How to Reduce the Risk of Bad Debt and Avoid Collections

Now that the mad rush and excitement from holiday shopping and boxing week sales is coming to an end, you can start planning for the New Year, and unfortunately, accounts in arrears.

With consumer debt reaching new highs each holiday season, its no wonder that accounts go into arrears.  There are some steps you can take to avoid this situation, both before and after accounts become overdue.

Evaluate your credit process.  Though it may be tempting to offer credit to all customers in an attempt to boost sales, this may results in higher risk for losses for your business.  Consider implementing a credit check and reference check before approving the credit limit for each customer.

Keep account information up-to-date.  Especially with returning customers, it is important to keep the mailing address and contact phone number up-to-date.  In order to contact customers about their account, you need to have the right information! 

Be timely.  If an account does go into arrears, contact you customer without delay. 

Contact by phone.  The sooner you make contact, the sooner you will receive payment.  Contact your customer by phone as well as by mail – mail will often be ignored, so its best to contact through both mediums.

Implement flexible payment schedules.  If you have a customer who is constantly bouncing payments, contact them to find out why.  Is the payment scheduled to be withdrawn a day or two before payday?  Consider altering the preauthorized payment to work well with your customer’s pay schedule.

Work with your customers.  If your customer is having a hard time paying off their debt, consider building a strategy with them to assist in making payments.  Negotiate the terms of your contract or arrange for an alternative billing cycle.  Its better to work with your client to receive some of the payment rather than writing the entire payment in full. 

Encourage prompt or early payment.  Consider implementing payment terms that offer discounts to payments made prior to the due date or accrue interest on late payments.

Identify issues immediately.  If your customer has an issue with your product or service, it may affect payment.  Identify these problems as soon as possible and find a viable solution.  A positive customer service experience will create a loyal customer who pays on time!

Send out a reminder.  For large invoices, consider sending out a reminder of the payment due date.  This will keep the payment top of mind while also giving your customer extra time to prepare.

Bring in an expert.  If you are unable to locate a customer, skip tracing services will help you locate the customer and their contact information.

If you are unable to locate a customer, skip tracing services will help you locate the customer and their contact information. 

Our skip tracing service is a fast and cost effective debtor and missing person tracing solution. Our tracing service enables you to re-establish contact with your customers by identifying a forwarding address for your customer.  

The Renwick Group is Canada’s leading Private Investigation Company specializing in Skip Tracing – we locate hidden assets, people, missing autos & boats, witnesses, beneficiaries, property and missing persons.

We will search and locate anyone.  Our success rate is over 90%.

Contact us for more information.

The Top 10 Uses for Skip Tracing

Skip tracing is useful tool for tracking down missing information, people or assets.

The term “skip tracing” is derived from the expression “to skip town,” “where skip” refers to the person who has departed and left no “trace” of their whereabouts.

Though the origins of the term skip tracing may be not be common knowledge, the practice is widely used in many different industries.


How does it actually work?

Skip tracing services utilize a combination of information databases and investigative tools.  Each investigation has its own unique challenges, but the main techniques used in skip tracing investigations are:    

• Database searches
• Online inquiries
• Surveillance
• Telephone Interviews
• In-person Interviews

What is Skip Tracing Used For?

Since skip tracing can be applied in so many different industries, it is a valuable tool that can help you find information, people and even lost assets.

The most commonly used form of skip tracing is in the collections industry.  Skip tracing can be used to locate customers whose accounts are in arrears.  This process typically involves locating contact information such as place of residence and place of employment.

Skip tracing can be used to:

1.  Find beneficiaries.
2.  Find loan borrowers.
3.  Serve legal documents.
4.  Track down defaulting Contractors.
5.  Find vehicles or equipment for repossession.
6.  Locate customer residences and contact information.
7.  Locate former spouses who need to pay alimony or child support.
8.  Locate a lost loved one.
9.  Find a witness to a crime.
10.  Locate a tenant who has skipped out on rent payments.

Finding information can be difficult for those without Private Investigation Licenses due to legislation that limits data collection.  Most often, the skip trace process is a time consuming task that cannot be added onto regular job responsibilities, requiring the hiring of investigator.


The Renwick Group is Canada's leading Private Investigation Company specializing in SKIP TRACING - We locate hidden assets, people, missing autos & boats, witnesses, beneficiaries, property and missing persons.

