: Discover
the Truth about Video
Migration
http://www.certifiedinterviewer.com/
IAI AdvisoryCommittee
From the Desk of IAI’s
the
hairman
Executive
Director
Letter from the Chairman
Letter from
of the IAI Advisory Board
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DanAdvisory
Doyle, CFI, Beall’s
Dept. Stores
IAI
Committee
[email protected]
Dan Doyle, CFI, Beall’s Dept. Stores
Wayne Hoover, CFI, WZ
[email protected]
[email protected]
The International Association of
Wayne Hoover, CFI, WZ
Debbie Maples,
CFI, Gap, Inc.
[email protected]
Interviewers (IAI) celebrates its
[email protected]
1st birthday at NRF. Launched at
Debbie Maples, CFI, Gap, Inc.
the last NRF conference last year Kirk Lonbom,
CFI, Illinois State Police
[email protected]
[email protected]
and now almost 6,000 members
strong, we are experiencing
Kirk Lonbom, CFI
Mike Marquis, CFI, TJX
Illinois State Police
growth and a demand for
[email protected]
[email protected]
education and resources in
Steven May, CFI, LP Innovations
the Loss Prevention sector.
Mike
Marquis, CFI, TJX
[email protected]
Please come celebrate with us at booth #1723
[email protected]
Chairman IAI Advisory Board
where we
be offering
special promotional
For those of you who were able to make the Elite Interview Training
Day will
in Nashville,
I am sure
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Powerfulrates
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and caseNRF exclusives, Steven May, CFI,
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The
National
Federation
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as by
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Statement Analysis
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out fraud using
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analysis ofyou
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Ray Cotton, CFI, Lumber
Liquidators
[email protected]
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hope we
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have
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to our members who have
interviews headlined the program.
[email protected]
there. For those of you who are CFIs, stop by the made this association a success.
JohnMillner,CFI,IllinoisStateSenator
International
Association
of Christian
Interviewers
boothfor providing
In addition,
IAI would like to
thank Lifeway
Book Stores
space for GDIT
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David Lund, CFI
[email protected]
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Checkview
[email protected]
wear
your
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since
you
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Gold Sponsor,
booth
#1426
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Corporation, General Dynamics Information Technology, InstaKey,
Humintell,
IntelliQ,
Security
John Millner, CFI
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Illinois
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during the conference from
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[email protected]
[email protected]
While you’re at the booth take a moment and our booth. Please stop by our
meet
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expect
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of these
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speakers to cover topics including interviewing, legal, behavior,
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want
to
ask
about
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plans
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next
year’s
Elite
[email protected]
chapter in California to support our educational aims.
Lifeway Christian Stores
Training Days on February 11th and 12th, 2014. As we continue to grow, we also continue to
[email protected]
Dr. David Matsumoto
We
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speakers
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Finally,
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I would like to introduce the newest
Alan Tague, CFI, Gander Mountain
If you are planning on attending the conference, keep these growth.
items in mind:
[email protected]
[email protected]
member of our team, Scott Oser, Corporate
Finally,
for
those
of
you
who
are
able
to
attend
Relations
Director. Scott’s role is to help us
• Stop by the IAI booth 1338 to say hello and Power
Up your phone
Melissa Mitchell,
CFIInc.
Kevin Valentine,
CFI, Sterling,
the
Conference
focus
new company members for the
Lifeway
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CFI annual
Chat & Chill
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party
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10 PM
AM on Wednesday evening can bring to a company seeking to gain exposure
Craig Cronheim, CarMax
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CFI, Gander Mountain
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702
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San Diego, party
[email protected]
to the
of interview andAlan Tague,
• You are also invited
to Avenue,
the Wicklander-Zulawski
fromlargest
10 p.m.concentration
to 2 a.m.
CA
The
is sponsored by: WZ/CFI/IAI/ interrogation decision makers. We have created an [email protected]
92101. at
theevent
Big Khauna
Smith, CFI, Safeway Inc
WZ Technologies plus eBay, The Loss Prevention infrastructure for companies to create meaningfulKevinKathleen
Valentine, CFI, Sterling, Inc.
[email protected]
Foundation,
Verisk
Enabl-U),
deep relationships
[email protected]
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fast (Aspect,
this year is LERPnet,
going and how
quickly theand
organization
is growing! with our members through
and
Security
Resources.
many and varied opportunities.
Douglas Wicklander, CFI, WZ
We are looking forward to seeing you soon.
David E. Zulawski, CFI, CFE
Sincerely
Chairman, IAI Advisory Board
David E Zulawski, CFI, CFE
[email protected]
Cronheim, CarMax
[email protected]
Scott comes to us with over 17 years of marketing
David Zulawski, CFI, WZ
[email protected]
Berecz, CPA, CFE
continued...
Georgia Southern University
[email protected]
Kathleen Smith, CFI, Safeway Inc
[email protected]
Cary Jones, CFI, HVHC INC.
[email protected]
Douglas Wicklander, CFI, WZ
[email protected]
David Zulawski, CFI, WZ
[email protected]
IAI’s Nashville Elite Training Day
By Wayne Hoover, CFI
Executive Director of IAI
IAI’s Nashville Elite Training Day provided a number of “Aha” moments within the packed house of attendees. But really, would you expect anything less
from the Elite Training Day? It all started with the unveiling of the new IAI logo: a strong futuristic logo for a strong and future thinking organization.
Elite Training Day Content
Our speakers provided great content that can be used immediately upon leaving the event. And
from what I saw, some of the content was being used during the event itself. I actually observed a
few attendees run outside to call corporate to have them move on some of the items mentioned in
the training. From Allison West, the HR 360 expert discussing high end investigations, to Dave
Zulawski, CFI, talking about fact finding interviews, to Miranda Rapport giving us great insight
to prepare for court (just in case); these speakers really provided useful information. I left off
John Brocar, CFI, as his presentation really was misnamed with Disbursement Fraud. We should
have named it, “What Type of Loss Would Make You Go ‘OMG’?” To look around the room
and see everyone having that moment of self-reflection about their respective companies was
priceless. Mark McClish gave us some wonderful examples of Statement Analysis that will help
us in our investigations and statements.
To look around the room and see everyone having that moment
of self-reflection about their respective companies was priceless.
What’s Next?
As you can tell from this quick description, the time was well spent
by the attendees. An Elite Level of educational opportunities was
provided to an Elite Group. Don’t worry if you missed the event
because we have all of the sessions posted on the membership side
of the IAI website should you choose to purchase and view.
The question to ask is: “So where does IAI head next year?”
IAI will be in San Antonio for the Elite Training Day on April 14-15,
2015. We look forward to seeing you there, as we know you do not
want to miss what we have on the agenda!
Save the date
San Antonio
April 14-15, 2015!
Do Your
By Ryan Bauss, CFI
Asset Protection Operations Manager
Harris Teeter Supermarkets
Homework
It’s 8 a.m. Your phone is ringing…your colleague just called-in sick and needs you to cover her 10 a.m. fraud interview…Sweet. No problem because you are a CFI, and you have made a career out of doing these last minute interviews, getting confessions and closing cases, right? Well, maybe. I am here to tell you why that is not such a great idea.
