A Non-Verbal Response from a Professional Politician
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A publication <strong>from</strong> the International Association of Interviewers 2016 ISSUE 1<br />
A <strong>Non</strong>-<strong>Verbal</strong> <strong>Response</strong> <strong>from</strong> a<br />
<strong>Professional</strong> <strong>Politician</strong><br />
© 2016 International Association of Interviewers http://www.certifiedinterviewer.com/<br />
CFInsider Q1 - 2016<br />
1
IAI Advisory Committee<br />
IAI Advisory Committee<br />
Dan Doyle, CFI, Beall’s Dept. Stores<br />
Letter <strong>from</strong> the Chairman From the Desk of IAI’s<br />
Dan Doyle, CFI, dand@beallsinc.com<br />
Beall’s Dept. Stores<br />
of<br />
LETTER<br />
the IAI Advisory Board<br />
FROM THE Executive CHAIRMAN<br />
dand@beallsinc.com<br />
Director<br />
Wayne Hoover, CFI, WZ<br />
Wayne whoover@w-z.com<br />
Hoover, CFI, WZ<br />
The International Association of<br />
whoover@w-z.com<br />
Debbie Maples, CFI, Gap, Inc.<br />
Interviewers (IAI) celebrates its<br />
Debbie debbie_maples@gap.com<br />
Maples, CFI, Gap, Inc.<br />
1st birthday at NRF. Launched at debbie_maples@gap.com<br />
the last NRF conference last year Kirk Lonbom, CFI, Illinois State Police<br />
and now almost 6,000 members<br />
lonbomk@isp.state.il.us<br />
Kirk Lonbom, CFI<br />
Illinois State Police<br />
strong, we are experiencing<br />
lonbomk@isp.state.il.us<br />
Mike Marquis, CFI, TJX<br />
growth and a demand for<br />
mike_marquis@tjx.com<br />
education and resources in Mike Marquis, CFI, TJX<br />
the Loss Prevention sector. Steven mike_marquis@tjx.com<br />
May, CFI, LP Innovations<br />
Please come celebrate with us at booth #1723 smay@lpinnovations.com<br />
Chairman Well, we IAI are Advisory rapidly Board approaching the Elite Training Day in Minneapolis next month and it looks like it will<br />
Steven May, CFI, LP Innovations<br />
where we will be offering special promotional smay@lpinnovations.com<br />
Ray Cotton, CFI, Facebook<br />
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<br />
rates on membership with NRF exclusives,<br />
ray.cotton@gmail.com<br />
The and enjoy National a wonderful Retail educational Federation event Loss filled Prevention with networking opportunities.<br />
as well as celebrating our<br />
Ray Cotton, CFI<br />
conference in San Diego is just a few days away.<br />
David Lund, CFI, Dick’s<br />
Capital<br />
Sporting<br />
One<br />
accomplishments. Thank you<br />
Goods<br />
I The hope International we will Association have an opportunity of Interviewers to continues see you to grow in membership and educational<br />
ray.cotton@gmail.com<br />
to our members who have<br />
david.lund@dcsg.com<br />
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<br />
made this association a success.<br />
David Lund, CFI<br />
John Millner, CFI, Illinois State Senator<br />
International membership fee. Association The Certified of Forensic Interviewers Interviewers booth continue to be promoted to senior positions and we<br />
In addition, GDIT (formerly<br />
Dick’s Sporting Goods<br />
millnerinc@aol.com<br />
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.<br />
Vangent), IAI Diamond Sponsor,<br />
david.lund@dcsg.com<br />
name tag. We hope each of you who are CFIs will booth #404 and LP Software, IAI<br />
Walter Palmer, CFI, PCG Solutions<br />
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<br />
John Millner, CFI (Ret.)<br />
Gold Sponsor, booth #1426 will<br />
wpalmer@pcgsolutions.com<br />
Illinois State Senator<br />
hard they find to obtain great value the in designation. the concepts and ethics that we share.<br />
be giving away two iPad minis Scott Oser<br />
millnerinc@aol.com<br />
Shane Sturman, CFI, WZ<br />
during the conference <strong>from</strong><br />
ssturman@w-z.com<br />
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<br />
our booth. Please stop by our<br />
meet fine conferences. the Executive I hope Director you’ll be able of the to join International us.<br />
wpalmer@pcgsolutions.com<br />
booth to see how you can be entered to win one<br />
Mark Sullivan, CFI, GT<br />
Association of Interviewers, Bill Pawlucy. of these cool Apple products. You can also submit Shane mark.sullivan@GT.com<br />
Sturman, CFI, WZ<br />
Bill Sincerely, has a tremendous amount of experience an entry at either GDIT’s (formerly Vangent) or<br />
ssturman@w-z.com<br />
Dr. David Matsumoto<br />
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<br />
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<br />
mark.sullivan@GT.com<br />
membership and sponsorships. Also, you might than two entries per person.<br />
want to ask about the plans for next year’s Elite<br />
Dr. David Matsumoto, Melissa Humintell Mitchell, CFI<br />
Training Days on February 11th and 12th, 2014.<br />
dmatsumoto@humintell.com<br />
Lifeway Christian Stores<br />
As we continue to grow, we also continue to<br />
melissa.mitchell@lifeway.com<br />
We plan on having some incredible speakers to add key staff members that will help us with this<br />
Melissa Mitchell, CFI<br />
enhance your interviewing skills.<br />
growth. I would like to introduce the newest Alan Tague, Lifeway CFI, Christian Gander Mountain Stores<br />
member of our team, Scott Oser, Corporate alan.tague@gandermountain.com<br />
melissa.mitchell@lifeway.com<br />
Finally, for those of you who are able to attend Relations Director. Scott’s role is to help us<br />
Alan Tague,<br />
the NRF Loss Prevention Conference we hope<br />
Kevin CFI, Valentine, Gander CFI, Mountain Sterling, Inc.<br />
focus on adding new company members for the alan.tague@gandermountain.com<br />
kvalentine@jewels.com<br />
you will join the WZ group at our 31st annual association. We cannot underestimate the value IAI<br />
party <strong>from</strong> 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.<br />
at the Whiskey Girl, 702 5th Avenue, San Diego, to the largest concentration of interview and Craig_T_Cronheim@carmax.com<br />
kvalentine@jewels.com<br />
CA 92101. The event is sponsored by: WZ/CFI/IAI/ interrogation decision makers. We have created an Craig<br />
WZ Technologies plus eBay, The Loss Prevention<br />
Kathleen<br />
Cronheim,<br />
Smith, CFI,<br />
CFI,<br />
Safeway<br />
CarMax<br />
Inc<br />
infrastructure for companies to create meaningful Craig_T_Cronheim@carmax.com<br />
kathleen.smith3@safeway.com<br />
Foundation, Verisk (Aspect, LERPnet, Enabl-U), and deep relationships with our members through<br />
and Security Resources.<br />
many and varied opportunities.<br />
Don Berecz, CPA, CFE, CFI<br />
Douglas Wicklander, CFI, WZ<br />
Georgia Southern University<br />
dwicklander@w-z.com<br />
berecz@georgiasouthern.edu<br />
Scott comes to us with over 17 years of marketing<br />
Sincerely<br />
Kathleen Smith,<br />
David<br />
CFI,<br />
Zulawski,<br />
Safeway<br />
CFI,<br />
Inc.<br />
WZ<br />
dzulawski@w-z.com<br />
David E Zulawski, CFI, CFE<br />
continued... kathleen.smith3@safeway.com<br />
Rick Manning, CFI, FBI (Ret.)<br />
Pike4five@comcast.net<br />
Chris McDonald, Compass Group<br />
chris.mcdonald2@compass-usa.com<br />
Cary Jones, CFI, HVHC INC.<br />
cjones@hvhc.com<br />
Douglas Wicklander, CFI, WZ<br />
dwicklander@w-z.com<br />
CFInsider Q1 - 2016<br />
David Zulawski, CFI, WZ<br />
dzulawski@w-z.com2
A <strong>Non</strong>-<strong>Verbal</strong><br />
<strong>Response</strong> <strong>from</strong> a<br />
<strong>Professional</strong> <strong>Politician</strong><br />
By James McLemore, CFI<br />
With the presidential primaries ramping up for the 2016 election interviews of the candidates are abundant. In watching un-edited interviews with<br />
experienced news broadcasters they create responses of nonverbal indicators <strong>from</strong> the candidates. These indicators can at times tell the path of where<br />
the candidate is headed in their campaign. With a recent interview of Presidential hopeful Senator Marco Rubio, News broadcaster Chris Wallace<br />
asked a series of questions concluding the South Carolina primary. In those series of questions Rubio provided an excellent nonverbal response.<br />
Rubio received a big boost <strong>from</strong> late deciders in the South Carolina primary after he received an endorsement <strong>from</strong> the popular Governor Nikki<br />
Haley over Governor Jeb Bush. In campaigning Rubio did not just receive an endorsement <strong>from</strong> Governor Haley but received an endorsement <strong>from</strong><br />
Senator Tim Scott as well. Followers of the Republican primary race would say that this could become the new face of the Republican Party.<br />
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<br />
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<br />
questions linking the two together as being political up-comers not cut <strong>from</strong> the same republican mold; Rubio explaining he was a<br />
Cuban – American and was proud to be endorsed by an Indian – American.<br />
Prior to Rubio’s response of a verbal denial; stating, it is presumptuous to<br />
say that, he began to shake his head in the up and down motion universally<br />
understood in saying “yes” in a non-verbal admission.<br />
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<br />
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;<br />
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<br />
admission.<br />
Now this response can be taken in two different manners. The first; Rubio<br />
wanted everyone to know that if he wins the Republican primary Haley will<br />
be his Vice President running mate. The second; Wallace’s series of questions<br />
involving building rapport, rationalization, creating a since of urgency, followed<br />
up with an assumptive question drew a response that Wallace obtained of<br />
acceptance but did not realize it.<br />
When following current events pertaining to politics the outcome can change<br />
