McLaughlin Investigative Group, Inc.

Investigative and Surveillance Services

Archives for background investigations

Another example of how a $50 to $100 background check would have saved a company's reputation and about $100,000 that belonged to people who are less fortunate

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In Idaho a trusted employee, Leslie Briggs, of a nonprofit company that helps people manage their money who have trouble managing their own money stole over $100,000 from an account that she managed. If that is not bad enough, she was convicted on two previous embezzlement cases before she started working at her current job. A simple, inexpensive pre-employment check would have discovered these convictions. I am sure her employer would not have put her in the position to manage funds if they knew she was already convicted of embezzlement.

See… http://idahobusinessreview.com/2013/10/10/embezzling-trust-in-pocatello/

Corporations around the globe should pay attention

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In the UK, the first set of defendants appeared in court last week under the UK Bribery Act. The UK Bribery Act was first introduced in 2001 and the Serious Fraud Office in the UK has charged four men who are connected to the sustainable AgroEnegy with conspiracy to furnish false information, conspiracy to commit fraud by false representation. Three of the defendants have been charged with making and accepting a financial advantage contrary to the UK Bribery Act.

Corporations need to be proactive and conduct due diligence on all their subsidiaries and business partners.

Learn more at the SFO website http://www.sfo.gov.uk/press-room/latest-press-releases/press-releases-2013/four-charged-in-‘bio-fuel’-investigation.aspx

No matter what side you sit on the political fence, if you believe in pre-employment screening you need to read this

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As an employee we all want the right to work in a safe work environment. As an employer, we want to right to protect your employers and your company assets from theft and violence. This is why so many companies conduct pre-employment screening. It is not a tool to discriminate but rather a tool to protect their company and employees.

On September 11, 2013 the Wall Street Journal listed the following article in their Review and Outlook section:

Sue First, Investigate Later
Federal judges keep tossing EEOC lawsuits out of court.

http://online.wsj.com/article/SB10001424127887323595004579067270355961160.html#articleTabs%3Darticle

The Pre-employment Screening Process

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The pre-employment screening process

The primary purpose behind our comprehensive pre-employment screening process is that it frees you of all the tensions involved with hiring the right person for your company. With job applicants approaching you from not just within your own town or city, but from other cities and countries too, it’s not only extremely expensive to hire competent personnel, it can be excruciatingly costly if the antecedents of the applicant are not verified and he or she misleads you or your hiring department as a result.

Our process of carrying out pre-employment screening

The process of carrying out pre-employment screening can be as simple and as complex as your requirement. All in all, here’s the process that we follow at McLaughlin Investigative Group Inc d/b/a EmploySecure.com:

 

  • Your job applicants sign the release form: If you want to conduct a pre-employment background check upon your applicants must should sign a release form that indicates they have no objection to the check. We proceed only after receiving the release form.

 

  • You initiate the process: After logging onto your secure account at EmploySecure.com you initiate the pre-employment screening process.

 

  • The screening takes place: At EmploySecure.com our client’s decide the level of background check they want to conduct on their applicants. It can be as simple as verifying a Social Security number to conducting multi county and federal criminal searches, credit and driving history reports. Our experienced researchers and investigators visit relevant places and collect the information and review it for you.

 

  • A detailed report is prepared: Once all the information is gathered a detailed report is prepared that you can access through your secure account at EmploySecure.com.

 

 If our report listed negative information on the applicant which may adversely effect the hiring decision you should provide a copy of the report to the applicant and a pre-adverse letter notifying the applicant you are about to take negative action. Also provide the applicant a copy of the FCRA Summary of Rights. Once that is completed you can send a notification of adverse action.

 

In case there’s a positive outcome, there’s no hurdle stopping you from hiring the applicant. In both the cases you can bask in the glory of having made the right hiring decision.


Visit our pre-employment screening website for more information www.EmploySecure.com

Massachusetts Private Investigator – Our Service: II

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In my previous blog post I started discussing the services McLaughlin Investigative Group Inc. provides to its clients, whether they are litigators, corporate houses, big and small businesses or families worried about the activities of certain members. I talked about pre-employment screening, international investigations, insurance investigation and document verification, and asbestos defense litigation. In this post I’m going to throw some light on the remaining services we provide as an investigative group based in Andover, Massachusetts.
Litigation and Trial Preparation Services: in order to win a lawyer needs strong backup information. Thoroughly substantiated and documented facts are the backbone of your case whether you are working as a defense or plaintiff lawyer. Our investigators can do all the field work while you focus on serving your client better and preparing your case. We can interview the witnesses and verify their testimonies, we can also trace witnesses that can totally alter the direction of the trial. Basically, of you want information gathering, witness interviewing, and facts verification conducted, you can totally rely on our investigative services.