For most of us, interviews start and end the same way – every time. We have interviewed so many people that the
introductory statement has been carved into our frontal cortex. Interestingly, we often rely on the interview process
alone, forgetting the most important time spent should be before your interview.
Pre-interview preparations are the best
investments an investigator can make.
Prepare Then Proceed
Pre-interview preparations are the best investments an investigator can make. The first step in preparing for the interview is to understand exactly what
actions by the subject would clearly violate company policy or the law (W-Z, 2009). The facts of each case are different and every investigator has different tools and resources with which to work. Determine what those possible violations are, and then proceed to complete a thorough investigation.
Start With the Goal
What remains the same, regardless of any situation, is your goal. It is important to ask yourself each time an investigation is initiated, “What is my
goal?” After the investigation is completed, the interview must occur with one goal in mind – to find the truth. Naturally, as humans, we tend to have
our minds made up before stepping foot into the interview room. We are already convinced our subject is a criminal. In fact, the police are probably
already on the way. Sound familiar? This happens so easily because we just spent countless hours gathering evidence that supports our conclusion
or “their guilt”. In extreme circumstances, investigators are so blinded by their filtered conclusions; they only search for evidence that supports their
theory, possibly ignoring or avoiding the other pieces of the puzzle. The consequences are immeasurable, putting reputations and livelihoods at risk. So
let us be aware of our possible preconceived judgments and view the person sitting across from us with an unbiased filter.
Know Your Subject
The success of your interview also depends on how well you know your subject. Interviewers are like
salesmen, selling the notion that confessing is a really good idea. How does a successful car salesman
sell a lot of cars? They learn about their customers, by soliciting background information, finding out
what their needs are, and ultimately convincing their customer that buying a car is a really good idea.
The same holds true for the interviewer. Background information allows the interviewer to tailor the
interview to the subject. You probably haven’t had the opportunity for some small talk with your subject, but others close to the investigation may have. These could be store managers, witnesses or victims.
Only involve others when it will not jeopardize the investigation. In those situations, the personnel file
may be just as helpful. How old is the subject? Is he/she married? Does he/she have dependents? What
documentation or previous disciplinary actions have been taken? Understanding the subject’s employee
profile, personality, life outside of work, and potential hardships are great resources for developing your
interview plan.
continued...
Do Your Homework continued
Not Pete Rose Again
Now that we know the subject’s background story, it’s time to sell them a car. You know
what I mean. Determine what methods of understanding might be used. By showing
understanding during an interview, the interviewer uses a one-sided discussion which
offers the subject reasons or excuses that will minimize the seriousness of the crime or
consequences of making an admission. This discussion makes it easier for the subject to
confess by allowing him/her to “save face” (W-Z, 2009). This is where the script ends
and most interviewers fall victim to poor preparation, by using the same tired rationalizations over and over again. Know who your subject is and have a variety of rationalizations on stand-by. These rationalizations were selected because they fit best with the
subject’s background information. From there, choose the most appropriate rationalization based on what is learned throughout the interview. I beg of you, refrain from
telling the old Pete Rose story again, especially if you are interviewing a teenager. The
stories need to be relevant, but need not always be the actual reason why the subject became involved in the crime. The story just needs to relate to
the subject and offer a justification for the crime. Lastly, I would be remiss if I didn’t end a rationalization narrative with a reminder to link the story
back to the investigation!
Interviewers can save time and effort by planning ahead.
Measure twice – cut once.
Measure Twice – Cut Once
Sadly, the most common reason for denials during an interview is using the wrong rationalization. Poor preparation increases this risk for denials
exponentially. Interviewers can save time and effort by planning ahead. Measure twice – cut once. The final phase of preparation is to anticipate
what types of denials could be encountered. The interviewer should address any possible denials during the interview, where it would be most appropriate. Typically, interviewers will address the concerns for denial after the rationalizations. For example, if the interviewer believes the subject
would deny due to embarrassment, it must be discussed while addressing the subject’s hope. What if the interviewer is not sure what admission
obstacles exist? A great way to identify a possible obstacle or concern is to ask, “If someone were involved in an incident, what do you think would
be their biggest concern that would keep them from telling the truth?” The subject will likely tell the interviewer exactly what fears or concerns they
have. The most common fears are termination, embarrassment, prosecution, and restitution. Have something prepared to address each of these.
It can take years for an investigator to figure out how or why their interviews suffer, particularly if their company is not monitoring them or providing any substantive feedback. More times than not, the fixes are simple – just knowing more about your subject. Interviewers must know what they
are looking for, who they are talking to, and what they are going to say. So, instead of answering the 8 a.m. phone call, send it to voicemail…and
do your pre-interview homework!
CFI’s Step Up and Speak at RILA!
The call for speakers is now open and due by August 8. Submit your proposal today!
RILA is looking for fresh and forward-thinking sessions to add to the conference agenda. Industry experts and
practitioners with a comprehensive understanding of challenges and opportunities in the asset protection industry
are encouraged to submit session proposals regarding key areas of interest, including but not limited to:
• AP and omni-channel
• Public/Private partnerships • Operational shrink
• Legislative landscape
• Crime trends, investigation & leading investigatory practices
• Organized retail crime
• Innovative AP technologies • Facility audit processes
• Analytics & big data
• Cargo theft
• Change management
•
•
•
•
•
•
•
•
•
•
The evolving AP role
E-Commerce fraud
Career development
AP in the supply chain
Workplace safety
Internal theft trends & responses
Shrink awareness & management
Strategic AP planning
AP implication associated with mobile POS
Developing your team
CHAPTER UPDAaTES
West Coast
Make it a “Must Attend”
Coming off its successful inaugural meeting in Beverly Hills, CA., the West Coast Chapter is currently planning its second
meeting for September 18, 2014 in the San Francisco Bay area. Please let us know what type of educational and professional
development programs/speakers you are looking for which would make this a “Must Attend” meeting. Since our first meeting,
the West Coast Chapter continues to network with crime fighting organizations on the federal state and local levels such as
INFRAGARD, CAL-ORCA and LAAORCA to the advancement of our membership.
Please contact Michael Loox, CFI, [email protected] if you have any suggestions for speakers or topics. Also,
we are seeking a location in the San Francisco area for the meeting which can accommodate up to 100 people. If you know of a
location or if your organization has an available meeting space, please contact Michael.
North East
Dick’s Sporting Goods Hosts in Philly
Our last meeting was in March and was hosted by Dick’s Sporting Goods in the Philadelphia market. We heard valuable
presentations from the Secret Service on counterfeit identification as well as presentations from Matt Christman on onboarding LP
executives.
The next meeting is scheduled for June 19 and will be hosted by Ralph Lauren in Lyndhurst, NJ. Discussion topics will be facial
recognition technology by Facefirst LLC, general loss interviews presented by Matt Christman and in- house training at JC Penny
presented by TJ Flynn.
Follow us @CFInsider
CFI Spotlight
Interview
By: Kevin Larson, CFI
Sr. Manager of Loss Prevention Operations - The Kroger Co.
In this edition of the CFI newsletter, we’re spotlighting
Ray Cotton, Chief Compliance Officer, Lumber Liquidators
Tell me a bit about yourself?
