Choosing the Right CCTV Camera for Corporate Surveillance

Video surveillance is a great tool for protecting employees, preventing theft and reducing the risk of criminal break-ins. In addition, it can assist your in supervising your employees to ensure safety protocols (including WCB rules) are followed, record that the right products were shipped or received without damage, and even prevent employee harassment.

There are so many CCTV cameras on the market today. This presents a great opportunity for you to find a camera that does exactly what you need. The first step in choosing a CCTV camera is understanding the main types of cameras out there, and of course determining the main purpose for your surveillance.

What is a CCTV Camera System?

Closed-circuit television (CCTV) is the use of CCTV video cameras to transmit a video signal to a monitor for live viewing, or to a recording device for viewing at a later date. They are used primarily for surveillance and security purposes.


What Type of CCTV Camera Should I Buy?

Here is a selection of the different types of CCTV Cameras you can consider:

Dome Camera

Dome Cameras are often used for indoor security and surveillance. Typical applications are retail environments, where the camera is designed to be unobtrusive, but visible. In addition, the "dome" shape makes it difficult to tell the direction that these cameras are facing, and thus are ideal for deterring criminals. The “bad guys” will know the facility is being watched and customers will feel at ease knowing the facility is being protected. Units that allow the camera to pan/tilt/zoom and spin quickly within the housing are often referred to as “speed domes.” Speed domes are used to cover a wide area with only one camera, or to avoid poor light conditions at certain times of day.

Bullet Camera

Bullet Cameras have a long, cylindrical, and tapered shape, similar to that of a "rifle bullet", often used in applications that require long distance viewing. The camera is not typically designed to have pan/tilt/zoom control but instead to capture images from a fixed location, pointing at a particular area.

A bullet camera is a wall-mount or ceiling-mounted unit that is typically designed for indoor use, but can also be used for some outdoor applications. Many bullet cameras can also be waterproof by being installed inside protective casings, which protect against dust, dirt, rain, hail and other harmful elements.

C-Mount Camera

C-mount cameras have detachable lenses to fit different applications. Standard camera lenses can only cover distances of between 35 and 40ft, therefore with C-mount cameras, it is possible to use special lenses, which can cover distances greater than 40ft.

Day/Night Camera

Day/Night cameras have the distinct advantage of operating in both normal and poorly-lit environments. These cameras do not have Infrared illuminators because they can capture clear video images in varying light conditions and in the dark.

The camera is ideal for outdoor surveillance applications, where Infrared CCTV cameras cannot function optimally. These cameras are primarily used in outdoor applications and they can have a wide dynamic range to function in glare, direct sunlight, reflections and strong back light 24/7.

High-Definition HD Camera

Ultra high-definition cameras are often relegated to niche markets, such as casinos and banks. These give the operators the ability to zoom in with extreme clarity (to look at a poker player who might have something up their sleeve).

If you plan to conduct corporate surveillance, there are some additional factors to consider.  Click here to view our post: Corporate Surveillance | What You Need to Know.


We offer a variety of corporate surveillance services that will allow us to discreetly gather information and assist you in presenting unbiased facts and circumstances. We have a strict privacy policy in place, and can assist you in navigating your own privacy-related legislative requirements.

Contact us today for more information about our corporate surveillance services.



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.

Corporate Video Suveillance | What You Need to Know

Both large and small businesses recognize the importance of implementing video surveillance to protect employees, prevent theft and reduce risk of criminal break-ins. Video surveillance systems are relatively easy to install, however, you must consider privacy legislation to prevent potential litigation and ensure you’re following legislative privacy requirements such as those implemented under PIPEDA.

One of the first steps in protecting your business from litigation is implementing a Video Surveillance Policy and ensuring that all employees are aware of the system and its purpose.

 

Within your video surveillance policy, you should include:

· Purpose of the video surveillance system

· Where cameras will be used or not used

· Where the videos will be monitored

· Who will have access to the recordings and for what purpose

· Privacy procedures for requesting recordings

· Details and policies for archiving video footage

If your business is in the private sector, the privacy commission requires that your "… need to conduct video surveillance must be balanced with the individuals’ right to privacy, which includes the right lead their lives free from scrutiny. Given its inherent intrusiveness, organizations should consider all less privacy-invasive means of achieving the  same end before resorting to video surveillance."


Based on this requirement, the Privacy Commission has released a series of questions to help you decide whether or not you should implement corporate video surveillance. Check out their list below or view the entire article here.

10 things to do when considering, planning and using video surveillance

1. Determine whether a less privacy-invasive alternative to video surveillance would meet your needs. 
2. Establish the business reason for conducting video surveillance and use video surveillance only for that reason. 
3. Develop a policy on the use of video surveillance. 
4. Limit the use and viewing range of cameras as much as possible. 
5. Inform the public that video surveillance is taking place. 
6. Store any recorded images in a secure location, with limited access, and destroy them when they are no longer required for business purposes. 
7. Be ready to answer questions from the public. Individuals have the right to know who is watching them and why, what information is being captured, and what is being done with recorded images. 
8. Give individuals access to information about themselves. This includes video images. 
9. Educate camera operators on the obligation to protect the privacy of individuals. 
10. Periodically evaluate the need for video surveillance. 