We will search and locate anyone.  Our success rate is over 90%

Corporate Surveillance and PIPEDA

Understanding employee privacy rights during corporate surveillance will help you avoid breach of privacy accusations and litigation.

The Renwick Group provides corporate surveillance services and has a thorough understanding of Canadian privacy legislation. We have implemented a strict privacy policy to ensure we follow all legislative requirements and suggest all businesses do the same.

When building your privacy policy, be sure to have a comprehensive understanding of privacy legislation such as the Privacy Act and PIPEDA. The Personal Information Protection and Electronic Documents Act (PIPEDA), enacted in 2000, has set rules for how private sector organizations may collect, use or disclose personal information in the course of commercial activities (Visit the Privacy Commission of Canada for more information).

Express or Implied Consent?

The basis of PIPEDA is built on the idea of “consent.” Whether express or implied, consent must always be present in respect of any collection, use or disclosure of personal information, though there are some exceptions.

Express consent is difficult to obtain in a litigation context and may be an exception to consent laws. Express consent should still be obtained when seeking disclosure of personal information from a non-party to litigation.

Implied consent is the most prevalent form of consent, especially in the litigation context. Most organizations rely on this type of consent for collection, use and disclosure of personal information in a wide range of litigation activities, including settlement negotiations. Implied consent is limited to what a reasonable person would deem appropriate and does not authorize unlimited or inappropriate collection, use or disclosure of an individual’s personal information.

Exceptions to Consent

Section 7 of PIPEDA is relevant in litigation as it applies to exceptions from implied and express consent. The Privacy Commission of Canada lists the following as relevant sections of PIPEDA in a litigation context:

•  Collection without consent is permitted under paragraph 7(1)(b) where it is reasonable to expect that: 
• the collection with the knowledge and consent of the individual would compromise the availability or accuracy of the information; and 
• the collection is reasonable for purposes related to investigating a breach of an agreement or a contravention of the laws of Canada or a province, including the common law. 
• Use without consent is permitted under paragraph 7(2)(d) where the information was collected under paragraph 7(1)(b) above; and 
• Disclosure without consent is permitted by one of the exceptions listed under subsection 7(3), including the following: 
• for the purpose of collecting a debt owed by the individual,
• where required to comply with a subpoena, warrant or order, or to comply with rules of court relating to the production of records, or,
• when made to an investigative body on reasonable grounds to believe that the personal information relates to a breach of an agreement or a contravention of the laws of Canada or of a province or a foreign jurisdiction. 

Understanding legislative requirements and clearly outlining your privacy policy is an important step in preventing accusations of unlawful use or collection of personal information.

The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for information.

Identify Falsified Resumés Before a Background Check

Background checks are the most effective way to identify potential problems prior to hiring a new employee.

More than 40% of resumés contain false or tweaked information!

While a background check will identify issues such as addictions, poor credit and criminal activity, they are typically conducted near the end of the hiring process. You can screen your stack of resumés to identify false information and inconsistencies, allowing you to minimize the amount of interviews and subsequent background checks.


The most commonly falsified areas on a resumé include:

1. Employment History

2. Job Skills

3. Education Credentials

4. Salary and Job Title

Now that we have identified the main areas of embellishment, here are some things to look for to help you recognize false information:

1. Unexplained Gaps in Employment. This is the most obvious red flag. An unexplained gap could mean the job applicant has a history of being fired or leaving jobs often. You should also check to make sure dates of employment line-up during your reference checks.

2. Unusual Periods of Self-Employment. This is a tactic that can be used to fill gaps in employment. Candidates may have asked friends or family to act as clients and provide reference checks.

3. Reluctance to Explain a Reason for Leaving a Job. A job applicant who isn’t forthcoming with the reason for leaving a job most likely left on bad terms. Give them the opportunity to explain their reluctance – there may be a confidentiality or privacy issue that cannot be disclosed.

4. Minimal Details. Most resumés will include a job title, organization name and location, alongside a job description. A resumé lacking any of those details may indicate job history discrepancies.

5. Careful Wording or Self-Acclamation. Watch for misleading wording or omitted information. A bachelor’s degree that has no listed graduation date or an unfamiliar educational institution may indicate false information. In addition, self-acclamation's such as “award-winning” should be collaborated with credentials.

6. Unverifiable Information. Gaps on a resumé, job positions, self-employment. Most social media sites provide an opportunity to cross-check information for inconsistencies.

