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Fingerprints — protecting your employees from a hostile environment

By February 14, 2019 No Comments
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I’m about to go dust for fingerprints. The hardest part of fingerprinting is not actually lifting the prints — in fact that’s fairly straightforward. The hard part is trying to explain to a client raised on CSI and other television procedurals that fingerprinting is very different in real life.

So, why would a private investigator need to lift fingerprints? Isn’t that only for the police investigating crimes? No. Fingerprint evidence is useful in a lot of situations that aren’t quite criminal.

For this case, a couple of employees of my client have received anonymous letters that contain inflammatory and insensitive statements about those employees. This could happen for all kinds of reasons, either personal or just because the recipients are “different” (LGBTQ+, different religions, ethnicities, political ideologies, etc.). The letters are rude, but they may not be criminal; which is the situation facing my client. If it isn’t a crime, the police can’t help. BUT, a business that wants to protect its people and prevent hostile environments from developing do have another option (“What Makes a Work Environment Hostile?“). And that’s where my team fits in.

Based on some of the content in the letters, the sender is likely another employee, and my client has its suspicions on who that is. So, the letters go to my friend Larry Peters at North Texas Forensics (Hey Larry!) to process for latent prints. Then, I’ll send him the prints I lift for comparison.

It’s important to know when and how a Private Investigator can help, especially for attorneys and businesses. (check out the ABA’s “An Attorney’s Guide to Workplace Investigations“).

How can ELN Investigations help you?

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