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."

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source: Career-Advice.Monster.ca