I am a Michigan native who has had the fortune of living all over the country during my career. I have worked
in the technology sector for the last few years running everything from executive protection and law enforcement
response at Facebook to Top Secret programs at Riverbed Technology in San Francisco.
After taking some time off, I returned to the workforce to help my current company navigate a legal response
pertaining to the Department of Justice and the FBI. I now lead a team comprised of 6 Directors in 3 countries and
approximately 70 folks under them that span from DNA labs in Australia to QA and QC teams working factory
lines. My current position is the most challenging and rewarding of my career and every day I get to learn new
things and then act on them.
How did you begin your interviewing career? Do you remember your first interview?
I was 17 years old and working in Loss Control. I interviewed the electronics associate for stealing monies that were supposed to go to a 3rd
party photo processing company. The interview was horrible and I am relatively certain that the individual only admitted to embezzlement out of
boredom or pity of my performance.
I now lead a team comprised of 6 Directors in 3 countries and
approximately 70 folks under them that span from DNA labs
in Australia to QA and QC teams working factory lines.
When did you receive your CFI designation and what did you find about the course beneficial?
In the interest of full disclosure, I had to cheat and ask… I could not remember. It was March 17, 2006. The course work was gratifying in terms
of forcing me to learn about interview and interrogation outside of the Loss Prevention constructs that I had learned it in. Generally speaking,
when someone is asked to work outside of their comfort zone and learn things that are unfamiliar, I think it’s a benefit and a service to the
individual.
What has the CFI done for you in your career?
I think whenever someone invests time and money into educating themselves, it pays dividends. In the case of the CFI designation, it gives
additional credibility pertaining to your ability to facilitate a potentially high-risk discussion in a low risk, uniform way.
continued...
CFI Spotlight Interview continued
Have you seen a big change in interviewing over your career?
When I began my career, the company I worked for at the time only provided interview training for folks at District Level or higher. Therefore,
interview training was really what you could observe or get from on-the-job-training. Those days are gone given the nature of our highly litigious
society and the propensity to sue people who operate without defined legality or guidelines.
In the case of the CFI designation, it gives additional credibility
pertaining to your ability to facilitate a potentially high-risk
discussion in a low risk, uniform way.
In your current position, you are responsible for Global Compliance…tell me a little bit about what
that means?
Depending on the company, Compliance can mean a lot of different things. In this role, The Compliance team incorporates Directors of Import
and Export, Quality Assurance/Quality Control, Loss Prevention, and Attorneys (teams) in China and South America. Given how much the team
touches, the span of concern is everything from legality harvest procedures in Europe to ensuring the safety and security of our associates in our
stores. It’s a large, challenging job that is meaningful and really fun because I work with really passionate and dedicated people. I have a direct
report relationship in to the CEO and our Board of Directors and that helps to keep risk and its mitigation front and center, and in the company’s
conscious.
How does your scope of work change or influence Lumber Liquidators?
A recent adage states that, “an effective compliance program means the company cannot operate”. That phrase is a funny way of saying that the
world is full of risk, and if you try and mitigate all of it, then it’s likely the company could be paralyzed or cease to exist. The calculus of my position
is trying to balance all the global compliance aspects (legal/ethical) while not wearing away at margin, suppliers or distribution networks. We are
currently engaging cutting edge processes and oversight, which will be the gold standard in this market segment.
Why would you recommend that a person obtain their CFI certification?
The CFI designation tells people that you take your discipline serious enough to gain additional training and education around a potentially highrisk action. As an employer, I want people that are not afraid to learn or be challenged, and view their position as a long-term career. The CFI
designation helps demonstrate that commitment and says a lot to me even before I meet the individual. That speaks volumes and is a real jewel in
the crown of serious Loss Prevention folks everywhere.
Do you look for the CFI designation when you are looking to fill positions?
During the Loss Prevention hiring process, I look for a degree from an accredited college and/or University and the CFI designation. Both denote to
me a level of maturity and skill needed to be successful in this or any industry.
www.certifiedinterviewer.com
CFI’s
Stepping Up to
Speak!
CFI’s Speaking at NRF LP Conference
Joe Biffar, CFI, CFE from Chico’s FAS Inc. and Bryant McAnnaly, CFI from Disney Store North America are
presenting on Loss Prevention: Strategies for Managing Risk in a Multi-Channel World
Stuart Levine, CFI from The Zellman Group speaking on An Approach to Reducing Fraud
Melissa Mitchell, CFI from Lifeway Christian Bookstores is presenting the 2014 Annual Loss Prevention Awards
Mark Neapolitan, CFI from Sterling Jewelers is speaking on Active Shooters: Your Business, Your Customers,
Your Responsibility
Dave Zulawski, CFI, CFE and Angela Nino, CFI from Wicklander-Zulawski & Associates is presenting
Simply Complex: 7 Questions to Uncover Hidden Truths
Walter Palmer, CFI from PCG Solution is speaking about Active Shooters: Your Business, Your Customers,
Your Responsibility
Joe Pfeifer, CFI, CFE from Eby-Brown presenting on Ethics, Morals and Decisions in the Workplace
CFIs speaking at 2014 ILEETA Conference and Expo
Joanne Ryan, CFI presenting on Choose Your Words Wisely with the Cook County State’s Attorney Office
Thomas McGreal, CFI speaking on Criminal Interview and Interrogation from WZ
Lou Tessman presenting D.O.A Death Investigations from WZ
Interviewers, Investigators and Asset Protection
Professionals Have Challenges
41% of retail shrink –
equaling $18.1 billion to
U.S. retailers – attributed
to employee theft
Shoplifting & ORC –
”hybrid” forms of retail
shrinkage that may involve
employee colluders –
cost U.S. retailers an
additional $14.6 billion
Online/ cyber fraud –
which low integrity
employees can facilitate –
cost North American
merchants an estimated
$3.5
billion in 2012
011001100
100101010
010101100
2012 National Retail Security Survey
(2014)
2012 National Retail Security Survey
(2014)
CyberSource’s 2013 Online Fraud Report
(2013)
General Dynamics IT
Has Solutions
Organizations leverage our range of Human Capital Risk Management assessments to identify trustworthy, productive
and lower-risk applicants and employees.
–
–
–
–
–
–
The Reid Report® Risk Assessment for integrity, ethics and productivity
Information Security Admissions Express for cybersecurity risk exposures
Organized Retail Crime Express to deter employee collusion with ORC
Employee Safety Inventory for accident prevention
Employee Attitude Inventory for efficient investigations and theft audits
Express Scales for sales, service, drug avoidance, dependability and more…
Prou
our 2 dly in
nd ye
as an ar
IAI Di
am
Spon ond
sor
For inquiries about these or other assessments from our Human Capital Risk Management team,
or our consultative solutions that can help improve your bottom line, please contact Eric Hutchison
at [email protected] or 312-242-4428.
[email protected] • www.hcrm.gdit.com
Copyright © 2014 General Dynamics Information Technology. All Rights Reserved.
I Wish There Was a Report for That
By Jared Costa, CFI
Let’s be honest, how many times have we been working a challenging investigation and had that very thought? Recently, I was able to make an
organizational change from a soft goods retailer, to a hard good auto parts retailing behemoth. And I must say since making the change I have not
wondered that question at all, instead I find myself wondering not if the report exists but how the heck I find it.
