A Non-Verbal Response from a Professional Politician

A publication from the International Association of Interviewers 2016 ISSUE 1 

A Non-Verbal Response from a 

Professional Politician 

© 2016 International Association of Interviewers http://www.certifiedinterviewer.com/ 

CFInsider Q1 - 2016 

1

IAI Advisory Committee 

IAI Advisory Committee 

Dan Doyle, CFI, Beall’s Dept. Stores 

Letter from the Chairman From the Desk of IAI’s 

Dan Doyle, CFI, dand@beallsinc.com 

Beall’s Dept. Stores 

of 

LETTER 

the IAI Advisory Board 

FROM THE Executive CHAIRMAN 

dand@beallsinc.com 

Director 

Wayne Hoover, CFI, WZ 

Wayne whoover@w-z.com 

Hoover, CFI, WZ 

The International Association of 

whoover@w-z.com 

Debbie Maples, CFI, Gap, Inc. 

Interviewers (IAI) celebrates its 

Debbie debbie_maples@gap.com 

Maples, CFI, Gap, Inc. 

1st birthday at NRF. Launched at debbie_maples@gap.com 

the last NRF conference last year Kirk Lonbom, CFI, Illinois State Police 

and now almost 6,000 members 

lonbomk@isp.state.il.us 

Kirk Lonbom, CFI 

Illinois State Police 

strong, we are experiencing 

lonbomk@isp.state.il.us 

Mike Marquis, CFI, TJX 

growth and a demand for 

mike_marquis@tjx.com 

education and resources in Mike Marquis, CFI, TJX 

the Loss Prevention sector. Steven mike_marquis@tjx.com 

May, CFI, LP Innovations 

Please come celebrate with us at booth #1723 smay@lpinnovations.com 

Chairman Well, we IAI are Advisory rapidly Board approaching the Elite Training Day in Minneapolis next month and it looks like it will 

Steven May, CFI, LP Innovations 

where we will be offering special promotional smay@lpinnovations.com 

Ray Cotton, CFI, Facebook 

It’s be jam-packed hard to believe with excellent that it’s information that time of and year wonderful again! speakers. I hope you’ll be able to make the trip 

rates on membership with NRF exclusives, 

ray.cotton@gmail.com 

The and enjoy National a wonderful Retail educational Federation event Loss filled Prevention with networking opportunities. 

as well as celebrating our 

Ray Cotton, CFI 

conference in San Diego is just a few days away. 

David Lund, CFI, Dick’s 

Capital 

Sporting 

One 

accomplishments. Thank you 

Goods 

I The hope International we will Association have an opportunity of Interviewers to continues see you to grow in membership and educational 

ray.cotton@gmail.com 

to our members who have 

david.lund@dcsg.com 

there. opportunities. For those IAI anticipates of you who 12 are or more CFIs, webinars stop by in the 2016, which are included as part of the IAI 

made this association a success. 

David Lund, CFI 

John Millner, CFI, Illinois State Senator 

International membership fee. Association The Certified of Forensic Interviewers Interviewers booth continue to be promoted to senior positions and we 

In addition, GDIT (formerly 

Dick’s Sporting Goods 

millnerinc@aol.com 

number couldn’t be 1723 prouder to pick that up our your membership CFI ribbon is taking for a your leadership role in the loss prevention industry. 

Vangent), IAI Diamond Sponsor, 

david.lund@dcsg.com 

name tag. We hope each of you who are CFIs will booth #404 and LP Software, IAI 

Walter Palmer, CFI, PCG Solutions 

wear It’s also your interesting ribbon to proudly note that since human you resource have and worked audit professionals are joining at an increasing rate as 

John Millner, CFI (Ret.) 

Gold Sponsor, booth #1426 will 

wpalmer@pcgsolutions.com 

Illinois State Senator 

hard they find to obtain great value the in designation. the concepts and ethics that we share. 

be giving away two iPad minis Scott Oser 

millnerinc@aol.com 

Shane Sturman, CFI, WZ 

during the conference from 

ssturman@w-z.com 

While I look forward you’re to at visiting the booth with you take at Elite a moment Training Day and next month or later in the year at one of the other Walter Palmer, CFI, PCG Solutions 

our booth. Please stop by our 

meet fine conferences. the Executive I hope Director you’ll be able of the to join International us. 

wpalmer@pcgsolutions.com 

booth to see how you can be entered to win one 

Mark Sullivan, CFI, GT 

Association of Interviewers, Bill Pawlucy. of these cool Apple products. You can also submit Shane mark.sullivan@GT.com 

Sturman, CFI, WZ 

Bill Sincerely, has a tremendous amount of experience an entry at either GDIT’s (formerly Vangent) or 

ssturman@w-z.com 

Dr. David Matsumoto 

with David associations E. Zulawski, CFI, and CFE he has helped us make LP Software’s booths to increase your chances of Mark Sullivan, CFI, Humintell GT 

great Chairman, strides IAI Advisory over the Board last year to increase our winning. You must be present to win and no more dmatsumoto@humintell.com 

mark.sullivan@GT.com 

membership and sponsorships. Also, you might than two entries per person. 

want to ask about the plans for next year’s Elite 

Dr. David Matsumoto, Melissa Humintell Mitchell, CFI 

Training Days on February 11th and 12th, 2014. 

dmatsumoto@humintell.com 

Lifeway Christian Stores 

As we continue to grow, we also continue to 

melissa.mitchell@lifeway.com 

We plan on having some incredible speakers to add key staff members that will help us with this 

Melissa Mitchell, CFI 

enhance your interviewing skills. 

growth. I would like to introduce the newest Alan Tague, Lifeway CFI, Christian Gander Mountain Stores 

member of our team, Scott Oser, Corporate alan.tague@gandermountain.com 

melissa.mitchell@lifeway.com 

Finally, for those of you who are able to attend Relations Director. Scott’s role is to help us 

Alan Tague, 

the NRF Loss Prevention Conference we hope 

Kevin CFI, Valentine, Gander CFI, Mountain Sterling, Inc. 

focus on adding new company members for the alan.tague@gandermountain.com 

kvalentine@jewels.com 

you will join the WZ group at our 31st annual association. We cannot underestimate the value IAI 

party from 10 PM to 2 AM on Wednesday evening can bring to a company seeking to gain exposure Kevin Valentine, Craig CFI, Cronheim, Sterling, CarMax Inc. 

at the Whiskey Girl, 702 5th Avenue, San Diego, to the largest concentration of interview and Craig_T_Cronheim@carmax.com 

kvalentine@jewels.com 

CA 92101. The event is sponsored by: WZ/CFI/IAI/ interrogation decision makers. We have created an Craig 

WZ Technologies plus eBay, The Loss Prevention 

Kathleen 

Cronheim, 

Smith, CFI, 

CFI, 

Safeway 

CarMax 

Inc 

infrastructure for companies to create meaningful Craig_T_Cronheim@carmax.com 

kathleen.smith3@safeway.com 

Foundation, Verisk (Aspect, LERPnet, Enabl-U), and deep relationships with our members through 

and Security Resources. 

many and varied opportunities. 

Don Berecz, CPA, CFE, CFI 

Douglas Wicklander, CFI, WZ 

Georgia Southern University 

dwicklander@w-z.com 

berecz@georgiasouthern.edu 

Scott comes to us with over 17 years of marketing 

Sincerely 

Kathleen Smith, 

David 

CFI, 

Zulawski, 

Safeway 

CFI, 

Inc. 

WZ 

dzulawski@w-z.com 

David E Zulawski, CFI, CFE 

continued... kathleen.smith3@safeway.com 

Rick Manning, CFI, FBI (Ret.) 

Pike4five@comcast.net 

Chris McDonald, Compass Group 

chris.mcdonald2@compass-usa.com 

Cary Jones, CFI, HVHC INC. 

cjones@hvhc.com 

Douglas Wicklander, CFI, WZ 

dwicklander@w-z.com 


David Zulawski, CFI, WZ 

dzulawski@w-z.com2

A Non-Verbal 

Response from a 

Professional Politician 

By James McLemore, CFI 

With the presidential primaries ramping up for the 2016 election interviews of the candidates are abundant. In watching un-edited interviews with 

experienced news broadcasters they create responses of nonverbal indicators from the candidates. These indicators can at times tell the path of where 

the candidate is headed in their campaign. With a recent interview of Presidential hopeful Senator Marco Rubio, News broadcaster Chris Wallace 

asked a series of questions concluding the South Carolina primary. In those series of questions Rubio provided an excellent nonverbal response. 

Rubio received a big boost from late deciders in the South Carolina primary after he received an endorsement from the popular Governor Nikki 

Haley over Governor Jeb Bush. In campaigning Rubio did not just receive an endorsement from Governor Haley but received an endorsement from 

Senator Tim Scott as well. Followers of the Republican primary race would say that this could become the new face of the Republican Party. 

Rubio and Wallace’s exchange consisted of how Haley’s endorsement of Rubio was a big deal while gaining a friend. Wallace presented questions to 

where Rubio opened up about his and Haley’s new found bond finding a common ground between the two. Wallace did that by asking the probing 

questions linking the two together as being political up-comers not cut from the same republican mold; Rubio explaining he was a 

Cuban – American and was proud to be endorsed by an Indian – American. 