with the tides. I would however recommend viewing the link of the interview<br />
between Wallace and Rubio to gather your own thoughts of a non-verbal<br />
response <strong>from</strong> a professional politician.<br />
Reference – Marco Rubio Post SC / Fox News Sunday with Chris Wallace<br />
2/21/16 on YouTube<br />
CFInsider Q1 - 2016<br />
3
Bridging the Generational Gap<br />
in Loss Prevention<br />
A culture shift with the Millennial Generation<br />
brings a new emotion to Loss Prevention.<br />
Part 2 - Emotional Credibility in Interviewing by Andie Millaway, LPC, CFI<br />
Emotional Credibility and Interviewing – A New Generation<br />
In part one of this two-part series I explained several of the differences between the Millennial generation and our generational predecessors.<br />
Millennials pose a greater challenge to the rest of us based on their values, priorities and focus. Millennials have brought emotional connections back<br />
into leadership. They think outside the box. They want a return on investment and are seeking acknowledgement and recognition regularly in order<br />
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<br />
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<br />
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<br />
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<br />
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<br />
us and will focus elsewhere. Without credibility and understanding, our interviews will begin to fade and we will have even less ability to relate.<br />
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,<br />
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<br />
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<br />
was the human element that is ever-present in what we do. Many times, through all the continuing education, investigations, and demanding work<br />
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<br />
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,<br />
motivation and intent behind the action.<br />
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<br />
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<br />
employer rather than not feeding their children, or getting foreclosed upon. For some it’s avoiding a repossession, supporting an addiction or paying<br />
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<br />
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<br />
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<br />
a necessary choice at the time considering their need for social acceptance. Based on information <strong>from</strong> the site Whatis.com - Pew Research, did you<br />
know, on average, a Millennial will have 50 more Facebook friends than any other generational user?<br />
Continued on page 5<br />
CFInsider Q1 - 2016<br />
4
Bridging the Generational Gap in Loss Prevention<br />
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.<br />
In addition to having the tools and education designed to protect us <strong>from</strong> lawful ramifications or consequences as a result of our interviews, we have<br />
to become emotionally credible. <strong>Professional</strong>ly we can still be taught everything we need to know to excel except for one thing, human nature and<br />
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,<br />
genuine and 100% authentic. This is where you develop the emotional credibility needed in today’s Loss Prevention environment.<br />
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<br />
techniques. We use what we have learned in seminars, workshops and <strong>from</strong> subject matter experts, and we evolve with the changing characteristics of<br />
the business we are in. Certainly utilize the skills and technique <strong>from</strong> a technical perspective, continue to educate ourselves on definitions of the trade<br />
and the steps in which to execute our jobs effectively. Making the commitment to be kind, respectful and compassionate will only increase the moral<br />
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<br />
the needle in the haystack when others could not.<br />
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)<br />
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<br />
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<br />
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<br />
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<br />
consider the following:<br />
1) The majority of individuals being interviewed are regular, average people that have been led astray by the opportunity of their poor<br />
circumstances.<br />
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<br />
released <strong>from</strong> rehab for drug abuse, owes thousands of dollars to the drug dealers <strong>from</strong> before his rehab started. For this cashier, his brother is likely<br />
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<br />
owes money, I'm quite certain this young man would rather take whatever his employers consequences might be over the consequences that could<br />
happen to his family. To this employee, stealing $1000 <strong>from</strong> the register is an easy choice. There is only a 50/50 shot he will get caught, but there is<br />
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<br />
human instinct going to lead him? More importantly how can we, as the interviewer, rationalize this in a way that establishes emotional credibility?<br />
As an LP <strong>Professional</strong> working to bridge the gap of understanding, we must first believe the intent of this employee was not to defraud the company,<br />
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<br />
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<br />
brother.<br />
2) We are the fact finder, not the one to act in judgment about their action.<br />
To have a conversation with someone and demonstrate emotional credibility, we have to first find compassion within our own mind before we sit<br />
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<br />
it was wrong, they know it was wrong, but did they care enough at the time to refrain <strong>from</strong> committing that crime? Not if the alternative, in their<br />
mind, is worse than accepting accountability <strong>from</strong> the employer.<br />
3) A dishonest associate is ready for you, and has already conceded that they made the right decision at the time, whether with integrity<br />
or not.<br />
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<br />
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<br />
alternative situation that employee may have been facing. We have to understand that the intent wasn't to defraud the company, although that may<br />
be what happened, the intent was to prevent a more personal situation <strong>from</strong> getting worse. It could even be something simple, like hooking up a<br />
friend, which may mean more to that associate than keeping their job. As an evolving LP professional being tasked with the responsibility of speaking<br />
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<br />
authentic, emotional credibility and connection with the subject.<br />
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.<br />
Regardless of the generation, people are people. These employees that have done wrong and satisfied the immediate need of their situation are now<br />
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<br />
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<br />
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<br />
programmed differently, and not the majority of what you find in the LP interview scenario. Those individuals are tougher because they typically<br />
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<br />
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,<br />
Continued on page 6<br />
CFInsider Q1 - 2016<br />
5
Bridging the Generational Gap in Loss Prevention<br />
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<br />
rehearsed, matter of fact, human nature response when someone is calling you out on your wrong doing. A Millennial will be concerned with what<br />
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.<br />
5) Conduct yourself as though you will be remembered forever, because you will be.<br />
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<br />
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<br />
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<br />
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 <strong>from</strong> you<br />
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<br />
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<br />
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<br />
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<br />
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<br />
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<br />
others in the future.<br />
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<br />
with the retail professionals we must foster collaboration with as our industry changes. The culture of retail is changing, the generations are changing,<br />
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<br />
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<br />
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.<br />
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!<br />
CFInsider Q1 - 2016<br />
6
CYBER<br />
CORNER<br />
CYBER CORNER<br />
By Rhett Asher<br />
Is the Password Dead? Online Identity Authentication in the Modern Day<br />
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<br />
report published by the Privacy and Security Law Report, the password alone no longer provides a secure means for ensuring that persons accessing<br />
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<br />
methods for online identity authentication is therefore necessary in order to ensure that your personal and professional data is secure at all times.<br />