One of the hardest things in coming from a soft good retail environment was the lack of robust reporting. Sure we had some basic tables that would
show us refund trends and give us transaction analytics but asking for much more than that was asking for too much. I mean a pink sweater is a pink
sweater. How much deeper can you get than that? Working with a hard parts retailer, I have entered a world of serialized merchandise the likes of
which I have never experienced.
When you think about reporting there are two main
attributes that are crucially important.
A Report on Reports
When you think about reporting there are two main attributes that are crucially important. The first of which is how robust the reporting is.
Can you scratch the surface with the report that you are accessing, or can it take you from Macro to micro with a few mouse clicks? Often while
conducting investigation’s we begin with very specific information. During the investigations we find other items to look at, however, following the
information through the system with great continuity can aid and often expedite an investigation. On the contrary, if you to have access ten different reports to follow a refund fraud case, this can lead to investigation fatigue. The other main consideration for me is how easy the user interface is
when you are looking at a specific incident or piece of information. I have had many experiences where learning how to ask the question when looking into reporting dictates how quickly and efficiently the process goes. The type of merchandise being sold can often dictate what type of reporting
an organization chooses to implement. I mean if you are selling soft goods for someone’s home, having a robust warranty capturing and recording
database is probably something you don’t need to consider. The last very major decision that an organization must decide is whether they want to
purchase a canned reporting system that overlays their current network, or do they build a system from the ground up.
Tracking the Parts
I currently work with AutoZone one of the biggest parts retailer around.
And have been immersed in the world of hard goods retail. Let’s take this
one step further, hard goods that have a very specific application. If we are
looking at a straight merchandise theft investigation, we can narrow down
the scope of the investigation very quickly. Let’s just say that I am missing a
starter for a 1999 Ford F-150 and there are a limited amount of items that
would work with this specific application. Once you find that this is indeed
the part that is missing, sometimes walking out to the parking lot and looking over the employee owned cars gives you a very short list of suspects. The
beautiful thing about having serialized merchandise is that inventory movement can be tracked. If someone buys this item for a specific application,
a record of that purchase gets created. This mostly happens in the form of
a warranty registration. When we purchase clothing or any other soft good
merchandise there usually is not a warranty file created to make sure that
this merchandise performs to certain specifications. However, on the hard
goods side of the aisle this is a regular and normal part of the business.
However, at some point reports are indicators and investigation starters
they can’t close an investigation or even generate an admission.
continued...
I Wish There Was a Report for That continued
The Key to Success
I would say after having spent time with both types of data sets, like most things
the beauty is in the eye of the beholder. It is always nice to have another layer of
reporting to review. However, at some point reports are indicators and investigation starters they can’t close an investigation or even generate an admission. At
most, reports can guide you to some of the answers that you seek, but in the end
a great interview will catch the bad guy.
I would say if given the option between having a few reports, versus having a
very robust reporting system, most would choose the latter. But knowing how to
use them to their fullest potential and extrapolate great data is a skill that must
be learned over time. In my opinion, there really is no correct answer. I think the
answer that makes the most sense is whatever system your organization uses and
learning how to interact and extrapolate the information is the key to success.
ON THE MOVE
MAY 2014
Mark Weiss, CFI is now Regional Loss Prevention & Safety Manager for PetSmart.
Albert Metuge, CFI was named Fraud Analyst at Ann Inc.
Derek Mayes, CFI was named Security Forces K-9 Handler at United States Air Force.
Dave Shaffer, CFI was named District Loss Prevention Manager for National Stores.
Johnny Custer, LPC, CFI was named Vice President, Solutions Research and Marketing Sysrepublic.
Tony Starrs, CFI was named Regional Loss Prevention Manager Central Territory for Dunham Sports.
Bob Hough, CFI was promoted to Senior Operations Manager for Dunham Sports.
Steven Palumbo, CFI was promoted to Group Director Security - Operations and Manufacturing at Tiffany & Co.
April 2014
Kyndra Walker, CFI is now a Corporate Loss Prevention Manager at Sherwin-Williams.
Joseph Throneberry, CFI was promoted to Principal Fraud Investigator for Capital One.
Dusko Tadic, CFI was promoted to Regional Loss Prevention Manager for Old Navy.
Chris Rosson, CFI was promoted to Regional Loss Prevention Manager for Old Navy.
Gary Moncur, CFI was named Loss Prevention Director for Compass Group.
Jason Day, CFI is now Store Manager at Kohl’s.
Nathan Bradfield, CFI was promoted to Corporate Investigator for Lowe’s.
Richard Zapata, CFI is now VP Business Development at Icon Building Solutions.
Michael Toledo, CFI is now Senior Manager of Loss Prevention & Safety at American Eagle Outfitters.
March 2014
Debbie Pullins, CFI was named District Loss Prevention Manager for Office Depot.
Don Wuchter, CFI was promoted to Director of Loss Prevention Eastern Division for Sherwin-Williams.
Kendra Pryce, CFI is now an investigator at Nike.
Joshua Phillips, CFI was promoted to Director of Loss Prevention for Limited Brands.
LeeRoy Hegwood, CFI was promoted to Manager of Loss Prevention for Outerwall/Coinstar.
Ken Gladney, CFI was promoted to Manager of Loss Prevention and Security for Half Priced Books.
Michael Hagenbush, CFI, CFE was promoted to Director of Loss Prevention - Mid-Western Division for Sherwin-Williams Paints.
Christopher Coffey, CFI was named Logistics Loss Prevention Manager for Sephora.
Margie Manto, CFI was promoted Zone Director - Loss Prevention for Limited Brands.
Wallace Phillips, CFI is now Area Asset Protection Manager at Big Lots.
Chris Lutgen, CFI is now Animal Control Officer at Lake Havasu City.
Shawn Vanderwerf, CFI is now Live Observation Control Center - Manager for Bealls Inc.
Carmen DuBose, CFI was promoted to Regional Vice President of Loss Prevention for Hibbett Sports.
Jeremy Bailey, CFI was promoted to Regional Vice President of Loss Prevention for Hibbett Sports.
Charles Olschanski, CFI was promoted to Group Director, Americas Retail & Investigations for Tiffany & Co.
Robert Mirakaj, CFI was promoted to Director of Operations for Gap.
Paul Pillsbury, CFI was named Director of Loss Prevention for Harbor Freight Tools.
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TECHSAVVY
Analog to IP: Discover the Truth about Video Migration
By Scott Hendrickson, Video Product Manager, Checkview Corporation
Truth #1: It is Cost Effective.
In today’s world of technology, balancing the performance of a video system with budget constraints has been a challenge that has kept many systems
in the analog realm. The lower cost and performance of analog video may allow Loss Prevention Managers to put more cameras in more stores, but
with the declining costs associated with current IP cameras, higher resolutions and system flexibility with open architected network video recorders, the case to move from analog to IP is a strong one. While some retailers can make the jump to IP with complete replacements of existing video
infrastructure, most find that a migration path from analog to IP is done in stages and proper planning for the future. Consider the following key
components regarding your present video system and make the move towards an IP video system.
Truth #2: Cabling is Key.