Prior to Rubio’s response of a verbal denial; stating, it is presumptuous to 

say that, he began to shake his head in the up and down motion universally 

understood in saying “yes” in a non-verbal admission. 

Wallace wanting to know the answer to one last question he created a since of urgency ending the interview stating; I’ve got ten seconds. Wallace 

then asks the question; You say you gained a friend in Nikki Haley. Did you gain a running mate? Prior to Rubio’s response of a verbal denial; 

stating, it is presumptuous to say that, he began to shake his head in the up and down motion universally understood in saying “yes” in a non-verbal 

admission. 

Now this response can be taken in two different manners. The first; Rubio 

wanted everyone to know that if he wins the Republican primary Haley will 

be his Vice President running mate. The second; Wallace’s series of questions 

involving building rapport, rationalization, creating a since of urgency, followed 

up with an assumptive question drew a response that Wallace obtained of 

acceptance but did not realize it. 

When following current events pertaining to politics the outcome can change 

with the tides. I would however recommend viewing the link of the interview 

between Wallace and Rubio to gather your own thoughts of a non-verbal 

response from a professional politician. 

Reference – Marco Rubio Post SC / Fox News Sunday with Chris Wallace 

2/21/16 on YouTube 


3

Bridging the Generational Gap 

in Loss Prevention 

A culture shift with the Millennial Generation 

brings a new emotion to Loss Prevention. 

Part 2 - Emotional Credibility in Interviewing by Andie Millaway, LPC, CFI 

Emotional Credibility and Interviewing – A New Generation 

In part one of this two-part series I explained several of the differences between the Millennial generation and our generational predecessors. 

Millennials pose a greater challenge to the rest of us based on their values, priorities and focus. Millennials have brought emotional connections back 

into leadership. They think outside the box. They want a return on investment and are seeking acknowledgement and recognition regularly in order 

to continue to thrive. Millennials want to be appreciated for their efforts, rightfully so. Therefore, as leaders in a retail world that is evolving, we, as 

Loss Prevention professionals, have to learn to adapt to a new style of leadership. With that, our job as fact finders, investigators and interviewers will 

only get more difficult. We will need to feed the Millennials a desire to be a good decent person within their own vision of what that entails. We may 

even have to feed the very emotion that validated their actions, even if the actions weren’t good. That can be a hard sell, if we, the "salesman", don’t 

believe in it ourselves. If we can’t find the human nature in the intent of an action and somehow acknowledge that, a Millennial can see right through 

us and will focus elsewhere. Without credibility and understanding, our interviews will begin to fade and we will have even less ability to relate. 

As with anything we want to master, interviewing is a skill we must practice. I have gone through all levels of the Wicklander - Zulawski education, 

I have obtained my CFI and have my LPC, and I am a member of the International Association of Interviewers. That education and resource is 

invaluable to me, and greatly contributed to my success in the LP industry. There is one element that took me a long time to understand, and that 

was the human element that is ever-present in what we do. Many times, through all the continuing education, investigations, and demanding work 

load, many of us tend to forget that at the very core of what we do is human nature. Why do people do what they do? Why are decisions made 

the way they are made? Whether it is in an internal interview, or the placement of a product on a shelf, it’s important to understand the thought, 

motivation and intent behind the action. 

In order to bridge the gap between generations, we must first understand that it's not about knowing the difference between right and wrong. It's 

about determining consequences of whatever situation a person is in and choosing the lesser of the two evils. Most will take the consequences of the 

employer rather than not feeding their children, or getting foreclosed upon. For some it’s avoiding a repossession, supporting an addiction or paying 

urgent legal fees. That newly single mom with no money will take that chance, every time, in order to pay court costs and fight for her kids. It's not 

rational to this generation and many others, in the moment, to think about the future and what committing the crime might do down the road. It's 

about paying for the lawyer, the mortgage or for food right now; having their needs met immediately. Even a simple pass-off for a Millennial can be 

a necessary choice at the time considering their need for social acceptance. Based on information from the site Whatis.com - Pew Research, did you 

know, on average, a Millennial will have 50 more Facebook friends than any other generational user? 

Continued on page 5 


4

Bridging the Generational Gap in Loss Prevention 

Our profession, as interviewers, has to evolve in order to connect with this new generation of associates. WE have to bridge the gap in a credible way. 

In addition to having the tools and education designed to protect us from lawful ramifications or consequences as a result of our interviews, we have 

to become emotionally credible. Professionally we can still be taught everything we need to know to excel except for one thing, human nature and 

compassion. The ability to be kind. Kindness is a necessary step in the interviewing process today, and it cannot be manufactured. It must be real, 

genuine and 100% authentic. This is where you develop the emotional credibility needed in today’s Loss Prevention environment. 

So what do we do with the standards we are all accustomed to; the method to our “madness” that has guided us thus far? Well, we build upon those 

techniques. We use what we have learned in seminars, workshops and from subject matter experts, and we evolve with the changing characteristics of 

the business we are in. Certainly utilize the skills and technique from a technical perspective, continue to educate ourselves on definitions of the trade 

and the steps in which to execute our jobs effectively. Making the commitment to be kind, respectful and compassionate will only increase the moral 

value of what you do every day. After all, LP is not easy. We're usually the one no-one wants to see coming... we have to address the issues and find 

the needle in the haystack when others could not. 

Often in Loss Prevention, we are asked to do the impossible. We are tasked with getting someone to admit something, (and write it in a statement) 

that they vowed they would take to the grave. The only thing standing in the way of ones complete and utter freedom and getting away with a crime 

is you, the interviewer; nothing else. But it’s our job to tell a story, paint a picture, and convince the subject we are speaking with that we are the 

positive side of accountibility. As an evolving industry, there are a few things we need to understand as it relates to Millennials. Once we can peel 

away some of the outward appearance of situations and look into human nature and intent, we can find a truer success in our interviewing. Let's 

consider the following: 

1) The majority of individuals being interviewed are regular, average people that have been led astray by the opportunity of their poor 

circumstances. 

The associate has likely lost the ability to reason with whatever reality they are currently in. For example, a young man, whose brother was just 

released from rehab for drug abuse, owes thousands of dollars to the drug dealers from before his rehab started. For this cashier, his brother is likely 

more important to him than his employer. If faced with the reality that his brother may relapse, or worse than that, get hurt or killed by those he 

owes money, I'm quite certain this young man would rather take whatever his employers consequences might be over the consequences that could 

happen to his family. To this employee, stealing $1000 from the register is an easy choice. There is only a 50/50 shot he will get caught, but there is 

a 100% chance his brother could be seriously injured or killed without the money. What do you think this young man is going to do? Where is his 

human instinct going to lead him? More importantly how can we, as the interviewer, rationalize this in a way that establishes emotional credibility? 

As an LP Professional working to bridge the gap of understanding, we must first believe the intent of this employee was not to defraud the company, 

his intent was to protect his brother. The company losing money was a side effect of his “instinctive human nature” to do whatever possible to help 

his family. This cashier wasn’t thinking about the company, he wasn’t even thinking about himself. This Millennial employee was thinking only of his 

brother. 

2) We are the fact finder, not the one to act in judgment about their action. 

To have a conversation with someone and demonstrate emotional credibility, we have to first find compassion within our own mind before we sit 

down with someone. As in interviewer, we need to be steadfast in our own morals. We need to extend courtesy and kindness. Of course we know 

it was wrong, they know it was wrong, but did they care enough at the time to refrain from committing that crime? Not if the alternative, in their 

mind, is worse than accepting accountability from the employer. 

3) A dishonest associate is ready for you, and has already conceded that they made the right decision at the time, whether with integrity 

or not. 

It’s the fact that today’s opportunistic retail employees that make a poor choice have likely already weighed out the end result and are willing to 

face the outcome regardless. To a Millennial, the value of the decision to do wrong with the employer, may not even come close to the value of the 

alternative situation that employee may have been facing. We have to understand that the intent wasn't to defraud the company, although that may 

be what happened, the intent was to prevent a more personal situation from getting worse. It could even be something simple, like hooking up a 

friend, which may mean more to that associate than keeping their job. As an evolving LP professional being tasked with the responsibility of speaking 

with another human being as an authority figure, it is helpful to first try to understand the human nature of the situation if you want to have any 

authentic, emotional credibility and connection with the subject. 

4) Keep an open mind. Of course the associate is going to first try to lie. Don't make up your mind and let it define their character. 

Regardless of the generation, people are people. These employees that have done wrong and satisfied the immediate need of their situation are now 

faced with the afterthought of concern of being caught. They have rehearsed in their minds what they might say if and when confronted with the 

dishonest act. Of course they have. This lie they might tell, it's not defining their character, quite the opposite! What kind of person wouldn't try 

to prepare for being called out on a dishonest act? The kind that doesn't care. The ones that set out to commit the crime. Those individuals are 

programmed differently, and not the majority of what you find in the LP interview scenario. Those individuals are tougher because they typically 

wanted to do it for the thrill or the value they see in the action. That is a different set of emotion, but still emotion. The fact is, subjects will always 

test you. It doesn’t mean they are a bad seed. That first lie, or set of lies is a mere regurgitation of what that individual was holding in for weeks, 



5

Bridging the Generational Gap in Loss Prevention 

sometimes months on the chance of being caught. It's the flood gates opening with their version of a justification of why they are innocent. It is the 

rehearsed, matter of fact, human nature response when someone is calling you out on your wrong doing. A Millennial will be concerned with what 

you think of them in that very moment. That may actually work to your advantage in trying to rationalize with them and break down the truth. 