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<br />
an age where technology users have an average of 24 online accounts, passwords are often replicated on different accounts, allowing cyber criminals<br />
access to multiple accounts once a password is discovered. 3 Similarly, in order to remember the plethora of passwords necessary for online accounts,<br />
many people write down their passwords in unsecure, easily accessible locations, including in physical journals and on unencrypted word documents.<br />
Even in cases where passwords are sufficiently long and complex, phishing attacks can be used to trick accountholders to release their password.<br />
The inadequacy of the password alone as a method for identity<br />
authentication is especially relevant to the retail industry, which is<br />
oftentimes responsible for the personal financial data of millions<br />
of consumers. If the passwords of accounts that hold this data are<br />
compromised, the wellbeing of millions of Americans is at risk.<br />
Understanding and adopting more secure means for online identity<br />
authentication is therefore a necessary component of ensuring that retail<br />
and consumer data is kept safe. Efforts have been made to develop and<br />
disseminate information on more secure authentication means, led by the<br />
White House’s National Strategy for Trusted Identities in Cyberspace.<br />
Using recommendations <strong>from</strong> the strategy and other cyber sources,<br />
below are some steps that your company can take to ensure that your<br />
authentication methods are as secure as possible:<br />
Two-Step Authentication (2FA): Two different components are necessary to gain entry to an account. The most common 2FA method<br />
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<br />
an account, the user must provide the password as well as a code via their phone, or biometric information such as a fingerprint.<br />
Secure Credential Information Cards: Similar to an online “driver’s license”, information cards are, “open, vendor-neutral industry<br />
standards for managing and sharing digital identities”. 4 Employees are issued these cards virtually, which can be stored in certain secure computer<br />
applications. The cards can be registered on websites that accept them in place of passwords.<br />
Continued on page 8<br />
CFInsider Q1 - 2016<br />
7
Is the Password Dead? Online Identity Authentication in the Modern Day<br />
Password Vault: If passwords are still necessary to use on certain accounts, it is advisable to store these passwords in a secure location. Password<br />
vault services such as LastPass, KeePass, and 1Password allow users to store their passwords securely, only requiring a single password to access the<br />
database. Oftentimes, these vaults require 2FA to access passwords.<br />
Using a password alone as a method for online identity<br />
authentication is inadequate in the modern age.<br />
Bottom Line: Using a password alone as a method for online identity authentication is inadequate in the modern age. The retail industry must<br />
work to adopt new methods for authentication that meet the security standards necessary to ensure the protection of valuable consumer data.<br />
1 Kemp, Tom. "Despite Privacy Concerns, It's Time to Kill the Password." Forbes. Forbes Magazine, 18 July 2014. Web. 07 Aug. 2015.<br />
2 Solove, Daniel, and Woodrow Hartzog. "Should the FTC Kill the Password? The Case for Better Authentication." Rep. no. 14 PVLR 1353.<br />
Privacy and Security Law Report, 27 July 2015. Web. 7 Aug. 2015.<br />
3 "TeleSign Consumer Account Security Report - TeleSign." TeleSign. N.p., June 2015. Web. 07 Aug. 2015.<br />
4 Cobb, Michael. "Online Authentication Methods: Personal Information Cards and Web SSO." ComputerWeekly. N.p., June 2011. Web. 07 Aug. 2015.<br />
For Assistance or questions, feel free to contact:<br />
Rhett Asher<br />
Director of Business Development<br />
CONTROLTEK<br />
95 Dermody Street<br />
Cranford, NJ 07016<br />
Phone: 908-603-0885<br />
e-mail: Rhett.Asher@controltekusa.com<br />
VIDEO INTERVIEWING TIPS<br />
Make sure to check out all of IAI’s Interviewing Tips!<br />
This month, Wayne Hoover, CFI reveals the “5 Types of Lies.”<br />
Which ones have you heard?<br />
Check it Out! Click Here.<br />
“When you have exhausted all<br />
possibilities, remember this:<br />
you haven’t.”<br />
Thomas Edison<br />
QUOTE<br />
OF THE QUARTER<br />
CFInsider Q1 - 2016<br />
8
LEGAL ASPECTS<br />
Corporate Miranda Warnings- Upjohn v. United States 449 US 383 (1981)<br />
Interestingly, there has been a corporate warning for employees interviewed by attorneys investigating incidents within companies since the Upjohn<br />
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<br />
alleged misconduct.<br />
Upjohn Company manufactures and sells pharmaceuticals in the United States and around the globe. In 1976 independent auditors discovered what<br />
may have been illegal payments to government officials in a foreign subsidiary of Upjohn. Upjohn elected to conduct an internal investigation into<br />
these payments to determine whether or not they were paid to secure government business and thus were in essence a bribe.<br />
As part of the investigation attorneys for the Upjohn Company prepared a questionnaire to be sent to key personnel in the foreign subsidiaries. The<br />
questionnaire was accompanied by a letter signed by the chairman of the board that indicated possible illegal payments to foreign officials had been<br />
made by subsidiaries of Upjohn. The letter also said that the organization needed full information regarding any such payments to determine the nature<br />
and magnitude of them. The questionnaire then went on to seek detailed information about the payments. The employees were also instructed<br />
that this was a highly confidential matter not to be discussed outside the company. In addition, Upjohn’s general counsel and outside counsel interviewed<br />
the people who filled out the questionnaire and 33 other Upjohn employees.<br />
At the conclusion of the in-house investigation Upjohn submitted a report to the Securities and Exchange Commission which disclosed the questionable<br />
payments. The Internal Revenue Service was also notified of the investigation and they initiated an independent investigation of the situation.<br />
As part of the preliminary information provided Upjohn gave the IRS lists of all the Upjohn employees interviewed and the names of the employees<br />
who filled out questionnaires.<br />
The IRS issued a summons requiring Upjohn to produce “The record should include but not be limited to written questionnaires sent to managers of<br />
the Upjohn company’s foreign affiliates, and memorandums or notes of the interviews conducted in the United States and abroad with officers and<br />
employees of the Upjohn Company and its subsidiaries.” Upjohn refused to supply the IRS requested information in this paragraph believing that<br />
they were protected <strong>from</strong> disclosure by the attorney-client privilege or where the work product of the organization’s attorneys was done in anticipation<br />
of litigation.<br />
In internal investigation<br />
being investigated by a<br />
corporation’s lawyers<br />
there is a potential conflict<br />
of interest should they<br />
attempt to represent both<br />
an employee and the<br />
Corporation.<br />
From this litigation became what is now known as the Upjohn warning. In internal investigation<br />
being investigated by a corporation’s lawyers there is a potential conflict of interest should<br />
they attempt to represent both an employee and the Corporation. The Upjohn warning is an explanation<br />
that the lawyer represents the Corporation and not the individual employee. The implication<br />
of this is that the can be somewhat problematic for the employee. Since the privilege is<br />
between the company and the attorney any statements made by an employee are not privileged<br />
between the attorney and employee. But rather the privilege is controlled by the company and<br />
may be released to third parties without the consent of the employee or even his or her knowledge.<br />
For example, the company could provide the employee’s statements to law enforcement or<br />
regulatory bodies potentially opening the individual to criminal or civil actions.<br />
Company lawyers investigating improprieties should document the Upjohn warnings either<br />
documenting them in their notes or using a separate sheet listing the warnings that the employee<br />
signs.<br />
While the exact wording of the Upjohn warnings are not as specific as those detailed in the Miranda decision they should generally include the<br />
following.<br />
1. The lawyer represents the company and not you the employee.<br />
2. The company lawyers often gather information by speaking with the organization’s employees. This is done so that the lawyer can provide legal<br />
advice to their client; the company. The conversation between the lawyer and employee is protected by attorney client privilege.<br />
3. The attorney-client privilege is between the company and the lawyer, not the employee. The privilege is controlled by the company which may<br />
decide to share any information it learns <strong>from</strong> the employee with third parties without the employee’s permission or prior notice.<br />
Continued on page 10<br />
CFInsider Q1 - 2016<br />
9
Legal Aspects<br />
4.For the conversation between the company lawyers and the employees to remain privileged it must be kept confidential. The conversation between<br />
the company lawyers and the employees should not be discussed with anyone else; including other employees of the corporation.<br />
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<br />
public sector Miranda warnings are only required to be administered in situations where the subject is in law enforcement custody, is being interrogated<br />
