If someone is stealing, installing a visible camera will not prevent or deter them permanently from engaging in additional acts of
theft. It will tend to slow them down until they figure out a different method. Keep in mind, that if the suspect sees a CCTV system
it will only signal to them that you are aware of something, but you are not sure “WHO” is involved. That alone provides a “security
blanket” or a sense of “comfort” to the suspect. After all, if you knew “so and so” was stealing, why install a camera—just confront
them and bust ‘em! Whatever you do—or don’t do—will send a signal to the suspect. It’s that “signal” that you need to be cautious
of. The wrong or ill-timed signal can cause the person to be even more cautious or “clever” in the behavior—a form of unintentional
theft training.
Former employers, supervisors and co-workers can be contacted about an applicant, provided that the employer’s communications and
inquiries comply with applicable legal restrictions. The employer should first request the applicant’s written consent to contact
such individuals. If the applicant refuses such consent, the employer should ask why and may wish to decline further consideration
of any such applicant. Because a court would likely find that job applicants have diminished expectations of privacy with regard to
investigation of their prior employment histories, founded on "broadly based and widely accepted community norms, " this form of background
investigation probably entails the least likely risk of liability. Inquiries directed to former employers should include not only
verification of dates of employment and positions held, but also information concerning such factors as the employee’s reliability;
tendency, if any, to engage in violent conduct; and any instances of insubordination, dishonesty, or other potential problem areas.