5) Conduct yourself as though you will be remembered forever, because you will be. 

I mean, let's face it, we have a good eye for detail and an even better ear for it, but through the months and years of interviewing as many people as 

we interview we will be lucky to remember a name. We might remember some of the circumstances, and of course the high dollar or extravagant 

cases. We will remember the story behind it, but the people we will eventually forget about. Over time, what they looked like and how they dressed 

will fade. But the truth of the matter is that these people will remember you for the rest of their life. These people in "the chair" across from you 

will remember what you looked like, what you said, how you said it, what you were wearing and most importantly, how you treated them. These 

individuals, that are labeled "subjects" in our world, will remember even the sound of your voice until the day they take their last breath. The reason 

these people will remember you is because of the content of emotion they feel in the moment, and because you represent the fork in the road that 

prompted the inevitable change in their life forever. Either the beginning of the end, or the lesson learned. Regardless of the path these people take, it 

is up to us to offer the utmost respect and dignity we can in the moment they need it the most. The way we treat them in that moment might change 

their life forever. And in the spirit of human nature, the way we decide to treat them, might determine the choices they make or even how they treat 

others in the future. 

We, as LP professionals, make a huge impact by having emotional credibility in what we do every day. Not just with the subjects we interview, but 

with the retail professionals we must foster collaboration with as our industry changes. The culture of retail is changing, the generations are changing, 

so too, should the culture of Loss Prevention. It starts with each of us. One LP professional filters through hundreds of people in the retail world; be 

it employees, customers, or peers. Let’s make a choice to be compassionate, kind and diligent in becoming emotionally credible. I am certain this will 

help us bridge the gap and relate to new generations of individuals that are evolving our business and our industry toward a more rewarding future. 

Loss Prevention can lead by example in this endeavor, and I hope we all do. This is the Millennial evolution, and we should be excited to be a part of it! 


6

CYBER 

CORNER 

CYBER CORNER 

By Rhett Asher 

Is the Password Dead? Online Identity Authentication in the Modern Day 

In the age of increased cyber-attacks and data breaches, is the password still an effective means for online identity authentication? According to a new 

report published by the Privacy and Security Law Report, the password alone no longer provides a secure means for ensuring that persons accessing 

data are who they actually say they are. As one cybersecurity official put it, the password needs to be, “killed dead”. 12 The development of new 

methods for online identity authentication is therefore necessary in order to ensure that your personal and professional data is secure at all times. 

The problems presented by the password as a means of authentication for both the retail industry and the general public more broadly are many. In 

an age where technology users have an average of 24 online accounts, passwords are often replicated on different accounts, allowing cyber criminals 

access to multiple accounts once a password is discovered. 3 Similarly, in order to remember the plethora of passwords necessary for online accounts, 

many people write down their passwords in unsecure, easily accessible locations, including in physical journals and on unencrypted word documents. 

Even in cases where passwords are sufficiently long and complex, phishing attacks can be used to trick accountholders to release their password. 

The inadequacy of the password alone as a method for identity 

authentication is especially relevant to the retail industry, which is 

oftentimes responsible for the personal financial data of millions 

of consumers. If the passwords of accounts that hold this data are 

compromised, the wellbeing of millions of Americans is at risk. 

Understanding and adopting more secure means for online identity 

authentication is therefore a necessary component of ensuring that retail 

and consumer data is kept safe. Efforts have been made to develop and 

disseminate information on more secure authentication means, led by the 

White House’s National Strategy for Trusted Identities in Cyberspace. 

Using recommendations from the strategy and other cyber sources, 

below are some steps that your company can take to ensure that your 

authentication methods are as secure as possible: 

Two-Step Authentication (2FA): Two different components are necessary to gain entry to an account. The most common 2FA method 

involves a password coupled with something the account user possesses (ex. A phone or a person’s biometric information). In order to gain access to 

an account, the user must provide the password as well as a code via their phone, or biometric information such as a fingerprint. 

Secure Credential Information Cards: Similar to an online “driver’s license”, information cards are, “open, vendor-neutral industry 

standards for managing and sharing digital identities”. 4 Employees are issued these cards virtually, which can be stored in certain secure computer 

applications. The cards can be registered on websites that accept them in place of passwords. 



7

Is the Password Dead? Online Identity Authentication in the Modern Day 

Password Vault: If passwords are still necessary to use on certain accounts, it is advisable to store these passwords in a secure location. Password 

vault services such as LastPass, KeePass, and 1Password allow users to store their passwords securely, only requiring a single password to access the 

database. Oftentimes, these vaults require 2FA to access passwords. 

Using a password alone as a method for online identity 

authentication is inadequate in the modern age. 

Bottom Line: Using a password alone as a method for online identity authentication is inadequate in the modern age. The retail industry must 

work to adopt new methods for authentication that meet the security standards necessary to ensure the protection of valuable consumer data. 

1 Kemp, Tom. "Despite Privacy Concerns, It's Time to Kill the Password." Forbes. Forbes Magazine, 18 July 2014. Web. 07 Aug. 2015. 

2 Solove, Daniel, and Woodrow Hartzog. "Should the FTC Kill the Password? The Case for Better Authentication." Rep. no. 14 PVLR 1353. 

Privacy and Security Law Report, 27 July 2015. Web. 7 Aug. 2015. 

3 "TeleSign Consumer Account Security Report - TeleSign." TeleSign. N.p., June 2015. Web. 07 Aug. 2015. 

4 Cobb, Michael. "Online Authentication Methods: Personal Information Cards and Web SSO." ComputerWeekly. N.p., June 2011. Web. 07 Aug. 2015. 

For Assistance or questions, feel free to contact: 

Rhett Asher 

Director of Business Development 

CONTROLTEK 

95 Dermody Street 

Cranford, NJ 07016 

Phone: 908-603-0885 

e-mail: Rhett.Asher@controltekusa.com 

VIDEO INTERVIEWING TIPS 

Make sure to check out all of IAI’s Interviewing Tips! 

This month, Wayne Hoover, CFI reveals the “5 Types of Lies.” 

Which ones have you heard? 

Check it Out! Click Here. 

“When you have exhausted all 

possibilities, remember this: 

you haven’t.” 

Thomas Edison 

QUOTE 

OF THE QUARTER 


8

LEGAL ASPECTS 

Corporate Miranda Warnings- Upjohn v. United States 449 US 383 (1981) 

Interestingly, there has been a corporate warning for employees interviewed by attorneys investigating incidents within companies since the Upjohn 

case was decided in 1981. This case largely focuses on the scope of the attorney-client privilege in a business as it determines the facts surrounding 

alleged misconduct. 

Upjohn Company manufactures and sells pharmaceuticals in the United States and around the globe. In 1976 independent auditors discovered what 

may have been illegal payments to government officials in a foreign subsidiary of Upjohn. Upjohn elected to conduct an internal investigation into 

these payments to determine whether or not they were paid to secure government business and thus were in essence a bribe. 

As part of the investigation attorneys for the Upjohn Company prepared a questionnaire to be sent to key personnel in the foreign subsidiaries. The 

questionnaire was accompanied by a letter signed by the chairman of the board that indicated possible illegal payments to foreign officials had been 

made by subsidiaries of Upjohn. The letter also said that the organization needed full information regarding any such payments to determine the nature 

and magnitude of them. The questionnaire then went on to seek detailed information about the payments. The employees were also instructed 

that this was a highly confidential matter not to be discussed outside the company. In addition, Upjohn’s general counsel and outside counsel interviewed 

the people who filled out the questionnaire and 33 other Upjohn employees. 

At the conclusion of the in-house investigation Upjohn submitted a report to the Securities and Exchange Commission which disclosed the questionable 

payments. The Internal Revenue Service was also notified of the investigation and they initiated an independent investigation of the situation. 

As part of the preliminary information provided Upjohn gave the IRS lists of all the Upjohn employees interviewed and the names of the employees 

who filled out questionnaires. 

The IRS issued a summons requiring Upjohn to produce “The record should include but not be limited to written questionnaires sent to managers of 

the Upjohn company’s foreign affiliates, and memorandums or notes of the interviews conducted in the United States and abroad with officers and 

employees of the Upjohn Company and its subsidiaries.” Upjohn refused to supply the IRS requested information in this paragraph believing that 

they were protected from disclosure by the attorney-client privilege or where the work product of the organization’s attorneys was done in anticipation 

of litigation. 

In internal investigation 

being investigated by a 

corporation’s lawyers 

there is a potential conflict 

of interest should they 

attempt to represent both 

an employee and the 

Corporation. 

From this litigation became what is now known as the Upjohn warning. In internal investigation 

being investigated by a corporation’s lawyers there is a potential conflict of interest should 

they attempt to represent both an employee and the Corporation. The Upjohn warning is an explanation 

that the lawyer represents the Corporation and not the individual employee. The implication 

of this is that the can be somewhat problematic for the employee. Since the privilege is 

between the company and the attorney any statements made by an employee are not privileged 

between the attorney and employee. But rather the privilege is controlled by the company and 

may be released to third parties without the consent of the employee or even his or her knowledge. 