by a government agent or someone acting on the government’s behalf, and is being questioned. Adding Miranda type warnings to the Upjohn<br />
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<br />
components requiring the Miranda warning is custody which is clearly not at issue in most internal investigations. Also the questioner in this type of<br />
investigation is not a law enforcement officer nor is likely to be acting at the behest of one.<br />
CFI insider note: It should be noted that these warnings are not applicable to internal investigators conducting inquiries outside the scope of the General<br />
Counsel. Attorney-client privilege is not a simple process protecting documents and notes <strong>from</strong> discovery simply because an attorney is involved.<br />
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<br />
counsel for evaluation and ultimate direction.<br />
It may also be appropriate if an investigator is interviewed in an internal investigation that he ask the organization to provide him with separate<br />
counsel or retain one independently to advise him on the potential pitfalls of the investigation.<br />
Search by Private Citizen<br />
U. S. v. Emile, 2015 WL 394-0848 (11th Circuit 2015)<br />
A United Parcel Service the store manager contacted his local police department about two packages that he considered suspicious. The two packages<br />
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<br />
related that the packages seemed heavily taped and had a chemical odor emanating <strong>from</strong> them. He also related that the sender had not wanted the<br />
orders consolidated to save money.<br />
Although the UPS manager was told that he was “not” to open the packages at the<br />
behest of police he could do so if he felt they contained hazardous materials. The<br />
store manager decided to open the two packages and found that they did not contain<br />
stereo equipment, but rather cash totaling over $28,000. While the responding the<br />
officer watched the packages being opened he did not participate in opening them or<br />
physically searching the boxes. The officer believing that the cash may have been <strong>from</strong><br />
drug sales had a dog examine the cash. The drug dog alerted to the cash and the officer<br />
seized the money as evidence.<br />
Two days later, police visited the address to which the packages were to be delivered.<br />
Bernal who answered the door stepped outside closing it behind him followed by a<br />
strong odor of marijuana. He told the officer that he had shipped the two packages<br />
containing stereo equipment. Bernal was then detained so a search warrant could be<br />
obtained. Bernal’s brother also exited the apartment and was taken into custody. One<br />
of the officers then made a protective sweep of the apartment and noted marijuana in<br />
the apartment.<br />
Investigators working in the<br />
private sector should recognize<br />
that if they are operating with<br />
the police to further law<br />
enforcement efforts the search<br />
will likely be suppressed.<br />
After the search warrant was obtained a search of the apartment revealed evidence of marijuana, guns packing materials, and UPS receipts. Attorneys<br />
for the brothers attempted to suppress the evidence found during this search of their apartment. The court concluded that the opening of the two<br />
packages by the store manager was a private search and was not a “joint venture” between the manager and the police.<br />
The brothers appealed.<br />
Decision: the lower court ruling was affirmed.<br />
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<br />
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<br />
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<br />
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.<br />
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<br />
components listed on the packing slip the officer made a logical conclusion that the cash might be the result of drug sales.<br />
Investigators working in the private sector should recognize that if they are operating with the police to further law enforcement efforts the search<br />
will likely be suppressed. However, if the company investigator or employee is acting independently the Fourth Amendment does not apply since the<br />
search is not a government action.<br />
CFInsider Q1 - 2016<br />
10
CFInsider Q1 - 2016<br />
11
CFI SPOTLIGHT<br />
INTERVIEW<br />
CFI Spotlight Interview - Molly Gottlieb<br />
This CFInsider edition spotlights Molly Gottlieb, CFI. Molly has been working in the Loss Prevention Industry for<br />
approximately three years. Molly currently is a Regional Loss Prevention Manager for Sherwin-Williams Paint Store<br />
Group, covering ten states with responsibility of approximately 250 store locations. Molly graduated Magna Cum<br />
Laude <strong>from</strong> Washington State University with a degree in Criminal Justice in May, 2012. With that being said she<br />
is within her first anniversary of having her CFI designation. Take the time to find out a little more about this future<br />
industry leader.<br />
Throughout my undergraduate degree program, I had planned to pursue Law School upon graduation. Unforeseen<br />
what was in store for me when I was home <strong>from</strong> school during break, a conversation with my mentor, Greg Brumley,<br />
catapulted me to the corporate world. Greg mentioned that he too was a Criminal Justice major, and was now the<br />
Vice President of Loss Prevention at T-Mobile. Greg explained the investigative aspects that are part of a role in Loss<br />
Prevention, as well as the Project and Program Management skills required. Greg mentioned that T-Mobile offered<br />
an internship to one candidate each summer, and I was immediately interested in the opportunity to witness investigations and gain some experience<br />
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<br />
see the complexities of vendor management, as well as spend some time with our local Regional Loss Prevention Manager and even accompany him<br />
on interviews. That summer, a number of T-Mobile Loss Prevention employees were attending a two-day Interview and Interrogation Training seminar<br />
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<br />
path for me.<br />
As I have learned while being in the field of Loss<br />
Prevention many colleagues began their career<br />
at the store level apprehending and detaining<br />
shoplifters. Prior to my internship I was a Sales<br />
After the first few hours of the WZ seminar, I immediately<br />
knew this was the career path for me.<br />
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.<br />
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<br />
starting as an Intern in a Loss Prevention department provided me with an invaluable experience. The internship program itself was fairly new, which<br />
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<br />
not only the Regional Loss Prevention Manager on his investigations, but also with the Major Investigations Team, understanding how complex<br />
investigations can become when dealing with Organized Crime across State lines. Another important segment of Loss Prevention I got full exposure<br />
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<br />
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<br />
business needs and efficiently juggle the various tasks and roles of a Loss Prevention professional.<br />
During my time at T-Mobile, I thoroughly enjoyed helping the field with their investigations. Whether that entailed pulling video, or sorting through<br />
incident reports, I found it rewarding that I was able to provide them with the information needed for them to conduct effective investigations. I<br />
believe having this background helped build my foundation for understanding the complexities of investigations. Although I was not yet conducting the<br />
actual interviews, I began to understand the framework required to piece together information <strong>from</strong> a variety of touchpoints and formulate the correct<br />
rationalizations themes to utilize in a given situation.<br />
In transitioning <strong>from</strong> 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<br />
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<br />
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<br />
a Restitution Vendor. This learning process provided me with the ability to effectively vet vendors as well as helped me understand the corporate world<br />
Continued on page 13<br />
CFInsider Q1 - 2016<br />
12
CFI Spotlight Interview<br />
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<br />
Vendor Management, and now as a user of the services they provide, I can better utilize the tools they offer.<br />
Now that I am building on my career; the transition <strong>from</strong> being a corporate Loss Prevention Employee to a Field Manager was certainly a new and<br />
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<br />
with relatively little interview experience. Mike has provided me with continued guidance on how to excel in a field position. Whether that is spending<br />
time on the phone discussing complex investigations, or role playing how an interview may pan out, he has fostered an environment that has allowed<br />
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<br />
different past experiences <strong>from</strong> the corporate side to utilize best practices and implement them in the field. Going <strong>from</strong> a corporate position to a<br />
field position definitely had its challenges, but was and continues to be an invaluable learning experience to further my career as a Loss Prevention<br />
<strong>Professional</strong>. I have learned that knowledge about another industry is easy to come by, however the basic skills to master are difficult to obtain but<br />
completely transferable.<br />
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<br />