The first item to consider is what is the current cabling infrastructure,
coaxial cable with a power wire? Or structured cabling, Category 3, 5, 5e, 6
or other? If you are still installing analog video systems with coaxial cable,
then at the very minimum, you need to move into Ethernet standard Category 5e or 6 (Unshielded Twisted Pair – UTP) using baluns to transmit
analog video, power and data (for PTZ’s) as soon as possible. Baluns are
small transceivers that live at each end of a UTP run to convert the analog
signal and transmit over Cat5e/6. Different baluns are used for varying
run lengths, but It is important to know for future IP considerations that
Ethernet standards have a maximum run distance of 100M (328’) between
IP devices (switch, PC, IP Camera). If you are installing analog today with
baluns, to be ready for IP in the future, the Cat5e/6 cabling must adhere
to TIA Ethernet standards of 100M or less, or include proper intermediate
junctions and proper Ethernet terminations.
If you have an existing coaxial infrastructure, you can use Ethernet over Coax (EOC) adapters on one coax to communicate with multiple IP devices
at distances greater than the 100M standard. This approach with associated cost works very well for a migration to a hybrid (mix of analog and IP)
video system with the IP cameras going into strategic LP shots. Regarding the installation of Ethernet cabling and whether to go with Cat5e or Cat6,
even though Cat5e has more than enough data handling capability with 100MHz, Cat6 is the standard to provide future readiness with 250MHz. Truth #3: Good Integrators Do the Hard Work for You.
Often times we hear LP Managers say that their IT Department will never let them put IP cameras on the company network. While this may
be true, it is important to know that when competent system integrators install an IP camera system, they almost always are creating a private IP
network (LAN) for the IP cameras with one network adapter on the recorder, and that the IP camera data traffic does not impact their company
network connection until they connect to the recorder remotely through the second network adapter on the recorder, very similar to the remote connection they were used to with their analog DVR. The primary difference is that with higher resolution IP cameras, pulling back video will require
greater bandwidth.
Often times we hear LP Managers say that their IT Department
will never let them put IP cameras on the company network.
Truth #4: IP is the Flexibility of the Future.
So whether you have analog cameras with coax or UTP/baluns, your head end recording options are to move into a hybrid recorder and keep the
analog video feeds, or move into a network video recorder (NVR) with IP only recording, but utilizing video encoders to take the analog signals and
continued...
TECHSAVVY continued
When looking at recording platforms, it is important
to keep in mind open platforms and compatibility.
convert them to an IP stream for recording. Either way, the resolution of the recording of an analog camera is limited to camera’s specifications and
the DVR or encoder capabilities of CIF (352x240), 2CIF (704x240) or 4CIF (704x480) resolutions and their associated frame rates. Keep in mind
that where analog video resolution ends, IP resolution begins and goes up much higher.
When looking at recording platforms, it is important to keep in mind open platforms and compatibility. Unlike a DVR that works with any analog
video signal, IP recording platforms must integrate with an IP camera to get all the functionality available from the camera. Therefore, as IP camera
companies like Axis and Sony release new camera models, the recorder companies must test and verify that their software will work fully with the
camera, or write new integration to support the camera.
Some Video Management System (VMS) companies might
have their own line of IP cameras and encoders, and will
limit the integrations with other 3rd party IP devices. While this approach of using the VMS and their cameras can offer some cost advantages, be careful that the IP
cameras will work with other VMS’s in the event that you
ever want to change recording platforms. The IP integration standard that is most prevalent today is called ONVIF
(Open Network Video Interface Forum) and while many
manufacture’s say they are ONVIF compliant, there are
different levels of compliance which will affect the performance of IP device with the recorder, and may impact any
future migration options. It is best to design your system to
best fit your video system needs, while keeping the architecture as open as possible for future flexibility.
The Truth of Baluns:
• Small transceivers
• Each on the end of a UTP run
• Convert the analog signal
• Transmit over Cat5e/6
• Vary in length
Employment Practices
Editor’s Note: The HR 360 column is dedicated to providing
readers with a complete view of human resources issues as it
relates to investigations.
Look forward to a new perspective each quarter from our resident expert
Allison West, Esq., SPHR from Employment Practices Specialist.
Allison West is an employment attorney and uses her legal skills
coupled with sound human resources practices to assist companies
in managing and reducing their workplace risks. She is a frequent
top rated-speaker on employment law and human resources topics
and was one of the top 10 rated speakers at the Society for Human
Resource Management’s (SHRM) Annual Conference in 2012
and top 10% in 2013. Allison specializes in delivering customized
interactive training, coaching executives and managers, human
resources consulting and expert witness assistance. Allison specializes in conducting workplace
investigations for employers of all sizes and industries, on a variety of topics including harassment, discrimination, theft, violence, disability, whistleblower and other issues. She is a Board
Member of the Association of Workplace Investigators and a member of the ASIS Investigation
Standards Technical Committee. She is a member of the California Bar and holds a Senior
Professional in Human Resources certification.
Visit Allison’s web site here: http://www.employmentpractices.net/
You Want Me to Investigate WHO?
The Challenges of High Level Investigations
By Allison West, Esq., SPHR, Principal
Employment Practices Specialists
The phone rings and before you finish saying “hello” the chief compliance officer of a Fortune 20 client is quickly relaying to you that an accounting
manager has just filed an internal complaint of sexual harassment against the Chief Financial Officer. In addition to the harassment charge (which includes transcripts of voicemails of the CFO making lewd and suggestive comments), the manager also
accuses the CFO of filing false expense reports.
As if that isn’t enough, the manager also alleges she was instructed by in-house counsel, the CFO and one
Board member to not provide current information regarding certain transactions to the outside accountants during a recent audit.
You send off the engagement letter, sit back and wonder where in the world to begin.
As investigators our most important dictate is that we remain independent and objective as we interview
witnesses, analyze documents and render our findings. But, are all investigations created equal? For the
most part, yes. The reality is that conducting a high-level investigation is not the same in all respects as
an investigation into wrongdoing by a janitor, or maybe even a mid-level employee. For example, we
can all imagine the collective gasp when the folks at HP received a complaint of harassment against then
CEO, Mark Hurd. Or, picture the same reaction when a complaint was made to a board member of the
National Restaurant Association about alleged harassment by then President of the Association, Herman
Cain. This article explores some of the challenges of conducting investigations of high-level professionals.
One Word: Power
The most obvious challenge when conducting a high-level investigation is that the alleged wrongdoers have, by virtue of their position, considerable
power. When we talk about someone in power it can be someone who has the “Chief ” title, attorneys, board members, politicians, senior level HR
or executives, department heads, deans or chancellors of colleges or universities, third parties who have significant financial relationships with the
company or organization, those we call “untouchables” such as the owner or family member of a company, as well as significant rainmakers. Most of
these high-level professionals often have fiduciary and ethical obligations to the entity and will be held to a higher standard of conduct. We expect
people in the highest reaches of an organization to be role models, understand the rules and policies and to follow them – not be exempted by them.
In the scenario above, the power differential between the CFO and accounting manager is obvious. Yet, in all likelihood, the accounting manager
does not report to the – but her boss, the controller, might. Does this matter? Absolutely. Not surprising, many witnesses may shutdown or all together refuse to participate in the investigation for fear of some very real retaliation, not just from the alleged wrongdoer but from a boss, co-worker
continued...