For example, the company could provide the employee’s statements to law enforcement or 

regulatory bodies potentially opening the individual to criminal or civil actions. 

Company lawyers investigating improprieties should document the Upjohn warnings either 

documenting them in their notes or using a separate sheet listing the warnings that the employee 

signs. 

While the exact wording of the Upjohn warnings are not as specific as those detailed in the Miranda decision they should generally include the 

following. 

1. The lawyer represents the company and not you the employee. 

2. The company lawyers often gather information by speaking with the organization’s employees. This is done so that the lawyer can provide legal 

advice to their client; the company. The conversation between the lawyer and employee is protected by attorney client privilege. 

3. The attorney-client privilege is between the company and the lawyer, not the employee. The privilege is controlled by the company which may 

decide to share any information it learns from the employee with third parties without the employee’s permission or prior notice. 



9

Legal Aspects 

4.For the conversation between the company lawyers and the employees to remain privileged it must be kept confidential. The conversation between 

the company lawyers and the employees should not be discussed with anyone else; including other employees of the corporation. 

Some writers in this area have suggested that the warning should go even further advising the employee of the potential for self-incrimination. In the 

public sector Miranda warnings are only required to be administered in situations where the subject is in law enforcement custody, is being interrogated 

by a government agent or someone acting on the government’s behalf, and is being questioned. Adding Miranda type warnings to the Upjohn 

warnings is not appropriate because the conversation is not done in the custody of law enforcement or even with their participation. One of the key 

components requiring the Miranda warning is custody which is clearly not at issue in most internal investigations. Also the questioner in this type of 

investigation is not a law enforcement officer nor is likely to be acting at the behest of one. 

CFI insider note: It should be noted that these warnings are not applicable to internal investigators conducting inquiries outside the scope of the General 

Counsel. Attorney-client privilege is not a simple process protecting documents and notes from discovery simply because an attorney is involved. 

If there is a question about attorney-client privilege in an internal investigation, it should be directed to the corporation’s general counsel or outside 

counsel for evaluation and ultimate direction. 

It may also be appropriate if an investigator is interviewed in an internal investigation that he ask the organization to provide him with separate 

counsel or retain one independently to advise him on the potential pitfalls of the investigation. 

Search by Private Citizen 

U. S. v. Emile, 2015 WL 394-0848 (11th Circuit 2015) 

A United Parcel Service the store manager contacted his local police department about two packages that he considered suspicious. The two packages 

allegedly containing stereo equipment had been dropped off at his facility for an overnight delivery to a California address. In his report to police he 

related that the packages seemed heavily taped and had a chemical odor emanating from them. He also related that the sender had not wanted the 

orders consolidated to save money. 

Although the UPS manager was told that he was “not” to open the packages at the 

behest of police he could do so if he felt they contained hazardous materials. The 

store manager decided to open the two packages and found that they did not contain 

stereo equipment, but rather cash totaling over $28,000. While the responding the 

officer watched the packages being opened he did not participate in opening them or 

physically searching the boxes. The officer believing that the cash may have been from 

drug sales had a dog examine the cash. The drug dog alerted to the cash and the officer 

seized the money as evidence. 

Two days later, police visited the address to which the packages were to be delivered. 

Bernal who answered the door stepped outside closing it behind him followed by a 

strong odor of marijuana. He told the officer that he had shipped the two packages 

containing stereo equipment. Bernal was then detained so a search warrant could be 

obtained. Bernal’s brother also exited the apartment and was taken into custody. One 

of the officers then made a protective sweep of the apartment and noted marijuana in 

the apartment. 

Investigators working in the 

private sector should recognize 

that if they are operating with 

the police to further law 

enforcement efforts the search 

will likely be suppressed. 

After the search warrant was obtained a search of the apartment revealed evidence of marijuana, guns packing materials, and UPS receipts. Attorneys 

for the brothers attempted to suppress the evidence found during this search of their apartment. The court concluded that the opening of the two 

packages by the store manager was a private search and was not a “joint venture” between the manager and the police. 

The brothers appealed. 

Decision: the lower court ruling was affirmed. 

In the above case the brothers attempted to suppress the evidence discovered in the apartment as a result of the fruit of the poisonous tree. Their 

argument was that the initial opening of the boxes done by the store manager was at the request of the police. In both the lower court and on appeal 

the courts concluded that the store manager was acting as a private citizen and not in concert with the police. It was important that the officer told 

the store manager he was not open the packages on behalf of the police, but he could do so if he felt that the contents might contain hazardous materials. 

The officer took no part in opening or searching the two boxes. Once the contents of the boxes were discovered to be cash and not the stereo 

components listed on the packing slip the officer made a logical conclusion that the cash might be the result of drug sales. 

Investigators working in the private sector should recognize that if they are operating with the police to further law enforcement efforts the search 

will likely be suppressed. However, if the company investigator or employee is acting independently the Fourth Amendment does not apply since the 

search is not a government action. 


10


11

CFI SPOTLIGHT 

INTERVIEW 

CFI Spotlight Interview - Molly Gottlieb 

This CFInsider edition spotlights Molly Gottlieb, CFI. Molly has been working in the Loss Prevention Industry for 

approximately three years. Molly currently is a Regional Loss Prevention Manager for Sherwin-Williams Paint Store 

Group, covering ten states with responsibility of approximately 250 store locations. Molly graduated Magna Cum 

Laude from Washington State University with a degree in Criminal Justice in May, 2012. With that being said she 

is within her first anniversary of having her CFI designation. Take the time to find out a little more about this future 

industry leader. 

Throughout my undergraduate degree program, I had planned to pursue Law School upon graduation. Unforeseen 

what was in store for me when I was home from school during break, a conversation with my mentor, Greg Brumley, 

catapulted me to the corporate world. Greg mentioned that he too was a Criminal Justice major, and was now the 

Vice President of Loss Prevention at T-Mobile. Greg explained the investigative aspects that are part of a role in Loss 

Prevention, as well as the Project and Program Management skills required. Greg mentioned that T-Mobile offered 

an internship to one candidate each summer, and I was immediately interested in the opportunity to witness investigations and gain some experience 

in the corporate world. Throughout my internship, I was able to gain insight into how multi-faceted the Loss Prevention field truly is. I was able to 

see the complexities of vendor management, as well as spend some time with our local Regional Loss Prevention Manager and even accompany him 

on interviews. That summer, a number of T-Mobile Loss Prevention employees were attending a two-day Interview and Interrogation Training seminar 

offered by Wicklander-Zulawski, and I was chosen to participate. After the first few hours of the WZ seminar, I immediately knew this was the career 

path for me. 

As I have learned while being in the field of Loss 

Prevention many colleagues began their career 

at the store level apprehending and detaining 

shoplifters. Prior to my internship I was a Sales 

After the first few hours of the WZ seminar, I immediately 

knew this was the career path for me. 

Associate at Nordstrom. It may be a stretch, but I think I can say that I had minimal exposure to Loss Prevention during my days as a Sales Associate. 

Although it was not in my job description to catch shoplifters, I was able to assist Loss Prevention when a customer was in question. I believe that 

starting as an Intern in a Loss Prevention department provided me with an invaluable experience. The internship program itself was fairly new, which 

allowed me to work with leadership to mold the curriculum and expose me to the many facets of Loss Prevention. I was able to spend time with 

not only the Regional Loss Prevention Manager on his investigations, but also with the Major Investigations Team, understanding how complex 

investigations can become when dealing with Organized Crime across State lines. Another important segment of Loss Prevention I got full exposure 

to was vendor management. I was able to understand the intricacy and time it requires to manage a vendor whether that may be a restitution, CCTV 

or ID verification. Having been exposed to these different aspects of Loss Prevention at such an early stage in my career allowed me to better identify 

business needs and efficiently juggle the various tasks and roles of a Loss Prevention professional. 

During my time at T-Mobile, I thoroughly enjoyed helping the field with their investigations. Whether that entailed pulling video, or sorting through 

incident reports, I found it rewarding that I was able to provide them with the information needed for them to conduct effective investigations. I 

believe having this background helped build my foundation for understanding the complexities of investigations. Although I was not yet conducting the 

actual interviews, I began to understand the framework required to piece together information from a variety of touchpoints and formulate the correct 

rationalizations themes to utilize in a given situation. 

In transitioning from intern to business analyst I felt I was ready to grow, I owe the ease of that transition to a mentor of mine, Joe Davis. He was a 

true advocate of my development at T-Mobile and provided me with the tools as well as the freedom to mold the job description as a Business Analyst 

to what we deemed business critical. Early in my career, I was given the opportunity to conduct and write a formal (RFP) request for proposal to hire 

a Restitution Vendor. This learning process provided me with the ability to effectively vet vendors as well as helped me understand the corporate world 



12

CFI Spotlight Interview 

in terms of learning the complexities of writing RFP’s and the Scope of Work. Moving into a field role, I feel I have a well-rounded understanding of 

Vendor Management, and now as a user of the services they provide, I can better utilize the tools they offer. 