Following these tips should help you sift through job applications and create a short-list. From here, you can conduct interviews and background checks to ensure you’re making the correct hiring decision. Most importantly, remember to trust your instincts and if you think you’ve found the right candidate, give them the opportunity to discuss any issues you have found on their resumé.

The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for more contact information.

Making a Hiring Decision? Get a Background Check!

One of the services we conduct for businesses of all sizes, is employment background checks or pre-employment checks.

If you're making a hiring decision soon, this is something you should think about.

The cost of hiring the wrong employee can be huge. If the employee has problems that don't show up on the resume, like addictions, credit issues, criminal activity, these may come back to haunt you and create all kinds of HR problems in the future.

A background check can identify potential problems and may help in the decision making process. It is estimated that over 40% of resumes contain false or tweaked information.  Did the potential hire really graduate from the college indicated or worked at the previous employer as stated?

Some types of data may require the new hire to approve the release of information. Depending on the position a police records check may be necessary.

Here are some Do's and Don'ts For Employment Background Checks

1.) Do Be Broad - validate previous employment history, check references, check the internet, run a criminal record check

2.) Don't Break the Law - use a reputable firm to advise you on the type of information that can be checked without breaking privacy laws

3.) Do Be Consistent - apply the requirement for pre-employment screening to all short-listed candidates

4.) Don't Seek Only the Negative - background checks can be used to locate positives that can help you choose between well-qualified candidates

5.) Don't Try to do it all Online - Everything is not online! Much of the data that can be legally obtained is best accessed by a licensed firm.


The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee back-ground checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807   or visit our website for more contact information.

Need An Investigator? Why You Should Contact Us.

 The Renwick Group has a full range of investigative services to assist you with a business or personal issue; locating a missing person, skip tracing, background checks, legal services, strike and labour management services, surveillance for evidence and security.

These are important issues, issues that can impact a court decision, a hiring decision, or in the case of property and debit recovery a financial situation.

Generally after you've analyzed the problem you'll be ready for some professional advice and you need to find an organization that you can work with. It's not just about explaining the situation to the Investigation Agency, it's also about finding out about how the agency works, what they will deliver, and how comfortable you feel working with them.

Here's why you should give The Renwick Group a call.

Experience: We have years of experience solving both corporate and personal investigative issues. We draw on that experience to resolve your issues fast. We've worked in consultive roles from large corporations to small businesses, and with individuals (private citizens)

Professionalism: We're members of the Council of Private Investigators Ontario, Canadian Association of Special Investigation Units, Better Business Bureau, Local Chamber of Commerce. As member of the CPIO, we adhere to a strict code of ethics and conduct.

Easy to Talk to: Especially with personal investigations - it's sometimes difficult to bring an outsider up to speed on the issue. You'll find our staff very approachable and able to listen to your problem and identify options and recommendations for you.

Techniques: We have access to the latest technologies, databases, and equipment. Our investigative process included iSight Data Management, a client case software that ensures consistent and complete reporting.

Results: You want results delivered on-time, professional presented, from a reputable agency. We are experienced with reporting for legal matters, insurance, personal issues, HR departments, and other management groups.

The first step to the resolution of your investigative issue is to contact us so that we can set up a phone call or an appointment to learn more about your situation and how The Renwick Group can help.

Visit The Renwick Group's Contact Page to leave an email message or call us at 1 (888)722-9807

Unethical workplace behaviour? What's an Employer to do?

A recent survey of ethics in the Canadian workplace found that 42% of the respondents had witnessed  breaches of ethics on the job but nearly half of them failed to report it.

In addition 69% of the respondents said they had a lack of faith that investigations would be conducted properly, and that disciplinary measures would be consistently applied.

Fraud and misconduct costs small businesses in North America billions of dollars.  If you suspect crime in the workplace or inappropriate behaviour you need to protect your business and your employees by giving serious thought to investigations and security.

"Senior business leaders should use these results to take a long, hard look at the ethics within their organizations, and determine ways they can improve their programs and strengthen their ethical cultures," ClearView President Phil Enright said in a statement. "Wrongdoing can negatively impact your organization's reputation and financial well-being, while a strong ethical culture can positively impact your organization's performance and reduce risk."

 The Renwick Group can discuss your business situation and determine what needs to be done to investigate fraud, put in place corporate surveillance, and help you develop a plan.