HR 360 continued
or outsiders. Many complainants and witnesses are convinced they will face some repercussions when making a complaint against a senior executive.
So, when the alleged wrongdoer is a high-level professional, the fear of retaliation is actually deeper and often more widespread than a typical midlevel investigation.
As investigators, we tell witnesses they are protected, but our assurances are viewed with little more than skepticism. Investigators must be clued in
to each witness and their potential reluctance to talk or to provide all the information they possess because of retaliation fears.
One matter I worked on illustrates the retaliation fear quite well. I was investigating a very senior level vice president whose sales group brought it in
over $50 million dollars in revenue each year. You can imagine the power he wielded. All the witnesses were at the vice president level or above and
reported to the senior vice president. Several of the witnesses immediately stated they would not talk to me for fear of retaliation. One specifically
stated, “Here is my reason why I won’t talk to you without the promise of anonymity – I have three kids in college.” The company felt strongly that
each witness be given the opportunity to speak to me and the strategy decided upon involved me presenting “themes” to the senior executive without
providing names or detailed information that could identify the witnesses. Was I uncomfortable not providing the alleged wrongdoer with detailed
information – you bet. Ultimately, the client concluded the need for the information was greater than the need to give out the names.
Another investigation involved a general counsel who had been accused of repeatedly talking about his sex life, creating “code” names for various
sexual acts (for example, pointing to an attractive woman in the workplace and asking his legal assistant if the particular female was a “good sport”
– meaning would the person have sex with him), along with other allegations of inappropriate conduct. Although the general counsel denied many
of the allegations, he claimed most of the conduct was not harassment because his conversations with his staff were “consensual.” I asked whether he
thought a legal assistant could affirmatively consent to hearing about his sex life given his role as the general counsel. He replied, “Absolutely.” Well,
at the end of the day, the president of the Company, who had a long, friendly relationship with the general counsel, added the word “not” after hearing the general counsel’s reply of “absolutely” to my question about his power. Strategic Challenges
Investigative strategies vary from case to case, but in big-ticket investigations the employer must be prepared for some additional, unique challenges
that may arise: timeliness, who will supervise the investigation, board of directors, spoliation of evidence, public relations issues, attorney involvement, communication flow and privilege issues.
Timeliness of the Investigation
Time is always of the essence when we talk about investigations. The same holds true for high-level investigations but note that some challenges are magnified when the allegations are against an executive. First,
if any likelihood exists that a governmental entity might conduct an investigation, start your own internal
investigation before they do. If any unreasonable delay happens the perception of bias and cover-up may
taint the investigation.
Second, critical evidence can be destroyed (see below for more on this topic.)
Third, the longer you wait to interview witnesses may increase their nervousness and quite possibly be less
likely to participate in the investigation. Additionally, the longer you wait the more time the high-level
executive has to potentially intimidate a witness before providing their testimony.
What is perhaps most important is to make sure the investigator is given enough time to conduct a thorough investigation. Several courts have been critical of investigations where the investigator was not given
sufficient time to adequately review documents, interview witnesses and follow leads that might uncover additional information. When a high level executive is accused it is not surprising that the investigation may
impact both productivity and the organization’s bottom-line.
Who’s In Charge of the Investigation?
The answer to this question is not as obvious as you may think. If the investigation involves someone with significant control or power, thought
must be given as to who will retain or appoint the investigator, handle communications, be the liaison coordinating witness interviews, providing
documents and assisting with any other logistics or issues that arise. The person or group that oversees the investigation must determine the scope of
the investigation, handling confidentiality issues, paying attention to trade secrets, placing employees or the alleged wrongdoer on leave and a variety
of other issues related to the investigation.
The nature and scope of the investigation will often drive the selection of the investigation leader. In the scenario involving the CFO, the likely
candidate could be the CEO, general counsel and/or a special litigation committee (“SLC”), which is typically a subset of the group of the board of
continued...
HR 360 continued
directors. The leader of the investigation must be mindful of issues relating to the retention of the investigator – who will sign the agreement, reporting requirements and invoicing. The CFO could conceivably have access to all invoices that go through the department and tip him off to the investigation, the
strategy and witnesses. I recommend having the investigator prepare two versions of invoices – one with
detail and one that simply provides the total hours and expenses without any names and omitting the
word “investigation” from the document. Submitting the invoice without detail to accounting is to both
protect the identity of the witnesses and to ensure the confidentiality of the investigation.
Additionally, when a high-level executive is accused of wrongdoing the media (and government) are
keenly interested in what is happening. The leader of the investigation must be prepared to address the
media, employee social media discussions as well as legal issues involving defamation, breach of contract and other fiduciary obligations of the alleged wrongdoer. Again these issues are not uncommon
in lower level investigations but the damages for a defamation claim brought by a marketing assistant
being investigated are negligible compared to a senior level executive who is fighting for their reputation,
severance and credibility.
Higher Scrutiny on Investigator Selection
Every investigation requires thought behind who will actually conduct the investigation. In a high-level investigation each decision will be scrutinized
even more. Here are some issues to keep in mind:
Experience. Does the investigator have the requisite skill to handle the investigation? While this is important in all investigations it makes sense that
a company would not select a human resources generalist to handle the investigation of the general counsel regardless of their qualifications. A company will consider the investigator’s demeanor, expertise, credibility and nature of the alleged wrongdoing when making their selection. The investigator must be confident and strong enough to handle pushback from a high-level executive who may use their power to control the interview, manipulate data, make veiled threats or act in an intimidating manner. Additionally, a high-level executive may request to have their attorney
present during the interview. This can be helpful because the executive may be more forthcoming knowing they have counsel nearby to protect their
interests. The downside is obvious – the attorney may try and control the interview, limit testimony and try to intimidate the investigator into going
easy on the witness. Whichever scenario exists – the investigator must ask questions to same level and depth they would ask any witness.
A few points of caution if the investigator is an attorney. When dealing with a high-level executive, be aware the executive may think they have an
attorney-client relationship with you because the employer hired you. Typically they do not – the attorney client relationship is with the employer.
Attorney investigators should be familiar with UpJohn warnings that require investigative counsel to state clearly they represent the company and not
the individual. A good practice is to have the executive sign written confirmation of the warnings.
Independence. If the investigator is in-house, the key question is whether
they have a reporting relationship – dotted-line or several levels below - to
the alleged wrongdoer. When a third-party evaluates the effectiveness of the
investigation they will assess whether the investigator was intimidated at all
and refrained from asking tougher questions because of the fear of retaliation.
Most employment and corporate attorneys will recommend an outside investigator, most likely an attorney, be brought in to handle a high level investigation, as their independence and objectivity are given considerable weight.
Often, the SLC or some subset of the board of directors may decide to
conduct the investigation, but their independence must be beyond reproach.
The most current case in the news is the SLC formed at Penn State to investigate allegations against Jerry Sandusky for child sexual abuse. Another
noteworthy case concerned derivative litigation involving Oracle Corporation’s CEO, Larry Ellison and other Board Members who were accused of
insider trading. The Oracle Board appointed an SLC that consisted of two
Stanford University professors who had been named to the Board after the
allegations surfaced. After motions to dismiss the complaint were denied, the Delaware Court of Chancery closely scrutinized the independence of
the SLC members because Mr. Ellison and other Board Members had donated millions of dollars to Stanford.
continued...