Now that I am building on my career; the transition from being a corporate Loss Prevention Employee to a Field Manager was certainly a new and 

exciting challenge. I think it’s safe to say my current Manager, Director of Loss Prevention, Mike Hagenbush, took a gamble on hiring a professional 

with relatively little interview experience. Mike has provided me with continued guidance on how to excel in a field position. Whether that is spending 

time on the phone discussing complex investigations, or role playing how an interview may pan out, he has fostered an environment that has allowed 

me to contribute to his team’s success. He has also provided me with the opportunity to make this position my own. I have been able to leverage 

different past experiences from the corporate side to utilize best practices and implement them in the field. Going from a corporate position to a 

field position definitely had its challenges, but was and continues to be an invaluable learning experience to further my career as a Loss Prevention 

Professional. I have learned that knowledge about another industry is easy to come by, however the basic skills to master are difficult to obtain but 

completely transferable. 

With my career progression, I felt it was time to tackle the industry standard. I received my CFI designation in August, 2015. I have found that the 

course was extremely valuable for me to succeed in my current role on a daily basis. Interviewing plays a huge role in my current position and after 

taking the CFI class, I believe I was provided with new techniques for interviewing, as well as a community of elite interviewers and mentors from 

whom I have a great deal to learn. My current boss, Mike Hagenbush, speaks very highly of the CFI credentials and actually proposed an initiative 

whereby all Sherwin-Williams Loss Prevention employees should become certified. I am incredibly grateful for this. Through my initial research on 

certifications in the Loss Prevention field, I have not come across any other certification program with this kind of impact. By going through the course, 

and networking with fellow CFI’s, I certainly believe that we are provided with the tools and techniques to be the elite in the Loss Prevention industry. 

From day one in my professional career, I recognized the importance of identifying mentors who are elite industry professionals. These relationships 

have been an invaluable tool for me. I hope to use my new CFI certification to continue to network and learn from my mentors and peers. 

In being new to the CFI community, I am hopeful that with the continued education of becoming a CFI the future has in store for me many 

admissions and successful interviews and investigations. As any determined individual, I am eager to continue to learn and improve my interviewing 

skills. In my current position with Sherwin-Williams I am exposed to a variety of different kinds of investigations with varying levels of complexities. I 

hope to utilize the tools and techniques I gained from obtaining my CFI credentials to become an elite interviewer. 

In concluding this interview with Molly the CFInsider Spotlight Committee learned a little more about her than above. Molly was a successful collegiate 

soccer player while attending University of Tampa, but you will never catch her with a fishing rod casting for that big one as she is deathly afraid of fish. 

Lastly, though afraid of fish she does not mind eating them as sushi is her favorite food. 

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13

RATIONALIZATION 

OF THE QUARTER 

The “Full House” Method of 

Rationalization Development 

By Randy Tennison, CFI 

At the end of many episodes of Full House, there would be a moment 

where Danny, the father, would sit down with one of the girls, who 

had gotten in trouble, and have a discussion with them. Emotional 

music would play, and Danny would explain to one of the Tanner 

daughters, Michelle, DJ, or Stephanie, why what they had done was 

wrong. The daughter would look lovingly at their father, apologize for 

what they had done, the audience would let out a collective “Awwww!”, 

Danny would dole out a punishment, and the scene would end 

with a big hug. It was a formula that worked for 193 episodes, and 

possibly more, with the coming re-boot of the series. It’s a formula 

that can be used when creating a rationalization, as well. 

During an admission seeking interview, the rationalization is used to 

Photo Credit: Bob DAmico/ABC/Getty Images 

transfer guilt away from the suspect. It allows the suspect a way to save face when they admit, while building a relationship between the interviewer 

and the suspect. Essentially, what the interviewer is saying is that the suspect is not a bad person, and that without a specific set of circumstances, 

they probably would have never taken the action they took. It offers hope to the suspect that their life is not going to be ruined by their actions. 

And, through the use of story, it tells the suspect that their actions were not unique. 

During an admission seeking interview, 

the rationalization is used to transfer 

guilt away from the suspect. 

The basic components of a rationalization are “State It”, “Story It”, 

“Moral It”, and “Link It”. An interviewer normally has several learned and 

practiced rationalizations ready to go. However, what happens when those 

rationalizations don’t work? The interviewer has to develop new rationalizations 

on the fly, and construct them to match the circumstances that 

the suspect is facing. This can be difficult while “in the room”, but is a skill 

that must be mastered by anyone seeking to be an elite interviewer. 

The “Full House” formula can be used as a basis for developing the rationalization. There are several elements essential to a good rationalization. First, 

the subject of the rationalization must be made sympathetic. The three daughters on Full House were always getting in trouble, but the audience 

loved them anyway. The subject in the rationalization must be someone that the suspect can relate to. We never want to make the subject dislikeable, 

or a bad person. The overarching trait of the subject should be that they are a good person, who simply made a bad choice based upon the circumstances 

they found themselves. That’s how our suspect wants to be seen. Very few suspects want people to believe they are bad or evil. They just are 

misunderstood. 

The second element is that the subject was placed in a situation outside of their control. Perhaps it’s unexpected bills, a divorce, an auto accident, or 

something else that happened to the subject. This situation is the starting point for everything that happened afterward. The interviewer is selling the 

idea that if the situation had not occurred, the subject would never have done what they did. By talking about this, we are deflecting the blame of the 

situation away from the suspect, and onto an outside force in that suspects life over which they had little control. 

The third element is that the person in the rationalization got caught. A thorough investigation was conducted, and their actions, just like the actions 

of the Tanner daughters, were discovered, and now they were being asked to explain. In our scenarios, the party in the rationalization is very forthcoming, 

easily acknowledging what they did, and explaining the reason for their actions, modeling the behavior that we wish our suspect to display. 

We take on the persona of Danny Tanner, becoming a listener, and showing understanding and empathy to the situation that the person in our 

rationalization found themselves. 

The final element is the redemption. In rationalization, this is called the “Moral It” phase. Just as Danny sat down to understand why his daughters 

did what they did, we sit down to understand our person’s unique situation. We talk about how important it was that the person explained everything. 

We express gratitude that the person was truthful, and that their truthfulness kept people from drawing the wrong conclusion about them. 

Just as the Tanner girls were good girls, who just got in a bit of trouble, our rationalization subject was a good person, who made the wrong choice. 



14

Rationalization of the Quarter 

The correct rationalization story can set an interviewer 

up for success in the interview process. 

The correct rationalization story can set an interviewer up for success in the interview process. The suspect deflects blame away from themselves, 

places themselves into the rationalization story, and decides that being truthful is the best option at that time. Using the “Full House” method can 

help interviewers develop those types of rationalizations on the fly. 

“How to Interview 

an ORC Suspect” 

Webinar Follow-Up Questions with 

Chris DeSantis, CFI (Macy’s) and 

Jerry Biggs (Walgreens) 

1) Have any other big box stores worked with smaller retailers like c-stores? I know most boosters work together and target multiple retailers. 

Jerry: We have and do work with smaller retailers in various areas of the country. 

Chris: We have not worked with C-stores; majority of cases involved retailers in same vertical, specifically those that sell apparel such as Pennies and 

Gap. 

2) What technology is being used to investigate ORC suspects? 

Jerry: We utilize various social media and online auction sites to gain information on individuals and/or businesses suspected of engaging in ORC. 

We also use a data service called “TLO”, to dig deeper into the background of an individual or business. We also use varies types of surveillance 

cameras and vehicles equipped to conduct covert operations. We utilize GPS devises to track stolen product and provide these devices to law enforcement 

for vehicle tracking when needed. Our Security Operations Center (SOC) will sometimes assist us when utilizing GPS devices to track stolen 

product or remotely monitor a particular locations CCTV equipment, live while we’re running an operation. 

Chris: We also utilize SM and online auction sites to monitor activity and gain Intel. Macys also uses TLO for investigative due diligence. We utilize 

specialized equipment such as mobile cameras to support off-site surveillances of boosters and fencing operations. 

3) How do you handle the suspect trying to make a deal? 

Jerry: In most cases, our suspects are criminally charged therefore any agreement you would offer a subject would have to be administered by the 

charging district attorney. If the subject has not been criminally charged we would likely offer him/her exoneration from past thefts, providing the 

information was factual and worthy. These are typically verbal agreements between the investigator and the subject. The private sector should be careful 

when working a confidential informant independently. There can be some level of responsibility they are assuming for the safety of their CI if not 

watchful. 

Chris: We remind them that any cooperation is not in exchange for release. They know up front that they are being prosecuted regardless. 


15

Why Recording Interviews is a 

Good Idea 

By Fredrik Oestereng, Managing Director at Indico Systems Group 

Reliable information is and has always been the lifeblood of any investigation. Victims, witnesses and suspects are the people who can provide accurate 

and reliable information through their knowledge of the events under investigation. The skill of an interviewer is, of course, critical to obtaining 

this information, but even the best interviews are ineffective if the information obtained is not recorded accurately. Traditional note taking is an 

obstacle to skilful interviewing, whereas electronic recording improves the quality of both the interview and the product. 

Interviewing is a complex activity because the interviewer has to perform a number of demanding tasks simultaneously, for example concentrating, 

listening, formulating questions, and assimilating responses. This ‘cognitive load’ is further increased by other factors such as the presence of 

additional people, or particularly complicated investigations. Once ‘cognitive capacity’ is reached information from the interviewee is either not 

processed into memory at all or edited so that important detail is lost. The traditional method of ensuring information is not lost is to make detailed 

notes during an interview. However, note taking is not the solution, because not only is it an additional cognitive task, but it also disrupts the flow 

of conversation. 