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<br />
taking the CFI class, I believe I was provided with new techniques for interviewing, as well as a community of elite interviewers and mentors <strong>from</strong><br />
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<br />
whereby all Sherwin-Williams Loss Prevention employees should become certified. I am incredibly grateful for this. Through my initial research on<br />
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,<br />
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.<br />
From day one in my professional career, I recognized the importance of identifying mentors who are elite industry professionals. These relationships<br />
have been an invaluable tool for me. I hope to use my new CFI certification to continue to network and learn <strong>from</strong> my mentors and peers.<br />
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<br />
admissions and successful interviews and investigations. As any determined individual, I am eager to continue to learn and improve my interviewing<br />
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<br />
hope to utilize the tools and techniques I gained <strong>from</strong> obtaining my CFI credentials to become an elite interviewer.<br />
In concluding this interview with Molly the CFInsider Spotlight Committee learned a little more about her than above. Molly was a successful collegiate<br />
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.<br />
Lastly, though afraid of fish she does not mind eating them as sushi is her favorite food.<br />
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CFInsider Q1 - 2016<br />
13
RATIONALIZATION<br />
OF THE QUARTER<br />
The “Full House” Method of<br />
Rationalization Development<br />
By Randy Tennison, CFI<br />
At the end of many episodes of Full House, there would be a moment<br />
where Danny, the father, would sit down with one of the girls, who<br />
had gotten in trouble, and have a discussion with them. Emotional<br />
music would play, and Danny would explain to one of the Tanner<br />
daughters, Michelle, DJ, or Stephanie, why what they had done was<br />
wrong. The daughter would look lovingly at their father, apologize for<br />
what they had done, the audience would let out a collective “Awwww!”,<br />
Danny would dole out a punishment, and the scene would end<br />
with a big hug. It was a formula that worked for 193 episodes, and<br />
possibly more, with the coming re-boot of the series. It’s a formula<br />
that can be used when creating a rationalization, as well.<br />
During an admission seeking interview, the rationalization is used to<br />
Photo Credit: Bob DAmico/ABC/Getty Images<br />
transfer guilt away <strong>from</strong> the suspect. It allows the suspect a way to save face when they admit, while building a relationship between the interviewer<br />
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,<br />
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.<br />
And, through the use of story, it tells the suspect that their actions were not unique.<br />
During an admission seeking interview,<br />
the rationalization is used to transfer<br />
guilt away <strong>from</strong> the suspect.<br />
The basic components of a rationalization are “State It”, “Story It”,<br />
“Moral It”, and “Link It”. An interviewer normally has several learned and<br />
practiced rationalizations ready to go. However, what happens when those<br />
rationalizations don’t work? The interviewer has to develop new rationalizations<br />
on the fly, and construct them to match the circumstances that<br />
the suspect is facing. This can be difficult while “in the room”, but is a skill<br />
that must be mastered by anyone seeking to be an elite interviewer.<br />
The “Full House” formula can be used as a basis for developing the rationalization. There are several elements essential to a good rationalization. First,<br />
the subject of the rationalization must be made sympathetic. The three daughters on Full House were always getting in trouble, but the audience<br />
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,<br />
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<br />
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<br />
misunderstood.<br />
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<br />
something else that happened to the subject. This situation is the starting point for everything that happened afterward. The interviewer is selling the<br />
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<br />
situation away <strong>from</strong> the suspect, and onto an outside force in that suspects life over which they had little control.<br />
The third element is that the person in the rationalization got caught. A thorough investigation was conducted, and their actions, just like the actions<br />
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,<br />
easily acknowledging what they did, and explaining the reason for their actions, modeling the behavior that we wish our suspect to display.<br />
We take on the persona of Danny Tanner, becoming a listener, and showing understanding and empathy to the situation that the person in our<br />
rationalization found themselves.<br />
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<br />
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.<br />
We express gratitude that the person was truthful, and that their truthfulness kept people <strong>from</strong> drawing the wrong conclusion about them.<br />
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.<br />
Continued on page 15<br />
CFInsider Q1 - 2016<br />
14
Rationalization of the Quarter<br />
The correct rationalization story can set an interviewer<br />
up for success in the interview process.<br />
The correct rationalization story can set an interviewer up for success in the interview process. The suspect deflects blame away <strong>from</strong> themselves,<br />
places themselves into the rationalization story, and decides that being truthful is the best option at that time. Using the “Full House” method can<br />
help interviewers develop those types of rationalizations on the fly.<br />
“How to Interview<br />
an ORC Suspect”<br />
Webinar Follow-Up Questions with<br />
Chris DeSantis, CFI (Macy’s) and<br />
Jerry Biggs (Walgreens)<br />
1) Have any other big box stores worked with smaller retailers like c-stores? I know most boosters work together and target multiple retailers.<br />
Jerry: We have and do work with smaller retailers in various areas of the country.<br />
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<br />
Gap.<br />
2) What technology is being used to investigate ORC suspects?<br />
Jerry: We utilize various social media and online auction sites to gain information on individuals and/or businesses suspected of engaging in ORC.<br />
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<br />
cameras and vehicles equipped to conduct covert operations. We utilize GPS devises to track stolen product and provide these devices to law enforcement<br />
for vehicle tracking when needed. Our Security Operations Center (SOC) will sometimes assist us when utilizing GPS devices to track stolen<br />
product or remotely monitor a particular locations CCTV equipment, live while we’re running an operation.<br />
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<br />
specialized equipment such as mobile cameras to support off-site surveillances of boosters and fencing operations.<br />
3) How do you handle the suspect trying to make a deal?<br />
Jerry: In most cases, our suspects are criminally charged therefore any agreement you would offer a subject would have to be administered by the<br />
charging district attorney. If the subject has not been criminally charged we would likely offer him/her exoneration <strong>from</strong> past thefts, providing the<br />
information was factual and worthy. These are typically verbal agreements between the investigator and the subject. The private sector should be careful<br />
when working a confidential informant independently. There can be some level of responsibility they are assuming for the safety of their CI if not<br />
watchful.<br />
Chris: We remind them that any cooperation is not in exchange for release. They know up front that they are being prosecuted regardless.<br />
CFInsider Q1 - 2016<br />
15
Why Recording Interviews is a<br />
Good Idea<br />
By Fredrik Oestereng, Managing Director at Indico Systems Group<br />
Reliable information is and has always been the lifeblood of any investigation. Victims, witnesses and suspects are the people who can provide accurate<br />
and reliable information through their knowledge of the events under investigation. The skill of an interviewer is, of course, critical to obtaining<br />
this information, but even the best interviews are ineffective if the information obtained is not recorded accurately. Traditional note taking is an<br />
obstacle to skilful interviewing, whereas electronic recording improves the quality of both the interview and the product.<br />
Interviewing is a complex activity because the interviewer has to perform a number of demanding tasks simultaneously, for example concentrating,<br />
listening, formulating questions, and assimilating responses. This ‘cognitive load’ is further increased by other factors such as the presence of<br />
additional people, or particularly complicated investigations. Once ‘cognitive capacity’ is reached information <strong>from</strong> the interviewee is either not<br />
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<br />
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<br />
of conversation.<br />
The way to gain maximum information <strong>from</strong> an interview and avoid the disruption caused by excessive note taking is to use audio or video recording.<br />
This is not a new idea, however the modern software based recording solutions offer all the known advantages without any of the disadvantages<br />