Corporate investigation: as your organization grows, so does grow the scope of financial frauds, copyright and patent infringements and of course, partnership related deceitfulness. You continuously need to protect your intellectual property rights and you have to be vigilant all the time in order to survive in the cut-throat competition where people are just waiting to pounce upon a loophole and get a piece of your pie. From surveillance to internal investigations we can get you all the information you need to keep your organization stable, secure and assist with your risk management.

Family Matters & Domestic Investigations: these are difficult assignments both for our clients and investigators because first, it can cause irreparable hurt to particular family members, and second, the investigators have to work on totally unpredictable situations and keep everything under the wraps as much as physically and technologically possible. We carry out investigations for divorce settlement, child custody, drug and physical abuse, property dispute and infidelity.

Surveillance: our state-of-the-art surveillance investigators can help prevent, detect and eliminate fraud. We help attorneys, claims investitigators and concerned family discover the facts and document them with video evidence.

Providing world-class investigative services requires grit, determination, perseverance, a knack for smelling trouble and clues, a highly trained analytical mind, physical and mental agility and last but not the least, experience. At McLaughlin Investigative Group Inc. we’ve got it all.

The pitfalls of Social Networking Websites

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Are you constantly posting updates on Facebook, Twitter, MySpace or FriendFeed so that your friends and colleagues know what you’re up to and what cool activities you’ve been doing lately? Do you ever consider that some of these updates can cost you your job? It’s already happening to numerous social networking enthusiasts.

Many of your postings on these social networking websites can act as the proverbial boomerang and cause you unforeseeable damage. Hiring companies and professional investigators routinely comb through social networking websites to gauge the nature of activities carried out by job candidates, and even existing employees.
Ever since the Internet started being used in the offices managements all over the world defined ways to make sure employees didn’t use the net simply to chat, exchange personal emails or visit objectionable websites. This could be easily accomplished within the office premises, but they had no control over their employees’ online activities outside of their offices. This changed after the onset of social media and networking websites. A mere glance over a compilation of your social networking activities can give lots of information to your current and future employees.

Having active and vibrant profiles at social networking websites is perfectly normal these days. The problem manifests when you start showing traits that don’t find favor with your current or future employees, like, bitching about your job, making derogatory remarks about your seniors, colleagues, or even people in general, posting lewd content, gossiping about people behind their backs, posting sensitive company information, boasting about how you made a fool of your previous employee and posting racial slurs. In some cases even your political and religious beliefs can get you in trouble, but these are extreme cases.
You can say your social networking activities pretty much define your philosophy and attitude and whatever you post, most of it, is publically, easily available, to whoever makes enough effort to get it.

So do I mean to say you shouldn’t post much on social networking websites? No. Social networking websites are a great way of keeping in touch with your friends and sharing useful and interesting news and information with them. Just be aware that anybody can access the content you post on social networking websites. Treat social networking conversations as real-world conversations: don’t say things about people you don’t want people to say about you. Don’t make postings recklessly; they might have far-reaching implications.

In other words…”don’t say or write anything you would not want written on the front page of the New York Times” because it just might end up there.

The pre-employment screening process

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The primary purpose behind our comprehensive pre-employment screening process is that it frees you of all the tensions involved with hiring the right person for your company. With job applicants approaching you from not just within your own town or city, but from other cities and countries too, it’s not only extremely expensive to hire competent personnel, it can be excruciatingly costly if the antecedents of the applicant are not verified and he or she misleads you or your hiring department as a result.
Our process of carrying out pre-employment screening

The process of carrying out pre-employment screening can be as simple and as complex as your requirement. All in all, here’s the process that we follow at McLaughlin Investigative Group Inc d/b/a EmploySecure.com:

  • Your job applicants sign the release form: If you want to conduct a pre-employment background check upon your applicants must should sign a release form that indicates they have no objection to the check. We proceed only after receiving the release form.
  • You initiate the process: After logging onto your secure account at EmploySecure.com you initiate the pre-employment screening process.
  • The screening takes place: At EmploySecure.com our client’s decide the level of background check they want to conduct on their applicants. It can be as simple as verifying a Social Security number to conducting multi county and federal criminal searches, credit and driving history reports. Our experienced researchers and investigators visit relevant places and collect the information and review it for you.
  • A detailed report is prepared: Once all the information is gathered a detailed report is prepared that you can access through your secure account at EmploySecure.com.

If our report listed negative information on the applicant which may adversely effect the hiring decision you should provide a copy of the report to the applicant and a pre-adverse letter notifying the applicant you are about to take negative action. Also provide the applicant a copy of the FCRA Summary of Rights. Once that is completed you can send a notification of adverse action.

In case there’s a positive outcome, there’s no hurdle stopping you from hiring the applicant. In both the cases you can bask in the glory of having made the right hiring decision.

Visit our pre-employment screening website for more information www.EmploySecure.com



Andover, MA - Boston, MA -
Concord, NH - Providence, RI

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