The way to gain maximum information from an interview and avoid the disruption caused by excessive note taking is to use audio or video recording. 

This is not a new idea, however the modern software based recording solutions offer all the known advantages without any of the disadvantages 

of the previous generation bulky analogue recorders - something that is being appreciated by an ever-growing number of organisations across the 

word in both the public and private sectors. 

A digital recording solution can be incorporated within a PC or tablet as an application. There is no need for the interviewer to carry additional 

equipment. The presence of the PC or tablet during the interview is completely unobtrusive -it is a standard piece of work equipment in the digital 

age. Of course bespoke interview rooms can be installed where necessary. The original electronic recording has a digital time stamp for integrity, but 

can also be annotated and bookmarked after completion to draw attention to the most important parts. 

The complete digital file can be then securely stored for as long as needed and is accessible remotely (avoiding the need to make copies -which of 

course can be lost) by authorised personnel– increasingly relevant with multi national companies or in fact any organisation with more than one 

base. Experience with numerous organisations has shown the use of electronic recording can also produce efficiencies in other business processes. 

The electronic file represents incontrovertible evidence when used within a criminal, civil or disciplinary hearing. Not only are the words recorded 

but also emphasis, intonation and context. This increases the quality of the proceedings, prevents allegations of unfairness, and in many cases speeds 

up case resolution. 

The benefits of electronic recording go beyond the investigation and management of individual cases. The existence of electronic recordings allows 

forward thinking organisations to quality assure their work by periodically reviewing a sample of the database, and the skills of their staff, improving 

professionalism and effectiveness. 

Interviewing will always be a core part of investigation and some of the core skills required - for example the ability to build rapport - will never 

change. But, electronic recording is a huge step forward in improving the reliability of information gathered. 

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. 


16

Abstract: 

New Study On Sleep Deprivation 

and False Confessions 

False confession is a major contributor to the problem of wrongful convictions in the United States. Here, we provide direct evidence linking sleep 

deprivation and false confessions. In a procedure adapted from Kassin and Kiechel [(1996) Psychol Sci 7(3):125–128], participants completed computer 

tasks across multiple sessions and repeatedly received warnings that pressing the “Escape” key on their keyboard would cause the loss of study 

data. In their final session, participants either slept all night in laboratory bedrooms or remained awake all night. In the morning, all participants 

were asked to sign a statement, which summarized their activities in the laboratory and falsely alleged that they pressed the Escape key during an earlier 

session. After a single request, the odds of signing were 4.5 times higher for the sleep-deprived participants than for the rested participants. These 

findings have important implications and highlight the need for further research on factors affecting true and false confessions. 

Read more here: http://www.pnas.org/content/early/2016/02/04/1521518113.abstract. 

CHAPTER 

UPDATES 

Northeast Chapter CFI Meeting 

Meeting Date/Time: 

March 16, 2016 

12:00 – 4:00 

Meeting Location: 

Starbucks Corporate Office 

7 Penn Plaza (370 7th Ave) 

Across street from Madison Square Garden 

New York, NY 

Speakers/Topics: 

Matt Christman, CFI 

Internal Investigations at Dick’s Sporting Goods 

Nate Prusi, CFI 

Statement Analysis 


The Scholarship Committee has been busy 

reviewing and voting on their top nominees 

for the Private Sector Fred Wilson, CFI 

Scholarship, the Public Sector Scholarship 

and the International CFI Scholarship. The 

committee’s top nominees will then be sent to 

the Advisory Board to decide on a winner for 

each category. The winners will be announced 

at Elite Training Day on April 5th in Minneapolis, 

MN. 

Thank you to all the committee members 

from the CFInsider Committee, the Scholarship 

Committee and the Rationalization 

Committee that were able to attend our call 

on February 19th. 

COMMITTEE 

UPDATES 

17

RETAIL SUPPORTERS 

THANK YOU TO OUR SPONSORS 

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18

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011001100 

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CyberSource’s 2013 Online Fraud Report 

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Copyright © 2014 General Dynamics Information Technology. All Rights Reserved. 


19

ON THE MOVE 

DECEMBER 2015 

Jared Hammans, CFI was promoted to Director of Corporate Risk Manager from Loss Prevention and Safety Manager 

for Goodwill Industries of Kansas. 

Marcos Chapman, CFI was promoted to Regional Operations Director for JC Penney. 

James Hooper, CFI was named Distribution Center Loss Prevention for Sport Chalet. 

JANUARY 2016 

Raymond Sosa, CFI was promoted to Director of Loss Prevention for CVS Health. 

Joseph Nay, CFI is now the Director of Loss Prevention at VXI Global Solutions. 

Kelly Moye, CFI was named Corporate Investigations Manager for GM Financial. 

Aaron Hancart, CFI was recently named Director of Asset Protection for The Cellular Connection. 

FEBRUARY 2016 

John McLean, CFI was named Operations Manager for Macy’s. 

Andrew Buchanan, CFI was named Director of Loss Prevention for Calgary Co-op. 

Jacob Krippel, CFI was named Multi Asset Protection Manager for The Home Depot. 

Darryl Rabel, CFI was named Regional Asset Protection Manager-Northeast for Dollar Tree. 

WE ARE THE 

INTERNATIONAL ASSOCIATION OF INTERVIEWERS 

2,500+ IAI MEMBERS 1,800+ NUMBER OF CFIs 

Committed 

Professional Dedicated Certified Elite 

In the past few years… 

100+ Promotions of CFIs to Director and Vice Presidents 

250+ Executive level CFIs promoted 

Get your CFI & IAI Shirts. 

Online store now open, log in and check it out! 