of the previous generation bulky analogue recorders - something that is being appreciated by an ever-growing number of organisations across the<br />
word in both the public and private sectors.<br />
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<br />
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<br />
age. Of course bespoke interview rooms can be installed where necessary. The original electronic recording has a digital time stamp for integrity, but<br />
can also be annotated and bookmarked after completion to draw attention to the most important parts.<br />
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<br />
course can be lost) by authorised personnel– increasingly relevant with multi national companies or in fact any organisation with more than one<br />
base. Experience with numerous organisations has shown the use of electronic recording can also produce efficiencies in other business processes.<br />
The electronic file represents incontrovertible evidence when used within a criminal, civil or disciplinary hearing. Not only are the words recorded<br />
but also emphasis, intonation and context. This increases the quality of the proceedings, prevents allegations of unfairness, and in many cases speeds<br />
up case resolution.<br />
The benefits of electronic recording go beyond the investigation and management of individual cases. The existence of electronic recordings allows<br />
forward thinking organisations to quality assure their work by periodically reviewing a sample of the database, and the skills of their staff, improving<br />
professionalism and effectiveness.<br />
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<br />
change. But, electronic recording is a huge step forward in improving the reliability of information gathered.<br />
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will be published.<br />
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<br />
author.<br />
Publication of an article, its contents, and opinions do not necessarily reflect the opinion or beliefs of CFInsider or the Advisory Committee.<br />
CFInsider Q1 - 2016<br />
16
Abstract:<br />
New Study On Sleep Deprivation<br />
and False Confessions<br />
False confession is a major contributor to the problem of wrongful convictions in the United States. Here, we provide direct evidence linking sleep<br />
deprivation and false confessions. In a procedure adapted <strong>from</strong> Kassin and Kiechel [(1996) Psychol Sci 7(3):125–128], participants completed computer<br />
tasks across multiple sessions and repeatedly received warnings that pressing the “Escape” key on their keyboard would cause the loss of study<br />
data. In their final session, participants either slept all night in laboratory bedrooms or remained awake all night. In the morning, all participants<br />
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<br />
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<br />
findings have important implications and highlight the need for further research on factors affecting true and false confessions.<br />
Read more here: http://www.pnas.org/content/early/2016/02/04/1521518113.abstract.<br />
CHAPTER<br />
UPDATES<br />
Northeast Chapter CFI Meeting<br />
Meeting Date/Time:<br />
March 16, 2016<br />
12:00 – 4:00<br />
Meeting Location:<br />
Starbucks Corporate Office<br />
7 Penn Plaza (370 7th Ave)<br />
Across street <strong>from</strong> Madison Square Garden<br />
New York, NY<br />
Speakers/Topics:<br />
Matt Christman, CFI<br />
Internal Investigations at Dick’s Sporting Goods<br />
Nate Prusi, CFI<br />
Statement Analysis<br />
CFInsider Q1 - 2016<br />
The Scholarship Committee has been busy<br />
reviewing and voting on their top nominees<br />
for the Private Sector Fred Wilson, CFI<br />
Scholarship, the Public Sector Scholarship<br />
and the International CFI Scholarship. The<br />
committee’s top nominees will then be sent to<br />
the Advisory Board to decide on a winner for<br />
each category. The winners will be announced<br />
at Elite Training Day on April 5th in Minneapolis,<br />
MN.<br />
Thank you to all the committee members<br />
<strong>from</strong> the CFInsider Committee, the Scholarship<br />
Committee and the Rationalization<br />
Committee that were able to attend our call<br />
on February 19th.<br />
COMMITTEE<br />
UPDATES<br />
17
RETAIL SUPPORTERS<br />
THANK YOU TO OUR SPONSORS<br />
DIAMOND SPONSORS<br />
SILVER SPONSORS<br />
CFInsider Q1 - 2016<br />
18
Interviewers, Investigators and Asset Protection<br />
<strong>Professional</strong>s Have Challenges<br />
41% of retail shrink –<br />
equaling $18.1 billion to<br />
U.S. retailers – attributed<br />
to employee theft<br />
Shoplifting & ORC –<br />
”hybrid” forms of retail<br />
shrinkage that may involve<br />
employee colluders –<br />
cost U.S. retailers an<br />
additional $14.6 billion<br />
Online/ cyber fraud –<br />
which low integrity<br />
employees can facilitate –<br />
cost North American<br />
merchants an estimated<br />
$3.5 billion in 2012<br />
011001100<br />
100101010<br />
010101100<br />
2012 National Retail Security Survey<br />
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2012 National Retail Security Survey<br />
(2014)<br />
CyberSource’s 2013 Online Fraud Report<br />
(2013)<br />
General Dynamics IT<br />
Has Solutions<br />
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– The Reid Report ® Risk Assessment for integrity, ethics and productivity<br />
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Copyright © 2014 General Dynamics Information Technology. All Rights Reserved.<br />
CFInsider Q1 - 2016<br />
19
ON THE MOVE<br />
DECEMBER 2015<br />
Jared Hammans, CFI was promoted to Director of Corporate Risk Manager <strong>from</strong> Loss Prevention and Safety Manager<br />
for Goodwill Industries of Kansas.<br />
Marcos Chapman, CFI was promoted to Regional Operations Director for JC Penney.<br />
James Hooper, CFI was named Distribution Center Loss Prevention for Sport Chalet.<br />
JANUARY 2016<br />
Raymond Sosa, CFI was promoted to Director of Loss Prevention for CVS Health.<br />
Joseph Nay, CFI is now the Director of Loss Prevention at VXI Global Solutions.<br />
Kelly Moye, CFI was named Corporate Investigations Manager for GM Financial.<br />
Aaron Hancart, CFI was recently named Director of Asset Protection for The Cellular Connection.<br />
FEBRUARY 2016<br />
John McLean, CFI was named Operations Manager for Macy’s.<br />
Andrew Buchanan, CFI was named Director of Loss Prevention for Calgary Co-op.<br />
Jacob Krippel, CFI was named Multi Asset Protection Manager for The Home Depot.<br />
Darryl Rabel, CFI was named Regional Asset Protection Manager-Northeast for Dollar Tree.<br />
WE ARE THE<br />
INTERNATIONAL ASSOCIATION OF INTERVIEWERS<br />
2,500+ IAI MEMBERS 1,800+ NUMBER OF CFIs<br />
Committed<br />
<strong>Professional</strong> Dedicated Certified Elite<br />
In the past few years…<br />
100+ Promotions of CFIs to Director and Vice Presidents<br />
250+ Executive level CFIs promoted<br />
Get your CFI & IAI Shirts.<br />
Online store now open, log in and check it out!<br />
CFInsider Q1 - 2016<br />
20
NEW CFIs<br />
CFIs RECERTIFIED<br />
IAI NEW MEMBERS<br />
DECEMBER<br />
Charles Burgess<br />
Ryan Cheramie<br />
Christopher Edmonds<br />
Mason Feinartz<br />
Karen Ferris<br />
Brenda Hernandez<br />
Brandon Manning<br />
Robert Rabold<br />
Braden Radunzel<br />
Ryan Shadlow<br />
Donald Ward<br />
JANUARY<br />
Christie Burkhart<br />
Kevin Dabbs<br />
Dennis Douress<br />
Neil Garretson<br />
Thomas Horsefield<br />
Gregory Klecker<br />
Matthew Masiello<br />
Jane Mason<br />
Michael Mayernik<br />
Thomas Nelson<br />
Todd Sheehan<br />
FEBRUARY<br />
George Golden<br />
Prisca Hernandez<br />
Brian McKay<br />
Jeffrey Teator<br />
Carissa Brinkmann<br />
CFIs RECERTIFIED<br />
DECEMBER<br />
Jason Bedsole<br />
Dustin Brown<br />
James Daniel<br />
Joe Fauley<br />
David Guerrero<br />
Dawn Johnston<br />
Bryan Lee<br />
Elroid Lights<br />
Nelson Luis<br />
Jonathan Mayes<br />
Lewis McFarland<br />
Jayne McGrath<br />
Jeffery Mote<br />
Lawrence Pennino<br />
Bryan Rice<br />
Kristen Scott<br />
JANUARY<br />
Mark Blouin<br />
David Brown<br />
Harry Carlisle<br />
Dion Davis<br />
Carmen DuBose<br />
Sabine Engelby<br />
Michael Fortune<br />
John Galambos<br />
Paul Kofmehl<br />
Travis Marsh<br />
Jodie McDonald<br />
Christopher McKeand<br />
Mario Morante<br />
Matt Morgan<br />
Nicole Nelson<br />
Charles Peoples, JR<br />
Kimberly Rogers<br />
Fernando Rondinoni<br />
Tobias Sorrell<br />
Eric Strom<br />
Daniel Terlisner<br />
Jarrod Whipker<br />
Jack Trawick<br />
Peter Chie<br />
FEBRUARY<br />
George Allison<br />
Robert Bratcher<br />
Matthew Cain<br />
John Carro<br />
Bob Collinsworth<br />
Noah Davis<br />
Stephen Dubeck<br />
Robert Frasco<br />
Kristina Fullerton<br />
Darrell Hardin<br />
Reginald Holliday<br />
Gregory Lapre<br />
Adalbert Martinez<br />
Christopher McBrairty<br />
John McLean<br />
Paul Menzer<br />
Andrew Moore<br />
Jason Odell<br />
Christopher Perkins<br />
Sandra Peto<br />
Joseph Picolla<br />
Roger Ribbke, JR<br />
Richard Rice<br />
Jose Rodarte<br />
George Schweitzer<br />
Richard Sewell<br />
Barry Smith<br />
William Smith<br />
Donald Smith<br />
Aaron Wichmann<br />
Katherine Wisniewski<br />
IAI NEW MEMBERS<br />
DECEMBER<br />
Holly Urfer<br />
Albert Celani<br />
Andrew King<br />
Randy Rowley<br />
Vince Giacinto<br />
Adam Dawson<br />
Bobby Gomez<br />
John Stewart<br />
Jesse Portugal<br />
Sean McDonough<br />
Bernard Peterson<br />
Thomas Counts<br />
Douglas Chavis<br />
Joe Wojcik<br />
Howard Sachs<br />
Daniel Terlisner<br />
Ryan Cheramie<br />
Katelyn Conat<br />
Sundaraparipurnan N<br />
Steven Blais<br />
Dominic Ferraro<br />
Mark Winscher<br />
Ashley Montero<br />
Mario LeCavalier<br />
Mark Anning<br />
Carlos Sands<br />
Brian Nihart<br />
Ephantus Kathimba<br />
JANUARY<br />