Read the full article: Huffington Post | Canada's Business Ethics Under Scrutiny

Protect Your Business With Background Checks

When The Renwick Group are conducting background checks for our clients we fit our services to the clients needs and budgets.  Each search and check we make is unique, therefore we always build a custom backgound check plan for you.  Investigations can be limited to certain aspects of a company's or individual's backgound history, or a complete background information check is required.

False Identities

Our cost-effective background investigations include comprehensive public records search, database research, deep Internet and Social Media coverage, as well as in-depth personal profiles based on interviews with associates (optional).

Our investigators have experience in conducting background investigations for a variety of purposes, including witness, plaintiff or defendant backgrounds in litigation - civil or criminal, background investigations for financial transactions and suspected fraud, and pre-employment background checks.



Here is an example of some of the Standard Background Checks that we may conduct on individuals.

• Bankruptcy records
• Liens and judgment histories
• Security filings
• Criminal records
• Civil litigation, national and provincial
• Revenue Canada Tax Issues
• Employment histories
• Canadian SIN and USA Social Security number verification
• Aliases, if any
• Address histories
• Property records
• Business associations
• Fictitious name filings
• Professional licenses and certifications
• Workers Compensation records
• Motor vehicles registered
• Media coverage
• Deep Internet and Social Media Activity

And here is an example of some of the background checks we do for Corporate and Company searches:

• Financial and operating history
• Management structure and issues
• Ownership interests, including hidden owners
• Litigation involving the company, directors and owners
• Environmental liabilities
• Assets and revenues, including overstatements
• Unrealistic projections
• Unrecorded or understated liabilities, liens, judgments or expenses
• Executive reputations
• General business reputation
• Misrepresentations and non-disclosure of material facts

At the end of a backgound check and search, we provide our clients with well-written reports that include both a summary of significant findings, an analysis of the information we have uncovered and recommendations for further investigation when warranted, as well as a compilation of the information we have found in an easy-to-read format.

Additionally we will let you know if there are any legal and juristrictional challenges in searching certain types of information and records.

The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​

The Art of Asset Searches

The art of locating assets is something that we at the Renwick Group have spent a considerable amount of time cultivating and perfecting.

Asset searching often starts with certain searches on the Internet and databases, but for the really in-depth work, and the tough assignments there is no database available. It therefore takes a lot of original research and creativity to put all the pieces of the puzzle together.

We also have access to networks of Canadian, North American and Worldwide “sources” that we have developed over the years that include connections with other professional investigators and search organizations with whom we have worked for years.

So if you're looking for asset location and recovery services ... always find out if you are using asset relocation investigators who are relying solely on databases, if so, you may be missing out on finding what you need to satisfy your or your client’s needs.

As many clients soon realize, in the Canadian legal system, securing a judgment against a defendant, whether it be an individual or a company, is only half of the battle.

The second half is trying to find the assets to satisfy the judgment.

The Renwick Group is often asked to find bank accounts, stock holdings, real estate and vehicles or any other assets of value, sometimes the assets can be located anywhere in the world.

Our asset investigations can cover all of the following:

• Asset Tracing
• Asset Recovery
• General Financial Investigation
• Bankruptcy Fraud Investigations  
• Money Laundering Investigations  
• Embezzlement Investigations  

The Renwick Group has the knowledge and experience to help businesses with these types of investigations. Please call us at 1 (888) 722-9807 to discuss your corporate requirements.

Tips for Choosing a Private Investigation Agency

At some point in your business or in your personal life you made need the services of a private investigator.

When looking to hire a private investigator you need to think about experience, skills, and credentials.

Here are some tips and questions to help you go through the process of finding the right investigator for your situation.

1.) Schedule a face-to-face meeting early in the process so you can get a better sense of how you could work with the investigator. Can you establish a good rapport with the person handling your case?

2.) Ask questions about the investigator's experience in specifically handling your issues. Some agencies have a broad range of experience and others are more specialized.

3.) Ask about the methods proposed for your situation. Does your case require special skills and how is the agency poised to fulfill that need? Does the agency utilize new technologies and techniques?

4.) Ask about credentials. Is the agency licensed and do they have other memberships in the investigative field? How long have they held their license?

5.) Are they a respected business in their community? Do they participate in any local business associations or show that they are involved with ?

6.) Discuss the financial aspects of the investigation until you are comfortable and clear.

7.) Discuss and ask questions about privacy and confidentiality.

The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee back-ground checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807   or visit our website for more contact information.