20

NEW CFIs 

CFIs RECERTIFIED 

IAI NEW MEMBERS 

DECEMBER 

Charles Burgess 

Ryan Cheramie 

Christopher Edmonds 

Mason Feinartz 

Karen Ferris 

Brenda Hernandez 

Brandon Manning 

Robert Rabold 

Braden Radunzel 

Ryan Shadlow 

Donald Ward 

JANUARY 

Christie Burkhart 

Kevin Dabbs 

Dennis Douress 

Neil Garretson 

Thomas Horsefield 

Gregory Klecker 

Matthew Masiello 

Jane Mason 

Michael Mayernik 

Thomas Nelson 

Todd Sheehan 

FEBRUARY 

George Golden 

Prisca Hernandez 

Brian McKay 

Jeffrey Teator 

Carissa Brinkmann 

CFIs RECERTIFIED 

DECEMBER 

Jason Bedsole 

Dustin Brown 

James Daniel 

Joe Fauley 

David Guerrero 

Dawn Johnston 

Bryan Lee 

Elroid Lights 

Nelson Luis 

Jonathan Mayes 

Lewis McFarland 

Jayne McGrath 

Jeffery Mote 

Lawrence Pennino 

Bryan Rice 

Kristen Scott 

JANUARY 

Mark Blouin 

David Brown 

Harry Carlisle 

Dion Davis 

Carmen DuBose 

Sabine Engelby 

Michael Fortune 

John Galambos 

Paul Kofmehl 

Travis Marsh 

Jodie McDonald 

Christopher McKeand 

Mario Morante 

Matt Morgan 

Nicole Nelson 

Charles Peoples, JR 

Kimberly Rogers 

Fernando Rondinoni 

Tobias Sorrell 

Eric Strom 

Daniel Terlisner 

Jarrod Whipker 

Jack Trawick 

Peter Chie 

FEBRUARY 

George Allison 

Robert Bratcher 

Matthew Cain 

John Carro 

Bob Collinsworth 

Noah Davis 

Stephen Dubeck 

Robert Frasco 

Kristina Fullerton 

Darrell Hardin 

Reginald Holliday 

Gregory Lapre 

Adalbert Martinez 

Christopher McBrairty 

John McLean 

Paul Menzer 

Andrew Moore 

Jason Odell 

Christopher Perkins 

Sandra Peto 

Joseph Picolla 

Roger Ribbke, JR 

Richard Rice 

Jose Rodarte 

George Schweitzer 

Richard Sewell 

Barry Smith 

William Smith 

Donald Smith 

Aaron Wichmann 

Katherine Wisniewski 

IAI NEW MEMBERS 

DECEMBER 

Holly Urfer 

Albert Celani 

Andrew King 

Randy Rowley 

Vince Giacinto 

Adam Dawson 

Bobby Gomez 

John Stewart 

Jesse Portugal 

Sean McDonough 

Bernard Peterson 

Thomas Counts 

Douglas Chavis 

Joe Wojcik 

Howard Sachs 

Daniel Terlisner 

Ryan Cheramie 

Katelyn Conat 

Sundaraparipurnan N 

Steven Blais 

Dominic Ferraro 

Mark Winscher 

Ashley Montero 

Mario LeCavalier 

Mark Anning 

Carlos Sands 

Brian Nihart 

Ephantus Kathimba 

JANUARY 

Patricia Klein 

Greg Bacigalupi 

Melanie Meschwitz 

David Berkland 

Dawn Golden 

Terrence Ward 

Edith Smith 

Yingqiu Yu 

Raquel Rodriguez 

Brice Knight 

Kristen Mason 

Ashley Nickey 

JANUARY 

Ashley Nickey 

Angela Bensley 

Zakarie Ziobron 

Johnny Burnette 

Alexis Rinehart 

Robert Carotenuto 

James Thomas 

Calleigh Simpson 

Charles Stansbury 

Christopher Orsogna 

Bethany Gibbs 

Kaylin Dodson 

Joel Glaze 

Paul L'Italien 

Zaneta Jordan 

Meghan Mills 

Winford Wooten 

Conner Keeney 

Brittney Goss 

Jahvon Hardrick 

Betsy Bryant 

Imena Holland 

Kalin Copeland 

Courtney Vermilya 

Ross Brantley 

Daniel Martin 

Keith Pecko 

LaGarrion Bazile 

Destin Pace 

Andrew Smallwood 

Vanessa So 

Jordan Ghoreishi 

Aaron Hancart 

Charles Vega 

Jane Mason 

Scott Snider 

Adam Weiss 

Ryan Barnes 

Rich Groner 

Ashley Painter 

FEBRUARY 

Michael Surratt 

Elizabeth Loftus 

Dion Davis 

Eric Roberts 

Kelly Johnson 

Douglas Fessenden 

Thomas Nelson 

Chris Kellett 

Ryan Torres 

Kevin Wolfe 

Peter Betrovski 

Richard Peck 

Michael Barnes 

Sean Hall 

Garry Bergin 

Jonathan Dalton 

Marcus Medlock 

Karen Roof 

Molly Gottlieb 

Al Aguierre 

Melissa Ledbetter 

Donald Hicks 

Bryan Miller 

Westly Gray 

Christina Swift 

Randy Perkins 

Ruthann Wolfgang 

Betsy Vargas 

CFI 

The objective of this certification 

program is to create comprehensive, 

universally accepted professional standards 

combined with an objective measure of an 

interviewer’s knowledge of those standards. 

The ultimate goal is that every person and 

every organization with a stake in 

interviewing will benefit from the program, 

as will the reputation and effectiveness of 

the entire profession. 

CFI Code of Ethics 

The Certified Forensic Interviewer is a 

professional with the expertise to conduct 

a variety of investigative interviews with 

victims, witnesses, suspects or other sources 

to determine the facts regarding suspicions, 

allegations or specific incidents in either 

public or private sector settings. 

The Certified Forensic Interviewer 

demonstrates understanding of legal aspects 

of interviewing and proficiency in interview 

preparation, behavioral analysis, accusatory 

and non-accusatory interviewing, 

documentation, and presentation of 

findings. Click here to link to the complete 

CFI Code of Ethics. 

http://certifiedinterviewer.com/about-us/our-values/ 

Up for IAI 

Membership 

Renewal? 

Click here if you are 

unsure or want to 

renew now. 


21

UP FOR RE-CERTIFICATION 

APRIL 

Nicole Accardi 

Jeffrey Aldinger 

Anthony Antonelli 

Ryan Ashley 

Jeff Baile 

Vernon Bales 

Andrew Barborak 

Robert Bolton 

Ken Boston 

Markus Bressler 

John Brocar 

Stephanie Brown 

Muna Buchahin 

John Burkowski 

Robert Campbell 

Alecia Camps 

Barry Cohen 

Joseph Conte 

Randy Council 

Johnny Custer 

Christopher Dalton 

Armanda DaSilva 

Gerald DeClemente 

David Dehner 

Ron Drake 

Eddie Dunkin 

Gayle Eberhardt-Mitchell 

Brady Edwards 

John Fice 

Allen Flower 

Michael Fogg 

Tracey French 

David George 

Ronald Gillenberg 

Shauna Gillespie 

Matthew Gilligan 

William Goga 

Joseph Greco 

Lionel Halstead 

Kevin Hogan 

Jerry Holifield, Jr 

Frank Honey 

Michael Iverson 

Edward Jeanes 

Michael Kaighan 

Zakary Kaiser 

Kim Kidwell 

Jerry Larsen 

APRIL 

Donald Lindemann 

David Lu 

Bryan Martin 

Michael Mattone 

William McDermott 

David Miglin 

Jonathon Nagel 

Dennis Nebrich 

Caroline Noonan 

Dawn Olson 

Kelly O'Reilly 

Joseph Ortega 

Walter Palmer 

Daniel Patasnik 

Edward Peters 

Joseph Pfeifer 

James Phillips 

Richard Portmann 

Marlin Quarles 

Billy Robinson 

Daniel Romanic 

James Russell 

Jarett Sauer 

Dino Scaccia 

Kim Schmidt 

Brandon Schultz 

Shawn Segers 

Julie Shamp 

James Shepherd 

John Slutz 

Marcus Smith 

Randall Sneed 

Laurie Sorensen 

Scott Springer 

Mark Storts 

Karl Swope 

Ronald Taylor 

William Tursi 

Edward Valenzuela 

Erik Van Herik 

Michael Velazquez 

Wallace Walker 

Earl Watson 

Don Weldon 

Ronald Whittington 

Lansing Williams 

Nolan Wynn 

Jeremy Yeomans 

MAY 

Dorcas Agyei 

Kourosh Aliha 

Tyler Andersen 

Jennifer Avery 

Jay Becraft 

David Belniak 

Kenneth Bennett, Jr 

Deanna Bonachea 

Scott Boren 

Thomas Cairns 

Christopher Cassidy 

William Chilcutt 

Melville Chiong 

David Collins 

Tommy Conaway 

Travis D'Antonio 

Aaron Denbo 

Hector Erazo 

Brian Finnicum, Jr 

Farrah Gentry 

William Gilbertson 

Orlirio Godinez 

Christopher Goebel 

Joseph Hajdu 

Scott Halterman 

Jong Han 

Anthony Harms 

Mark Hassett 

Willie James 

Kevin Larson 

Michael Loox 

Jeffrey Lour 

Michael Luchuk 

Sergio Martinez 

Jeff McPike 

John Melli 

Keara Mitcham 

Ryan Morgan 

Patricia Morgan 

Mark Neapolitan 

Christopher Olney 

Carlos Rodriguez 

Denise Roe 

Scott Samuelson 

George Shaffer 

Dennis Smith 

Curt Steele 

Elisha Toye 

Donald Ward 

James Zeccolo 

JUNE 

Matthew Aikens 

Rodney Armston 

Angela Bain 

Jennifer Bennett 

Josh Bertelson 

Kelly Campbell 

James Cardenas 

Matthew Christman 

Thomas Ciomcia 

Jeffrey Coburn 

Laura Conrad 

Jason Contreras 

John Cudal 

Michael Custer 

Lee Foley 

Kristy Gabel 

James Glorioso, Jr 

Randy Hightower 

Kimberly Horstman 

Jody Huffman 

Timothy Icenhower 

Mark Jackson 

Gregory Krafchik 

James McLemore 

Kelly Moye 

Douglas Newsome 

Brandon Parker 

Mark Pattavina 

Joyce Penrod 

Scot Porter 

Ryan Roby 

Robert Sanchez, Jr 

Paige Scott 

John Seehoffer 

Tiffiny Suarez 

Alan Swayne 

Alan Todd 

Michael Toledo 

Jason Tom 

Monica Walter 

Christopher Yadanza 

IN THE MEDIA 

LPM Insider 

Christopher P. Norris, CFI and Frank Borecki, CFI wrote “Loss Prevention Interviews: Telephone Interviewing, In Theory and In Practice.” 

Mike Reddington, CFI wrote "Negotiate Like a Loss Prevention Interrogator.” 

Hank Siemers, CFI was mentioned in “Global Security and Loss Prevention Strategies” by James Lee. 

D&D Daily 

Janice McCort, CFI wrote “Civil Recovery Options That Promote Your Brand.” 

LP Magazine November-December 2015 Issue 

Walter Palmer, CFI and Juan Valverde, CFI are mentioned in “Industry News: Second US-Mexico LP Summit Shares Best Practices on Retail 

Security and Loss Prevention Strategies” by Jack Trlica 

David E. Zulawski, CFI, CFE and Shane G. Sturman CFI, CPP wrote “It’s All about Context: Part 4.” 

Tom Meehan, CFI wrote “Future of LP: Things to Consider.” 

LeeRoy Hegwood, CFI is mentioned in “The Art of the Kiosk” by Chris Trlica. 


22

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 2016 by joining a committee. 

Remember: A committee volunteer receives four (4) Continuing Education Credits toward re-certification 

per Committee, by being an active member! Pick one below! Sign up 

CONTINUING EDUCATION COMMITTEE 

Co-Chairman 

Jack Ternan, G4S Secure Solutions 

Chance Bowlin, Petco 

Mike Hannon, Staples 

Shane Jennings, Music & Arts Centers Inc. 

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 

Cheryl Floccare, Tractor Supply Company 

Brian Kirby, Columbia Sportswear 

Lewis McFarland, Tilly’s 

Ken Gladney, Half Price Books 

Karen Sandoval, Ueltzen & Company LLP 

Jodie Murphy, Gap Inc. 