Patricia Klein<br />
Greg Bacigalupi<br />
Melanie Meschwitz<br />
David Berkland<br />
Dawn Golden<br />
Terrence Ward<br />
Edith Smith<br />
Yingqiu Yu<br />
Raquel Rodriguez<br />
Brice Knight<br />
Kristen Mason<br />
Ashley Nickey<br />
JANUARY<br />
Ashley Nickey<br />
Angela Bensley<br />
Zakarie Ziobron<br />
Johnny Burnette<br />
Alexis Rinehart<br />
Robert Carotenuto<br />
James Thomas<br />
Calleigh Simpson<br />
Charles Stansbury<br />
Christopher Orsogna<br />
Bethany Gibbs<br />
Kaylin Dodson<br />
Joel Glaze<br />
Paul L'Italien<br />
Zaneta Jordan<br />
Meghan Mills<br />
Winford Wooten<br />
Conner Keeney<br />
Brittney Goss<br />
Jahvon Hardrick<br />
Betsy Bryant<br />
Imena Holland<br />
Kalin Copeland<br />
Courtney Vermilya<br />
Ross Brantley<br />
Daniel Martin<br />
Keith Pecko<br />
LaGarrion Bazile<br />
Destin Pace<br />
Andrew Smallwood<br />
Vanessa So<br />
Jordan Ghoreishi<br />
Aaron Hancart<br />
Charles Vega<br />
Jane Mason<br />
Scott Snider<br />
Adam Weiss<br />
Ryan Barnes<br />
Rich Groner<br />
Ashley Painter<br />
FEBRUARY<br />
Michael Surratt<br />
Elizabeth Loftus<br />
Dion Davis<br />
Eric Roberts<br />
Kelly Johnson<br />
Douglas Fessenden<br />
Thomas Nelson<br />
Chris Kellett<br />
Ryan Torres<br />
Kevin Wolfe<br />
Peter Betrovski<br />
Richard Peck<br />
Michael Barnes<br />
Sean Hall<br />
Garry Bergin<br />
Jonathan Dalton<br />
Marcus Medlock<br />
Karen Roof<br />
Molly Gottlieb<br />
Al Aguierre<br />
Melissa Ledbetter<br />
Donald Hicks<br />
Bryan Miller<br />
Westly Gray<br />
Christina Swift<br />
Randy Perkins<br />
Ruthann Wolfgang<br />
Betsy Vargas<br />
CFI<br />
The objective of this certification<br />
program is to create comprehensive,<br />
universally accepted professional standards<br />
combined with an objective measure of an<br />
interviewer’s knowledge of those standards.<br />
The ultimate goal is that every person and<br />
every organization with a stake in<br />
interviewing will benefit <strong>from</strong> the program,<br />
as will the reputation and effectiveness of<br />
the entire profession.<br />
CFI Code of Ethics<br />
The Certified Forensic Interviewer is a<br />
professional with the expertise to conduct<br />
a variety of investigative interviews with<br />
victims, witnesses, suspects or other sources<br />
to determine the facts regarding suspicions,<br />
allegations or specific incidents in either<br />
public or private sector settings.<br />
The Certified Forensic Interviewer<br />
demonstrates understanding of legal aspects<br />
of interviewing and proficiency in interview<br />
preparation, behavioral analysis, accusatory<br />
and non-accusatory interviewing,<br />
documentation, and presentation of<br />
findings. Click here to link to the complete<br />
CFI Code of Ethics.<br />
http://certifiedinterviewer.com/about-us/our-values/<br />
Up for IAI<br />
Membership<br />
Renewal?<br />
Click here if you are<br />
unsure or want to<br />
renew now.<br />
CFInsider Q1 - 2016<br />
21
UP FOR RE-CERTIFICATION<br />
APRIL<br />
Nicole Accardi<br />
Jeffrey Aldinger<br />
Anthony Antonelli<br />
Ryan Ashley<br />
Jeff Baile<br />
Vernon Bales<br />
Andrew Barborak<br />
Robert Bolton<br />
Ken Boston<br />
Markus Bressler<br />
John Brocar<br />
Stephanie Brown<br />
Muna Buchahin<br />
John Burkowski<br />
Robert Campbell<br />
Alecia Camps<br />
Barry Cohen<br />
Joseph Conte<br />
Randy Council<br />
Johnny Custer<br />
Christopher Dalton<br />
Armanda DaSilva<br />
Gerald DeClemente<br />
David Dehner<br />
Ron Drake<br />
Eddie Dunkin<br />
Gayle Eberhardt-Mitchell<br />
Brady Edwards<br />
John Fice<br />
Allen Flower<br />
Michael Fogg<br />
Tracey French<br />
David George<br />
Ronald Gillenberg<br />
Shauna Gillespie<br />
Matthew Gilligan<br />
William Goga<br />
Joseph Greco<br />
Lionel Halstead<br />
Kevin Hogan<br />
Jerry Holifield, Jr<br />
Frank Honey<br />
Michael Iverson<br />
Edward Jeanes<br />
Michael Kaighan<br />
Zakary Kaiser<br />
Kim Kidwell<br />
Jerry Larsen<br />
APRIL<br />
Donald Lindemann<br />
David Lu<br />
Bryan Martin<br />
Michael Mattone<br />
William McDermott<br />
David Miglin<br />
Jonathon Nagel<br />
Dennis Nebrich<br />
Caroline Noonan<br />
Dawn Olson<br />
Kelly O'Reilly<br />
Joseph Ortega<br />
Walter Palmer<br />
Daniel Patasnik<br />
Edward Peters<br />
Joseph Pfeifer<br />
James Phillips<br />
Richard Portmann<br />
Marlin Quarles<br />
Billy Robinson<br />
Daniel Romanic<br />
James Russell<br />
Jarett Sauer<br />
Dino Scaccia<br />
Kim Schmidt<br />
Brandon Schultz<br />
Shawn Segers<br />
Julie Shamp<br />
James Shepherd<br />
John Slutz<br />
Marcus Smith<br />
Randall Sneed<br />
Laurie Sorensen<br />
Scott Springer<br />
Mark Storts<br />
Karl Swope<br />
Ronald Taylor<br />
William Tursi<br />
Edward Valenzuela<br />
Erik Van Herik<br />
Michael Velazquez<br />
Wallace Walker<br />
Earl Watson<br />
Don Weldon<br />
Ronald Whittington<br />
Lansing Williams<br />
Nolan Wynn<br />
Jeremy Yeomans<br />
MAY<br />
Dorcas Agyei<br />
Kourosh Aliha<br />
Tyler Andersen<br />
Jennifer Avery<br />
Jay Becraft<br />
David Belniak<br />
Kenneth Bennett, Jr<br />
Deanna Bonachea<br />
Scott Boren<br />
Thomas Cairns<br />
Christopher Cassidy<br />
William Chilcutt<br />
Melville Chiong<br />
David Collins<br />
Tommy Conaway<br />
Travis D'Antonio<br />
Aaron Denbo<br />
Hector Erazo<br />
Brian Finnicum, Jr<br />
Farrah Gentry<br />
William Gilbertson<br />
Orlirio Godinez<br />
Christopher Goebel<br />
Joseph Hajdu<br />
Scott Halterman<br />
Jong Han<br />
Anthony Harms<br />
Mark Hassett<br />
Willie James<br />
Kevin Larson<br />
Michael Loox<br />
Jeffrey Lour<br />
Michael Luchuk<br />
Sergio Martinez<br />
Jeff McPike<br />
John Melli<br />
Keara Mitcham<br />
Ryan Morgan<br />
Patricia Morgan<br />
Mark Neapolitan<br />
Christopher Olney<br />
Carlos Rodriguez<br />
Denise Roe<br />
Scott Samuelson<br />
George Shaffer<br />
Dennis Smith<br />
Curt Steele<br />
Elisha Toye<br />
Donald Ward<br />
James Zeccolo<br />
JUNE<br />
Matthew Aikens<br />
Rodney Armston<br />
Angela Bain<br />
Jennifer Bennett<br />
Josh Bertelson<br />
Kelly Campbell<br />
James Cardenas<br />
Matthew Christman<br />
Thomas Ciomcia<br />
Jeffrey Coburn<br />
Laura Conrad<br />
Jason Contreras<br />
John Cudal<br />
Michael Custer<br />
Lee Foley<br />
Kristy Gabel<br />
James Glorioso, Jr<br />
Randy Hightower<br />
Kimberly Horstman<br />
Jody Huffman<br />
Timothy Icenhower<br />
Mark Jackson<br />
Gregory Krafchik<br />
James McLemore<br />
Kelly Moye<br />
Douglas Newsome<br />
Brandon Parker<br />
Mark Pattavina<br />
Joyce Penrod<br />
Scot Porter<br />
Ryan Roby<br />
Robert Sanchez, Jr<br />
Paige Scott<br />
John Seehoffer<br />
Tiffiny Suarez<br />
Alan Swayne<br />
Alan Todd<br />
Michael Toledo<br />
Jason Tom<br />
Monica Walter<br />
Christopher Yadanza<br />
IN THE MEDIA<br />
LPM Insider<br />
Christopher P. Norris, CFI and Frank Borecki, CFI wrote “Loss Prevention Interviews: Telephone Interviewing, In Theory and In Practice.”<br />
Mike Reddington, CFI wrote "Negotiate Like a Loss Prevention Interrogator.”<br />
Hank Siemers, CFI was mentioned in “Global Security and Loss Prevention Strategies” by James Lee.<br />
D&D Daily<br />
Janice McCort, CFI wrote “Civil Recovery Options That Promote Your Brand.”<br />
LP Magazine November-December 2015 Issue<br />
Walter Palmer, CFI and Juan Valverde, CFI are mentioned in “Industry News: Second US-Mexico LP Summit Shares Best Practices on Retail<br />
Security and Loss Prevention Strategies” by Jack Trlica<br />
David E. Zulawski, CFI, CFE and Shane G. Sturman CFI, CPP wrote “It’s All about Context: Part 4.”<br />
Tom Meehan, CFI wrote “Future of LP: Things to Consider.”<br />
LeeRoy Hegwood, CFI is mentioned in “The Art of the Kiosk” by Chris Trlica.<br />
CFInsider Q1 - 2016<br />
22
Thank You and We Need You!<br />
We thank these CFI Committee volunteers and we plea for more!<br />
Our volunteers make the CFI designation what it is today! Be active in 2016 by joining a committee.<br />
Remember: A committee volunteer receives four (4) Continuing Education Credits toward re-certification<br />
per Committee, by being an active member! Pick one below! Sign up<br />
CONTINUING EDUCATION COMMITTEE<br />
Co-Chairman<br />
Jack Ternan, G4S Secure Solutions<br />
Chance Bowlin, Petco<br />
Mike Hannon, Staples<br />
Shane Jennings, Music & Arts Centers Inc.<br />
Bill Dietzen, Auto Zone<br />
Benjamin Robeano, Big Lots<br />
Andrew Barborak, Gander Mountain<br />
David Miglin, Big Lots<br />
David Dehner, Silver Creek Associates<br />
Dan DiMatteo, Portland Police Department<br />
Cheryl Floccare, Tractor Supply Company<br />
Brian Kirby, Columbia Sportswear<br />
Lewis McFarland, Tilly’s<br />
Ken Gladney, Half Price Books<br />
Karen Sandoval, Ueltzen & Company LLP<br />
Jodie Murphy, Gap Inc.<br />
Jeremy Bailey, Hibbett Sporting Goods<br />
Jason Lotts, CVS/Caremark<br />
James Carr, Rent-A-Center<br />
Garth Gasse, SSP America<br />
Everett Stein, Tractor Supply Company<br />
Elena Hollenbeck, Nike<br />
Suzanne Castillo, Ralph Lauren<br />
Steve Schwartz, Kohl’s<br />
Shauna Vistad, Blue Cross Blue Shield ND<br />
Raymond Cotton, Capital One<br />
Roderick Cabrera, Tillys<br />
Robert Figueroa, Rent-A-Center<br />
Michael Berry, Walt Disney World<br />
Matthew Morgan, Goodwill Industries<br />
of Southeast Wisconsin<br />
Paul Joeckel, Auto Zone<br />
Justin Henkenberns, Sears Holdings<br />
Neftali Carrasquillo, Jr., Texas Department of Insurance<br />
Carissa Brinkmann, Sears Holdings<br />
Daniel Easterly, Bealls<br />
Aaron Hancart, The Cellular Connection<br />
Reggie Holliday, LP Innovations<br />
William Wells, Rite Aid<br />
Wayne Hoover, Wicklander-Zulawski, Inc.<br />
RATIONALIZATION COMMITTEE<br />
Chairman<br />
Randy Tennison, Walt Disney Parks and Resorts<br />
Michael Ferlotti, Harris Teeter<br />
Robert Figueroa, Rent-A-Center<br />
Wayne Hoover, Wicklander-Zulawski, Inc.<br />
Paul Joeckel, Auto Zone<br />