Video Surveillance Systems for Business Security - What you need to do.

Many businesses recognize the need to add video surveillance to their security systems to reduce workplace fraud, and to protect employees. While video systems are relatively easy to install, company management must give thought to implementing a Video Surveillance Policy to ensure that all employees are aware of the system and its purpose.

In a recent Ontario case, a complaint was brought to the Privacy Commissioner by an inner-city bus employee, who felt that the bus company had not adequately informed employees of monitoring.

The Commissioner ruled in favour of the bus company stating, "the use of the video surveillance system could be supported for the purposes as outlined by the organization — ensuring security and safety, reducing illegal behaviour and limiting the potential for liability."

Elliott Goldstein, B.A., LL.B., writing about this case, pointed to 3 lessons for businesses using video security systems.
"1. Video surveillance in the workplace must be accompanied by sufficient signage to alert employees that they may be monitored.
2. If there is to be video surveillance in the workplace, employees must be informed of the purposes the information will be used.
3. Implied consent of employees for the use of their personal information collected by video surveillance is assumed to have been obtained when the personal information being collected is not sensitive and the express purposes of the video surveillance have been explained so that the employees would reasonably expect that their information be used for those purposes."

The solution is to implement a Video Surveillance Policy and communicate it to all employees.

Areas to address in the policy include;

• Purpose of video surveillance system.
• Where cameras are typically used.
• Where cameras are generally never used.
• Where the video surveillance system is monitored.
• How video is recorded and for what duration.
• Who is responsible for the management of the video surveillance system.
• Who has access to video recordings and for what purposes.
• Procedures for requesting video recordings.
• Archival storage of video recordings related to security incidents.

information source

Here is an example of a Video Surveillance Policy.

Thinking about corporate surveillance? It's important to speak with a professional to find a solution right for your organization and to protect your company against risk.

The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We have evolved into a focused private investigation firm offering a unique range of regional and national services, including corporate surveillance. Please contact us to discuss your business needs. 1 (888) 722-9807  or visit our website.

5 Tips for Job Searchers - Background Checks

The Renwick Group provides pre-employment screening, or background checks, to help organizations avoid costly hiring mistakes. It is important, especially for recruitment of senior positions, to confirm the details of identity, legal history, and even financial record.

From a potential employees point of view, understanding what is in a background check can enable you to pro-actively prepare as part of your strategy for employment search. When an employer requests a background check from a Private Investigator, you'll have a better idea of what will be discovered and more confident about how you will look to your potential employer.

1. Personal Identity: As part of the hiring process you should be able to confirm your identity without hunting around for the information you need. Keep at hand proof of identity such as your passport, drivers license and social insurance card.
2. Education: Employers may want to confirm your educational credentials, so be pro-active and order transcripts of your degrees, diplomas and important certificates. It's a good idea to keep a folder of documentation about courses you have attended or important conferences.
3. Credit History & Earnings: If you are going to be put in charge of or responsible for money or company finances, your prospective employer may investigate your credit history. In Canada contact Equifax or Trans Union Canada to request a copy of your credit report. Take care of any issues right away so you know things are clear beforehand. You may need to confirm previous earnings with a T4, so be prepared to produce a T4 or your Notice of Assessment.
4. Legal History: If you are applying for a position that requires a high security level or will be working directly with the public, you can obtain a Certified Criminal Record check from the RCMP and have this in your file.
5. Web Profile: While you're looking for employment, keep an eye on your online profile. What turns up in a search? Have you considered privacy settings on social media? If you use a website like LinkedIn make sure the information is up-to-date and is the same as the information you provided to the employer in print. Discrepancies raise questions - and having a clear, consistent, authenticated story is so much better than trying to explain why sources of information about you, are not aligned.

Mark Swartz, Monster Senior Contributing Writer, writes - What you need to know before Potential Employers Investigate you, on this subject.

"Have you made an employer’s short-list in a job hunt lately? If you’re one of the finalist candidates – or the chosen applicant – the employer may want to conduct a background check on you before bringing you on board. Your work history, identity, financial, and criminal status may be scrutinized as part of the process.

Employers who conduct background checks want to confirm details about you and see if you present a risk to them. Being prepared will help you avoid any nasty surprises. After all the work you’ve done to get this far, you don’t want to let incorrect or missing information prevent you from getting that great new job."

read full article..
source: Career-Advice.Monster.ca