Jeremy Bailey, Hibbett Sporting Goods 

Jason Lotts, CVS/Caremark 

James Carr, Rent-A-Center 

Garth Gasse, SSP America 

Everett Stein, Tractor Supply Company 

Elena Hollenbeck, Nike 

Suzanne Castillo, Ralph Lauren 

Steve Schwartz, Kohl’s 

Shauna Vistad, Blue Cross Blue Shield ND 

Raymond Cotton, Capital One 

Roderick Cabrera, Tillys 

Robert Figueroa, Rent-A-Center 

Michael Berry, Walt Disney World 

Matthew Morgan, Goodwill Industries 

of Southeast Wisconsin 

Paul Joeckel, Auto Zone 

Justin Henkenberns, Sears Holdings 

Neftali Carrasquillo, Jr., Texas Department of Insurance 

Carissa Brinkmann, Sears Holdings 

Daniel Easterly, Bealls 

Aaron Hancart, The Cellular Connection 

Reggie Holliday, LP Innovations 

William Wells, Rite Aid 

Wayne Hoover, Wicklander-Zulawski, Inc. 

RATIONALIZATION COMMITTEE 

Chairman 

Randy Tennison, Walt Disney Parks and Resorts 

Michael Ferlotti, Harris Teeter 



Paul Joeckel, Auto Zone 

Robert LaCommare, Justice Stores 

Thomas McGreal, Wicklander-Zulawski & Associates, Inc. 

Andie Millaway, Petsmart 

Eric Rode, Office Depot 

Robert Sanchez, Amtel, LLC. 

Mindy Solt, Gap 

Missy Andeel, Children’s Mercy Hospital 

Dominic Ferraro, Charter Communications 

MEMBERSHIP COMMITTEE 

Christopher Finck, AAFES 

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, Areas USA Inc. 

Erik Van Herik, Office Max 

Douglas Wicklander, Wicklander-Zulawski & 

Associates, Inc. 

Kym Willey, Luxottica Retail 


SCHOLARSHIP COMMITTEE 

Towanna Bazile, AT&T 

Chad Borstein, Lowe’s 

Dustin Brown, Notions Marketing 

Matthew Dawson, CVS Caremark Corporation 

Robert Gibson, Under Armour 

Chris Girone, Office Depot 

Michael Hannon, Staples 

William Hill, AmeriCold Logistics 

Mark Jackson, Big Lots 

Deborah Lanford, 7-Eleven Inc. 

Timothy Lapinski, Helzberg Diamonds 

Kevin Larson, Kroger 

Justin MacIntyre, Beall’s Inc. 

Scott Martyka, Aldi 

James Mullaney, Dollar General 

Michael Narciso, URBN 

Daniel Taylor, Ulta 

Victoria To-Dowd, LUSH Fresh Handmade Cosmetics 

William Turner, Radio Shack 

Kati Wisniewski, Ratner Company 

Vernon Bales, Pepboys 

Ryan Roby, Vail Resorts Retail 

Daniel Easterly, Bealls 

Bernard Peterson, Family Dollar 

Chris Fincke, AAFES 

Carissa Brinkmann, Sears Holdings 

WEBSITE COMMITTEE 


Kathryn Fox, Kroger 


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, Urban Airship 

Tonya Sjolin, Sur La Table 

Kevin Thomas, PGA Tour Superstore 

Graham Twidale, 7-Eleven Inc. 

To be an active member of your 

CFI designation, 

click here to join a committee. 


23

NE CHAPTER 

Advisory Board NE Chapter Mentors 

Mike Marquis, TJX Companies 

Steven May, LP Innovations 

Richard Manning, Federal Bureau of Investigation (Ret.) 

Chairman 

Steven Palumbo, Tiffany & Company 

Immediate Past Chairman 

Christopher Batson, Gap 

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 Dehner, Silver Creek Associates 

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 

William Angiolillo, LP Innovations 

David LoPriore, Elemental Intelligence Systems 

WEST COAST CHAPTER 

Advisory Board West Coast Chapter Mentors 

Debbie Maples, Gap 

Kathleen Smith, Safeway-Albertson’s 

Intermediate Past Chairman 

Michael Loox, Coffee Bean 

Executive Board 

Matthew Dawson, CVS Caremark 



Deborah Lanford, 7-Eleven Inc. 

Chairmen 

Matthew Dawson, CVS Caremark 



Tyler Andersen, Winco Foods 

Dennis Bertino, Cricket Communications 

Mark Blasius, TJX Companies 

Michael Burch, Tilly’s 

Kregg Carney, Coffee Bean & Tea Leaf 

Bill Dietzen, AutoZone 

James Dwyer, Gap Inc. 

Hector Erazo, Walmart 

Rachelle Espinoza, Winco Foods 

Ronald Gillenberg, Nexcom 

Ken Gladney, Taco Bueno Restaurants 

Christine Harrison, CarMax 

Robert Hough, Dunham’s Sports 

Celia Kettle, Safeway 

Deborah Lanford, 7-Eleven, Inc. 

Lise Lang, Verizon Wireless 

Lisa Leggette, Polo Ralph Lauren 

Christopher Lienesch, Family Christian Stores, Inc. 

Jack Lindeman, Little Caesars, Inc. 

Christopher Maitland, Cricket Communications 

Keara Mitcham, Limited Brands 

Alana Montano, Montano & Associates 

International Investigations 

Scott Porter, Burlington Coat Factory 

Richard Portmann, Facebook 

Ryan Roby, King Soopers 

Sherry Rutledge, Ueltzen & company LLP 

Sidney Scarborough, Ulta 

Charles Shelton, Winco Foods 

Pamela Tapia, Chanel 

Claude Taybi, Sterling Jewelers 

Kevin Thomas, PGA Tour Superstore 

Sarah Torrez, Aeropostale Inc. 

Brian Wildman, Compass Group North America 

Peter Zajda, JCPenney 

• 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. Statements of 

fact and opinions made are the responsibility of the authors 

and do not imply an opinion on the part of IAI, 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 IAI. 

NEW ORGANIZATIONS 

• VXI Global Solutions 

• XPO Logistics 

• Massachusetts State Police 

• The New York Botanical Garden 

• H&M 

• Turkey Hill Mini Markets 

• The Cellular Connection 

• Manguard Plus LTD 

• F. Korbel & Brothers Inc. 

• Independent Police Review Authority 


24

LETTER FROM THE EDITOR 

As we reach the end of the first quarter of 2016, we have many exciting things 

on the horizon for our members. Next up is the Elite Training Day that includes 

Mike Yoder’s presentation on proper preparation when interviewing the sociopath 

or psychopath. We have Dr. Andy Griffith from the UK discussing two topics: 

The PEACE Model of Interviewing and How to Conduct a Proper Investigation. 

The Innocence Project is sending Steve Kaplan to discuss false confessions with his 

own personal experience of representing a man who was proven to have given a false confession. David 

Thompson, CFI is doing a practical exercise on the Dassey interrogations from “Making a Murderer.” As 

part of our Educational Track, Dr. Ashley Lesko will be speaking on managing your interviewers as you 

move through the ranks in your jobs. 

Other exciting events include the conference season that is already underway. For those of you in retail, 

our sponsors will be running a poker challenge at NRF and RILA. You will go to each sponsor and discuss 

your needs for your organizations and in return receive a playing card. After you have visited all of the 

sponsors (General Dynamics Information Technology, Iverify, CONTROLTEK, InstaKey, LP Innovations 

Protos, and Verisk Retail) you will create your best poker hand (5 cards) and turn it into the GDIT booth. 

The best hands will then be entered into a drawing to win 2 Apple Watches at each conference. We love 

the ideas the sponsors have created to benefit IAI and our membership. 

New webinars will soon be added to the last half of the year. Should you have any ideas or want to speak, 

please reach out to me to let me know so we can discuss the possibility. We have averaged over 150 IAI 

members on these calls and are proud that so many are finding them to be a benefit of being a member. 

Looking towards the future, I want to ask each of you to provide me any ideas you might have to add 

to the benefits you receive as a member of IAI. Feel free to call me (630-240-7172 – Cell) or email me 

(whoover@w-z.com) and give me your thoughts. IAI is committed to adding the benefits that all of our 

members find useful as they continue to be an Elite group in their respective fields. 

Have a wonderful spring and I look forward to seeing all of you very soon. 

Wayne 

Editors 

Joseph Nay, CFI, Heinen’s Inc. 

jnay@heinens.com 

Cary Jones, CFI, VisionWorks, 

cjones@hvhc.com 

Stefanie Hoover, CFI, Verisk Retail 

stefaniehoover34@gmail.com 

Journal Committee 

Benjamin Robeano, CFI, Big Lots 

brobeano@biglots.com 

Dominic Ferraro, CFI 

Charter Communications 

dominic.ferraro@charter.com 

Kevin Larson, CFI, Kroger 

kevin.larson@kroger.com 

Jodie Murphy, CFI, Gap Inc. 

jodie_murphy@gap.com 

James McLemore, CFI 

Bealls Department Stores 

jmclemore@beallsinc.com 

Shane Jennings, CFI, CFE 

Music & Arts Centers Inc. 

sjennings@musicarts.com 

Paul Joeckel, CFI, Auto Zone 

paul.joeckel@autozone.com 

Steve Welk, CFI 

Barnes & Noble College 

swelk@bncollege.com 

Wayne Hoover, CFI 

Wicklander-Zulawski, Inc. 

whoover@w-z.com 

David Zulawski, CFI, CFE 

Wicklander-Zulawski & Associates, Inc. 

dzulawski@w-z.com 

A publication from the International Association of Interviewers 2014 ISSUE 2 


25

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