We offer a variety of corporate surveillance services that will allow us to discreetly gather information and assist you in presenting unbiased facts and circumstances. We have a strict privacy policy in place, and can assist you in navigating your own privacy-related legislative requirements.


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.

How To Run a Successful Workplace Investigation

Workplace investigations can cost thousands, and sometime millions, of dollars in lawsuits, especially if you make mistakes during your investigation. 4 Great Ways to Ruin a Workplace Investigation by i-Sight highlights the 4 most common mistakes that are made during a workplace investigation.

Here are some highlights from the article on what not to do, but make sure to check it out in full!

1. Don’t Go in Cold. Hire an expert interviewer to conduct your investigation. A skilled interviewer will use a variety of techniques and build rapport from the start of the interview.

2. Not Doing Your Homework. Research the case, the people and the circumstances surrounding the allegations prior to beginning your investigation. Being prepared will ensure you don’t botch the interview from the start. In addition, don't confront a suspect before you have gathered all of the evidence because if the suspect is aware the investigation is ongoing, they may have opportunity to destroy or delete evidence.

3. Handling Evidence Badly. Ensure you recognize and secure all evidence related to the case, and establish a chain of evidence for admittance to court. Part of recognizing evidence includes crosschecking the suspect’s story and verifying evidence with the suspect to make sure interpretations are correct.

4. Jumping to Conclusions. Don’t make up your mind before you have all the facts! If you already have a theory, you may filter out contrary evidence without even realizing it!


These four points truly summarize some of the main errors that could ruin a workplace investigation. If you plan to run your own workplace investigation to solve issues such as workplace disputes, allegations or accident investigations, there are some other points you should keep in mind.

Ensure you have policies in place that not only provide clear guidelines for employee behaviour, but also outline your investigation procedures. Employee privacy and corporate surveillance policies should be outlined in detail to ensure policies adhere to privacy legislation such as PIPEDA. Learn more about PIPEDA here.

Also plan out your interview process and create a list of people you plan to interview. If possible, bring in a professional interviewer and a lawyer in the early stages of the investigation. You may need to alter your investigation plan along the way as you continue to gather more facts.

If you are not sure where to begin with a workplace investigation, considering hiring a private investigation firm. The Renwick Group offers a full range of investigation services to help you make informed decisions. Undercover operations, fraud investigations and WSIB and LTD investigations are among the services we offer.

Click here to learn more or contact us for more information.

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.

Can Private Security Cameras Solve Crime?

There's some buzz in the USA recently about Private Security cameras used to provide video information to Police Departments. In Baltimore, a registration database is being assembled so that Police can identify available footage in a specific area more quickly. Police commissioner Charles Ramsey of the Philadelphia Police Department is looking for private citizens and companies to register their security camera with a program called Safecam.

In this video Security Cameras Can Be an Effective Way to Fight Crime, Wayne Shearer with Shearer Security Devices in Harrisburg, PA, takes about the use of home and business video surveillance systems and how they can aid police in identifying and prosecuting criminals.



Database of private security cameras could help in crime investigation

Philadelphia Police Urge Registration of Private Security Cams For Crimefighting

And in Canada in the news, Thief caught on hospital security camera after stealing patient’s wallet, leads to RCMP investigation.

The Renwick Group is a unique private investigation firm founded in 1997, focused on getting our clients the best results.
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Contact Us - 1-888-722-9807
Email - info@therenwickgroup.ca

Workplace Privacy Fact Sheet

Here's an interesting overview of Privacy in the Workplace, the illustration and fact sheet are from The Office of the Privacy Commissioner of Canada.

"Whether or not privacy is protected by law or contract, respecting privacy in the workplace makes good business sense.
People expect to have some privacy at work, even if they are on their employer's premises and using the employer's equipment. At the same time, it's normal that working for someone will mean giving up some privacy. Employers need basic information about their employees for things like pay and benefits, and they have to be able to ensure that work is being done efficiently and safely.

But the possibilities for infringing on privacy are greater than ever before. Psychological tests, web-browsing records, video surveillance, keystroke monitoring, genetic testing: the information an employer can have about employees is limitless.

Employers can balance their "need to know" with their employees' right to privacy, if they ensure that they collect, use, and disclose personal information about their employees for appropriate purposes only.

Employers have legitimate requirements for personal information about their employees. They need to know who they're hiring. They need to address performance issues and ensure the physical security of their workplace. And they may see electronic monitoring and other surveillance as necessary to ensure productivity, stop leaks of confidential information, and prevent workplace harassment." [read full article]

Employers need to know about workplace Privacy, and if the expertise in not in-house they should contact a professional. Call The Renwick Group if your business is in need of Corporate Surveillance or Pre-Employment Screening or you have questions about workplace Privacy. We have the experience and knowledge to handle these important services.