HR 360 continued
Evidentiary Issues
The accused high-level executive is often seen as a lightning rod – their alleged misconduct creates a spotlight on the entire company and its credibility regardless of whether the allegations are true or not. Many companies may push the investigator to gather information quickly and from many
sources. The more senior the alleged wrongdoer – typically the more serious the allegations and financial implications for the organization. In-house
counsel and investigators should be mindful of any spoliation of evidence and make certain a hold is place on document destruction policies. In an
investigation I worked on involving whistleblowing for alleged safety and environmental violations, a notice was sent out to selected witnesses to not
tamper with or destroy any documents concerning the allegations.
When an executive Take the case of former Boeing executive, Harry Stonecipher who was forced to resign in 2005 after an employee notified the
board that Mr. Stonecipher was having an affair with a senior level executive. An investigation ensued over e-mail messages that Mr. Stonecipher had
exchanged with the executive as well as an analysis of corporate expense and travel records for the two. No doubt efforts were made to make certain
no emails or other documents were destroyed.
As you consider ways of protecting documents or other evidence, one option might be imaging the executives’/witnesses’ hard drive(s), server files,
emails or individual laptop/desk hard drive(s) without their permission. Make certain to comply with all policies and laws. For investigations of publicly held companies remember that Sarbanes-Oxley makes it a federal crime for knowingly destroying or concealing any document with the intent to
obstruct or influence an investigation of any matter that is within a federal agency’s jurisdiction. The government can reasonably argue that conducting an internal investigation is directly related to anticipating the government would also likely conduct an investigation into the same matter.
Investigations involving a high level executive are complex, often involve multi-disciplinary investigative teams and costly. Be prepared and proceed
with caution.
QUOTE
of the Quarter
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Ross Parmenter
Melissa Petrucelli
Cherrelle Raynor
Ryan Rose
Daniel Schmit
Briand Schubert
Oak Smith
Stephen Smith
Randall Sneed
Paul Sousa
Tim Spindler
Russell Sweeney
Jason Vondielingen
Michael Wieland
Mark Williams
Ian Wong
Steve Yannett
Robert young
Hector Arocena
Michael benson
Jerry Blum
Joe Martinez
Rueben Martinez
Michael Roger
Joshua Salthous
Mitchell Schneider
Eli Wilkerson
Get
the
Gear
only 5 more
leather-bound
portfolios!
In addition to the CFI Coin, we
have received requests for numerous CFI items. While several
are under development, including a new logo for shirts, we do
have 40 commemorative CFI
leather bound folders available.
The cost is $30.00 plus shipping.
Click HERE to order yours today!
Thank you to our Diamond level sponsors!
www.checkview.com
www.gdit.com
Thank you to InstaKey! Silver Sponsor of IAI
www.instakey.com
http://www.lnlsystemsinc.com
IN THE MEDIA
For more CFIs in the MEDIA
Debbie Maples, CFI with Jason Jones, Chris Nelson, and Dominic Zuccala
at RILA presenting on Operational Shrink Open Forum
NSIDER
Thank You and We Need You!
We thank these CFI Committee volunteers and we plea for more!
Our volunteers make the CFI designation what it is today! Be active in 2014 by joining a committee.
Remember: A committee volunteer receives four (4) Continuing Education Credits toward recertification!
Pick one below! Sign up
CONTINUING EDUCATION COMMITTEE
Wayne Hoover, Wicklander-Zulawski, Inc.
Raymond Cotton, Lumber Liquidators
Bill Suthard, Barnes & Noble
Bill Dietzen, Auto Zone
Benjamin Robeano, Big Lots
Andrew Barborak, Gander Mountain
David Miglin, Big Lots
David Dehner, Silver Creek Associates
Dan DiMatteo, Portland Police Department
Christopher Lutgen, LP Solutions
Cheryl Floccare, Tractor Supply Company
CharlesWerner, Nordstrom
ChanceBowlin, Petco
Brian Kirby, Columbia Sportswear
Lewis McFarland, Tilly’s
Lansing Williams, Big Lots
Kevin Thomas
Ken Gladney, Half Price Books
Karen Sandoval, Ueltzen & Company LLP
JoshuaAnderson, Sportsman’s Warehouse
Jody Kershaw, Shopko Stores Operating Co., LLC
Jodie Murphy, Gap Inc.
JeremyBailey, Hibbett Sporting Goods
Jason Lotts, CVS/Caremark
Jane Woodland, Global Security and Investigations
JPM Chase
James Carr, Rent-A-Center
Jack Ternan, G4S Secure Solutions
Garth Gasse, RILA
EverettStein, Tractor Supply Company
Elena Hollenbeck, Nike
Suzanne Castillo, Ralph Lauren
Steve Schwartz, Kohl’s
Stephen Munson, Harbor Freight Tools
Shauna Vistad, Blue Cross Blue Shield ND
Shane Jennings, Music & Arts Centers Inc.
Tonya Sjolin, Sur La Table, Inc.
Scott Martyka, PetSmart
Richard Portmann, Facebook
Roderick Cabrera, Tillys
Robert Figueroa, Rent-A-Center
Robert Sanchez, Carters
RichardPortmanWWVes
Michael Berry, Walt Disney World
Matthew Morgan, Goodwill Industries
of Southeast Wisconsin
Valerie Marie Knowles, Bloomingdales
WilliamWells, Rite Aid
NEW ORGANIZATIONS
American’s Cup
Bashas’ Inc.
Cineplex Entertainment
City of Port Jervis Fire Department
Healthy Decisions Counseling
Las Vegas Metropolitan Police Department
Metro Inc.
Signal 88 Security Company
Smart & Final
Stevenson University
Wolverine Worldwide
membership committee
NE CHAPTER
Christopher Finck, AAFES
Wayne Hoover, Wicklander-Zulawski, Inc.
Melissa Lauricello, Brooks Brothers
Jason Lotts, CVS/Caremark
Mike Marquis, TJX Companies
Melissa Mitchell, Lifeway Christian Stores
Joseph Picolla, US House of Representatives
Thomas Stein, Ollie’s Bargain Outlet
Erik Van Herik, Office Max
Douglas Wicklander, Wicklander-Zulawski &
Associates, Inc.
Kym Willey, Luxottica Retail
Jennifer Ziegler, Wicklander-Zulawski &
Associates, Inc.
Mike Marquis, TJX Companies
Richard Manning, Federal Bureau of Investigation
Andre Stevens, Northampton District Attorney
Alfredo Guilfuchi, The Timberland Company
Frank Honey, Gap
Eric Means, Armani Exchange
Elisha Toye, Kohl’s
David Lu, Apple Inc.