Robert LaCommare, Justice Stores<br />
Thomas McGreal, Wicklander-Zulawski & Associates, Inc.<br />
Andie Millaway, Petsmart<br />
Eric Rode, Office Depot<br />
Robert Sanchez, Amtel, LLC.<br />
Mindy Solt, Gap<br />
Missy Andeel, Children’s Mercy Hospital<br />
Dominic Ferraro, Charter Communications<br />
MEMBERSHIP COMMITTEE<br />
Christopher Finck, AAFES<br />
Melissa Lauricello, Brooks Brothers<br />
Jason Lotts, CVS/Caremark<br />
Mike Marquis, TJX Companies<br />
Melissa Mitchell, Lifeway Christian Stores<br />
Joseph Picolla, US House of Representatives<br />
Thomas Stein, Areas USA Inc.<br />
Erik Van Herik, Office Max<br />
Douglas Wicklander, Wicklander-Zulawski &<br />
Associates, Inc.<br />
Kym Willey, Luxottica Retail<br />
Wayne Hoover, Wicklander-Zulawski, Inc.<br />
SCHOLARSHIP COMMITTEE<br />
Towanna Bazile, AT&T<br />
Chad Borstein, Lowe’s<br />
Dustin Brown, Notions Marketing<br />
Matthew Dawson, CVS Caremark Corporation<br />
Robert Gibson, Under Armour<br />
Chris Girone, Office Depot<br />
Michael Hannon, Staples<br />
William Hill, AmeriCold Logistics<br />
Mark Jackson, Big Lots<br />
Deborah Lanford, 7-Eleven Inc.<br />
Timothy Lapinski, Helzberg Diamonds<br />
Kevin Larson, Kroger<br />
Justin MacIntyre, Beall’s Inc.<br />
Scott Martyka, Aldi<br />
James Mullaney, Dollar General<br />
Michael Narciso, URBN<br />
Daniel Taylor, Ulta<br />
Victoria To-Dowd, LUSH Fresh Handmade Cosmetics<br />
William Turner, Radio Shack<br />
Kati Wisniewski, Ratner Company<br />
Vernon Bales, Pepboys<br />
Ryan Roby, Vail Resorts Retail<br />
Daniel Easterly, Bealls<br />
Bernard Peterson, Family Dollar<br />
Chris Fincke, AAFES<br />
Carissa Brinkmann, Sears Holdings<br />
WEBSITE COMMITTEE<br />
Robert Figueroa, Rent-A-Center<br />
Kathryn Fox, Kroger<br />
Wayne Hoover, Wicklander-Zulawski, Inc.<br />
Valerie Marie Knowles, Bloomingdales<br />
Elena Mencos, Ulta<br />
Doug Newsome, Goodwill Industries of Upstate/Midlands<br />
Mathew Nickoson, North Coast Protective Services<br />
Michael Peters, Rite Aid<br />
David Ryack, Urban Airship<br />
Tonya Sjolin, Sur La Table<br />
Kevin Thomas, PGA Tour Superstore<br />
Graham Twidale, 7-Eleven Inc.<br />
To be an active member of your<br />
CFI designation,<br />
click here to join a committee.<br />
CFInsider Q1 - 2016<br />
23
NE CHAPTER<br />
Advisory Board NE Chapter Mentors<br />
Mike Marquis, TJX Companies<br />
Steven May, LP Innovations<br />
Richard Manning, Federal Bureau of Investigation (Ret.)<br />
Chairman<br />
Steven Palumbo, Tiffany & Company<br />
Immediate Past Chairman<br />
Christopher Batson, Gap<br />
Andre Stevens, Northampton District Attorney<br />
Alfredo Guilfuchi, The Timberland Company<br />
Frank Honey, Gap<br />
Eric Means, Armani Exchange<br />
Elisha Toye, Kohl’s<br />
David Lu, Apple Inc.<br />
David Dehner, Silver Creek Associates<br />
Charles Cherry, Ann Taylor<br />
Stephen Dubeck, Petco<br />
S. Andrew Awad, AT&T<br />
Nathan Prusi, Starbucks<br />
Michelle Cabrita, Burberry’s<br />
Michael Toledo, American Eagle Outfitters<br />
Kourosh Aliha, Sprint<br />
Juan Ospina, Michael Kors<br />
Joseph Rezendes, Radio Shack<br />
Joseph Conte, FedEx<br />
Joseph Barbagallo, Citrin Cooperman & Company<br />
Jonathan Goodrich, PetSmart<br />
John Nicholson, Office Depot<br />
John McLean, Macy’s<br />
John Fice, LP Innovations<br />
Jason Ploof, Armani Exchange<br />
Jason Adams, Gap Inc.<br />
Timothy Kneidel, CVS Caremark Corporation<br />
William Angiolillo, LP Innovations<br />
David LoPriore, Elemental Intelligence Systems<br />
WEST COAST CHAPTER<br />
Advisory Board West Coast Chapter Mentors<br />
Debbie Maples, Gap<br />
Kathleen Smith, Safeway-Albertson’s<br />
Intermediate Past Chairman<br />
Michael Loox, Coffee Bean<br />
Executive Board<br />
Matthew Dawson, CVS Caremark<br />
Jodie Murphy, Gap Inc.<br />
Victoria To-Dowd, LUSH Fresh Handmade Cosmetics<br />
Deborah Lanford, 7-Eleven Inc.<br />
Chairmen<br />
Matthew Dawson, CVS Caremark<br />
Jodie Murphy, Gap Inc.<br />
Victoria To-Dowd, LUSH Fresh Handmade Cosmetics<br />
Tyler Andersen, Winco Foods<br />
Dennis Bertino, Cricket Communications<br />
Mark Blasius, TJX Companies<br />
Michael Burch, Tilly’s<br />
Kregg Carney, Coffee Bean & Tea Leaf<br />
Bill Dietzen, AutoZone<br />
James Dwyer, Gap Inc.<br />
Hector Erazo, Walmart<br />
Rachelle Espinoza, Winco Foods<br />
Ronald Gillenberg, Nexcom<br />
Ken Gladney, Taco Bueno Restaurants<br />
Christine Harrison, CarMax<br />
Robert Hough, Dunham’s Sports<br />
Celia Kettle, Safeway<br />
Deborah Lanford, 7-Eleven, Inc.<br />
Lise Lang, Verizon Wireless<br />
Lisa Leggette, Polo Ralph Lauren<br />
Christopher Lienesch, Family Christian Stores, Inc.<br />
Jack Lindeman, Little Caesars, Inc.<br />
Christopher Maitland, Cricket Communications<br />
Keara Mitcham, Limited Brands<br />
Alana Montano, Montano & Associates<br />
International Investigations<br />
Scott Porter, Burlington Coat Factory<br />
Richard Portmann, Facebook<br />
Ryan Roby, King Soopers<br />
Sherry Rutledge, Ueltzen & company LLP<br />
Sidney Scarborough, Ulta<br />
Charles Shelton, Winco Foods<br />
Pamela Tapia, Chanel<br />
Claude Taybi, Sterling Jewelers<br />
Kevin Thomas, PGA Tour Superstore<br />
Sarah Torrez, Aeropostale Inc.<br />
Brian Wildman, Compass Group North America<br />
Peter Zajda, JCPenney<br />
• The CFInsider journal is distributed in electronic format only.<br />
You can view back issues of this newsletter. CLICK HERE.<br />
• Opinions and ideas in CFInsider are intended for information<br />
only, and not meant to be used as legal advice. Statements of<br />
fact and opinions made are the responsibility of the authors<br />
and do not imply an opinion on the part of IAI, its officers, the<br />
editors or its members.<br />
• Member articles about interview and interrogation published in<br />
CFInsider qualify for Continuing Education Credits.<br />
• Should you have any questions on obtaining re-certification for<br />
your CFI designation, please click here to contact IAI.<br />
NEW ORGANIZATIONS<br />
• VXI Global Solutions<br />
• XPO Logistics<br />
• Massachusetts State Police<br />
• The New York Botanical Garden<br />
• H&M<br />
• Turkey Hill Mini Markets<br />
• The Cellular Connection<br />
• Manguard Plus LTD<br />
• F. Korbel & Brothers Inc.<br />
• Independent Police Review Authority<br />
CFInsider Q1 - 2016<br />
24
LETTER FROM THE EDITOR<br />
As we reach the end of the first quarter of 2016, we have many exciting things<br />
on the horizon for our members. Next up is the Elite Training Day that includes<br />
Mike Yoder’s presentation on proper preparation when interviewing the sociopath<br />
or psychopath. We have Dr. Andy Griffith <strong>from</strong> the UK discussing two topics:<br />
The PEACE Model of Interviewing and How to Conduct a Proper Investigation.<br />
The Innocence Project is sending Steve Kaplan to discuss false confessions with his<br />
own personal experience of representing a man who was proven to have given a false confession. David<br />
Thompson, CFI is doing a practical exercise on the Dassey interrogations <strong>from</strong> “Making a Murderer.” As<br />
part of our Educational Track, Dr. Ashley Lesko will be speaking on managing your interviewers as you<br />
move through the ranks in your jobs.<br />
Other exciting events include the conference season that is already underway. For those of you in retail,<br />
our sponsors will be running a poker challenge at NRF and RILA. You will go to each sponsor and discuss<br />
your needs for your organizations and in return receive a playing card. After you have visited all of the<br />
sponsors (General Dynamics Information Technology, Iverify, CONTROLTEK, InstaKey, LP Innovations<br />
Protos, and Verisk Retail) you will create your best poker hand (5 cards) and turn it into the GDIT booth.<br />
The best hands will then be entered into a drawing to win 2 Apple Watches at each conference. We love<br />
the ideas the sponsors have created to benefit IAI and our membership.<br />
New webinars will soon be added to the last half of the year. Should you have any ideas or want to speak,<br />
please reach out to me to let me know so we can discuss the possibility. We have averaged over 150 IAI<br />
members on these calls and are proud that so many are finding them to be a benefit of being a member.<br />
Looking towards the future, I want to ask each of you to provide me any ideas you might have to add<br />
to the benefits you receive as a member of IAI. Feel free to call me (630-240-7172 – Cell) or email me<br />
(whoover@w-z.com) and give me your thoughts. IAI is committed to adding the benefits that all of our<br />
members find useful as they continue to be an Elite group in their respective fields.<br />
Have a wonderful spring and I look forward to seeing all of you very soon.<br />
Wayne<br />
Editors<br />
Joseph Nay, CFI, Heinen’s Inc.<br />
jnay@heinens.com<br />
Cary Jones, CFI, VisionWorks,<br />
cjones@hvhc.com<br />
Stefanie Hoover, CFI, Verisk Retail<br />
stefaniehoover34@gmail.com<br />
Journal Committee<br />
Benjamin Robeano, CFI, Big Lots<br />
brobeano@biglots.com<br />
Dominic Ferraro, CFI<br />
Charter Communications<br />
dominic.ferraro@charter.com<br />
Kevin Larson, CFI, Kroger<br />
kevin.larson@kroger.com<br />
Jodie Murphy, CFI, Gap Inc.<br />
jodie_murphy@gap.com<br />
James McLemore, CFI<br />
Bealls Department Stores<br />
jmclemore@beallsinc.com<br />
Shane Jennings, CFI, CFE<br />
Music & Arts Centers Inc.<br />
sjennings@musicarts.com<br />
Paul Joeckel, CFI, Auto Zone<br />
paul.joeckel@autozone.com<br />
Steve Welk, CFI<br />
Barnes & Noble College<br />
swelk@bncollege.com<br />
Wayne Hoover, CFI<br />
Wicklander-Zulawski, Inc.<br />
whoover@w-z.com<br />
David Zulawski, CFI, CFE<br />
Wicklander-Zulawski & Associates, Inc.<br />
dzulawski@w-z.com<br />
A publication <strong>from</strong> the International Association of Interviewers 2014 ISSUE 2<br />
CFInsider Q1 - 2016<br />
25