David Kinkeade, Hat World
David Dehner, Silver Creek Associates
Christopher Batson, Gap
Charles Cherry, Ann Taylor
Stephen Dubeck, Petco
S. Andrew Awad, AT&T
Nathan Prusi, Starbucks
Michelle Cabrita, Burberry’s
Michael Toledo, American Eagle Outfitters
Kourosh Aliha, Sprint
Juan Ospina, Michael Kors
Joseph Rezendes, Radio Shack
Joseph Conte, FedEx
Joseph Barbagallo, Citrin Cooperman & Company
Jonathan Goodrich, PetSmart
John Nicholson, Office Depot
John McLean, Macy’s
John Fice, LP Innovations
Jason Ploof, Armani Exchange
Jason Adams, Gap Inc.
Timothy Kneidel, CVS Caremark Corporation
Steven Palumbo, Tiffany & Company
William Angiolillo, LP Innovations
David LoPriore, Elemental Intelligence Systems
Scholarship Committee
Katie Ayala, Asset Protection Associates
Towanna Bazile, Cricket Communications
Joseph Biffar, Chico’s FAS Inc.
Chad Borstein, Lowe’s
Dustin Brown, SpartanNash
Matthew Dawson, CVS Caremark Corporation
Robert Gibson, JCPenney Company Inc
Chris Girone, Office Depot
Michael Hannon, Staples
William Hill, AmeriCold Logistics
Mark Jackson, Big Lots
Tom Kelly, JC Penney
Deborah Lanford, CVS
Timothy Lapinski, Abercrombie & Fitch
Kevin Larson, Kroger
Gloria Lopez-Whitman, TJX Marmaxx Group
Justin MacIntyre, Von Maur
Scott Martyka, PetSmart
James Mullaney, Family Dollar
Michael Narciso, URBN
Daniel Taylor, Panera LLC
Victoria To-Dowd, LUSH Fresh Handmade Cosmetics
William Turner, Radio Shack
Kati Wisniewski, Ratner Company
NSIDER
RATIONALIZATION Committee
WEBSITE Committee
Michael Ferlotti, Harris Teeter
Robert Figueroa, Rent-A-Center
Bryan Gittings, Limited Brands
Elena Hollenbeck, Nike
Wayne Hoover, Wicklander-Zulawski, Inc.
Paul Joeckel, Auto Zone
Robert LaCommare, Tween Brands, Inc.
Thomas McGreal, Wicklander-Zulawski & Associates, Inc.
Andie Millaway, Petsmart
Eric Rode, Office Depot
Randy Tennison, Walt Disney Parks and Resorts
Robert Sanchez, Carters
ShaunaVistad, Blue Cross Blue Shield ND
Mindy Solt, Gap
Robert Figueroa, Rent-A-Center
Kathryn Fox, Kroger
Wayne Hoover, Wicklander-Zulawski, Inc.
Valerie Marie Knowles, Bloomingdales
Elena Mencos, Ulta
Doug Newsome, Goodwill Industries of Upstate/Midlands
Mathew Nickoson, North Coast Protective Services
Michael Peters, Rite Aid
David Ryack
Tonya Sjolin, Sur La Table
Kevin Thomas
Graham Twidale, 7-Eleven Inc.
Rationalization of the Quarter
The Rationalizations Committee adds Useful Rationalizations to the Matrix Quarterly for Interviewers to have access to different topics for their
interviews. Here is a Rationalization based on Gang Initiation:
• The cfinsider journal is distributed in electronic format only. You can view back issues of this newsletter.
Click Here.
• Opinions and ideas in cfinsider are intended for information only, and not meant to be used as legal
advice. Statement sof fact and opinions made are the responsibility of the authors and do not imply an
opinion on the part of CISA, its officers, the editors or its members.
• Member articles about interview and interrogation published in cfinsider qualify for Continuing
Education Credits.
• Should you have any questions on obtaining re-certification for your CFI designation, please click here to
contact CISA.
Submit an Article CFIs!
All CFIs are invited to submit articles, book reviews or other materials for publication. Submission of an
article to CFInsider does not guarantee it will be published.
CFInsider reserves the right to edit any article for grammar, clarity, and length, but the content or opinions
contained therein will be those of the author.
Publication of an article, its contents, and opinions do not necessarily reflect the opinion or beliefs of
CFInsider or the Advisory Committee.
Letter from the EDITOR
Editors
Joseph Nay, CFI Heinen’s Inc.
[email protected]
Cary Jones, CFI VisionWorks,
[email protected]
Stefanie Hoover, CFI Verisk Retail
[email protected]
Journal Committee
Benjamin Robeano, CFI Big Lots
[email protected]
Donald Ward, CFI, CFE TJX
[email protected]
Welcome to YOUR
new iai
By Wayne Hoover, CFI
Executive Director of IAI
David Dehner, CFI
Silver Creek Associates
[email protected]
Cheryl Floccare, CFI, LPC
Tractor Supply Company
[email protected]
Lansing Williams, CFI Big Lots
[email protected]
Kevin Larson, CFI Kroger
[email protected]
The International Association of Interviewers (IAI) unveiled a new logo at Elite Training Day and you
might have seen it popping up around our social media channels like twitter (@IAInterviewers) and
Facebook.
IAI is dedicated to the art of interviewing and interrogation and our new logo represents this dedication
in a timeless and studious way. It’s an exciting time to be part of IAI because we’re building a worldclass organization delivering immense value to its membership base, solution provider sponsors and
academic partners.
Let’s face it. Logos and sleek brand images are pretty cool to look at, but at the end of the day, the
question has to be answered, “What value are we providing?” This is a question the IAI’s board and
leadership has put immense time and effort into evaluating and newly constructing over the past six
months. In short, the logo is just the beginning.
Be on the look-out for our new Web site launching around July 1. Our new Web portal will truly
be the go-to-spot for everything interviewing and interrogation. We’re making it easier to navigate,
understand and interact with as well as packing it with valuable interviewing tools such as the expanded
rationalization matrix, IAI video tips and a quarterly CEU tool kit.
We’re always looking for feedback from our members to provide even more valuable tools so please let
me know how we can help put useful information at your fingertips. Email me at [email protected],
I’d love to hear from you about the new changes as well as items that can help you.
Stay tuned and remember to look for the newly created IAI Advisor newsletter that comes out every
other week with breaking news, video tips and upcoming CEU opportunities including free educational
Webinars!
NSIDER
A publication from the International Association of Interviewers
Ken Bennett, CFI, PCI Goodwill
[email protected]
Joe Davis, CFI T-Mobile
[email protected]
Jodie Murphy, CFI Gap Inc.
[email protected]
Jim Kelley, CFI Wal-Mart
[email protected]
Andy Santiago, CFI Wal-Mart
[email protected]
Jared Costa, CFI Auto Zone
[email protected]
James McLemore, CFI
Bealls Department Stores
[email protected]
Jack Ternan, CFI G4S
Secure Solutions
[email protected]
Everett Stein, CFI
Tractor Supply Company
[email protected]
Shane Jennings, CFI, CFE
Music & Arts Centers Inc.
[email protected]
Robert Figueroa, CFI
Rent-A-Center
[email protected]
Paul Joeckel, CFI Auto Zone
[email protected]
Allison West, Esq., SPHR
Employment Practices Specialists
[email protected]
Wayne Hoover, CFI
Wicklander-Zulawski, Inc.
[email protected]
2014
ISSUE
2
David
Zulawski,
CFI, CFE
Wicklander-Zulawski & Associates, Inc.
[email protected]