Information on Florida Private Investigators
Nature of the Work
Private detectives and investigators use many methods to determine the facts in a variety of matters. To carry out investigations, they may use various types of surveillance or searches. To verify facts, such as an individual’s place of employment or income, they may make phone calls or visit a subject’s workplace. In other cases, especially those involving missing persons and background checks, investigators often interview people to gather as much information as possible about an individual. In all cases, private detectives and investigators assist attorneys, businesses, and the public with legal, financial, and personal problems.
Private detectives and investigators offer many services, including executive, corporate, and celebrity protection; pre-employment verification; and individual background profiles. They investigate computer crimes, such as identity theft, harassing e-mails, and illegal downloading of copyrighted material. They also provide assistance in civil liability and personal injury cases, insurance claims and fraud, child custody and protection cases, missing persons cases, and premarital screening. They are sometimes hired to investigate individuals to prove or disprove infidelity.
Most detectives and investigators are trained to perform physical surveillance. They may observe a site, such as the home of a subject, from an inconspicuous location or a vehicle. They continue the surveillance, which is often carried out using still and video cameras, binoculars, and a cell phone, until the desired evidence is obtained. This watching and waiting often continues for a long time.
Detectives also may perform computer database searches or work with someone who does. Computers allow investigators to quickly obtain massive amounts of information on individuals’ prior arrests, convictions, and civil legal judgments; telephone numbers; motor vehicle registrations; association and club memberships; and other matters.
The duties of private detectives and investigators depend on the needs of their clients. In cases for employers that involve fraudulent workers’ compensation claims, for example, investigators may carry out long-term covert observation of subjects. If an investigator observes a subject performing an activity that contradicts injuries stated in a worker’s compensation claim, the investigator would take video or still photographs to document the activity and report it to the client.
Private detectives and investigators often specialize. Those who focus on intellectual property theft, for example, investigate and document acts of piracy, help clients stop illegal activity, and provide intelligence for prosecution and civil action. Other investigators specialize in developing financial profiles and asset searches. Their reports reflect information gathered through interviews, investigation and surveillance, and research, including review of public documents.
Legal investigators specialize in cases involving the courts and are normally employed by law firms or lawyers. They frequently assist in preparing criminal defenses, locating witnesses, serving legal documents, interviewing police and prospective witnesses, and gathering and reviewing evidence. Legal investigators also may collect information on the parties to the litigation, take photographs, testify in court, and assemble evidence and reports for trials.
Corporate investigators conduct internal and external investigations for corporations. In internal investigations, they may investigate drug use in the workplace, ensure that expense accounts are not abused, or determine whether employees are stealing merchandise or information. External investigations are typically done to uncover criminal schemes originating outside the corporation, such as theft of company assets through fraudulent billing of products by suppliers.
Financial investigators may be hired to develop confidential financial profiles of individuals or companies that are prospective parties to large financial transactions. These investigators often are certified public accountants (CPAs) who work closely with investment bankers and other accountants. They search for assets in order to recover damages awarded by a court in fraud or theft cases.
Detectives who work for retail stores or hotels are responsible for controlling losses and protecting assets. Store detectives, also known as loss prevention agents, safeguard the assets of retail stores by apprehending anyone attempting to steal merchandise or destroy store property. They prevent theft by shoplifters, vendor representatives, delivery personnel and even store employees. Store detectives also conduct periodic inspections of stock areas, dressing rooms, and restrooms, and sometimes assist in opening and closing the store. They may prepare loss prevention and security reports for management and testify in court against persons they apprehend. Hotel detectives protect guests of the establishment from theft of their belongings and preserve order in hotel restaurants and bars. They also may keep undesirable individuals, such as known thieves, off the premises.
Working Conditions
Private detectives and investigators often work irregular hours because of the need to conduct surveillance and contact people who are not available during normal working hours. Early morning, evening, weekend, and holiday work is common.
Many detectives and investigators spend time away from their offices conducting interviews or doing surveillance, but some work in their office most of the day conducting computer searches and making phone calls. Those who have their own agencies and employ other investigators may work primarily in an office and have normal business hours.
When the investigator is working on a case away from the office, the environment might range from plush boardrooms to seedy bars. Store and hotel detectives work in the businesses that they protect. Investigators generally work alone, but they sometimes work with others during surveillance or when following a subject in order to avoid detection by the subject.
Some of the work involves confrontation, so the job can be stressful and dangerous. Some situations call for the investigator to be armed, such as certain bodyguard assignments for corporate or celebrity clients. Detectives and investigators who carry handguns must be licensed by the appropriate authority. In most cases, however, a weapon is not necessary, because the purpose of the work is gathering information and not law enforcement or criminal apprehension. Owners of investigative agencies have the added stress of having to deal with demanding and sometimes distraught clients.
Training, Other Qualifications, and Advancement
There are no formal education requirements for most private detective and investigator jobs, although many private detectives have college degrees. Private detectives and investigators typically have previous experience in other occupations. Some work initially for insurance or collections companies, in the private security industry, or as paralegals. Many investigators enter the field after serving in law enforcement, the military, government auditing and investigative positions, or Federal intelligence jobs.
Former law enforcement officers, military investigators, and government agents, who are frequently able to retire after 25 years of service, often become private detectives or investigators in a second career. Others enter from such diverse fields as finance, accounting, commercial credit, investigative reporting, insurance, and law. These individuals often can apply their prior work experience in a related investigative specialty. A few enter the occupation directly after graduation from college, generally with associate’s or bachelor’s degrees in criminal justice or police science.
The majority of States and the District of Colombia require private detectives and investigators to be licensed. Licensing requirements vary, however. Seven States—Alabama, Alaska, Colorado, Idaho, Mississippi, Missouri, and South Dakota—have no statewide licensing requirements, some States have few requirements, and many other States have stringent regulations. A growing number of States are enacting mandatory training programs for private detectives and investigators. For example, the Bureau of Security and Investigative Services of the California Department of Consumer Affairs requires private investigators to be 18 years of age or older; have a combination of education in police science, criminal law, or justice and experience equaling 3 years (6,000 hours) of investigative experience; pass a criminal history background check by the California Department of Justice and the FBI (in most States, convicted felons cannot be issued a license); and receive a qualifying score on a 2-hour written examination covering laws and regulations. There are additional requirements for a firearms permit.
For private detective and investigator jobs, most employers look for individuals with ingenuity, persistence, and assertiveness. A candidate must not be afraid of confrontation, should communicate well, and should be able to think on his or her feet. Good interviewing and interrogation skills also are important and usually are acquired in earlier careers in law enforcement or other fields. Because the courts often are the ultimate judge of a properly conducted investigation, the investigator must be able to present the facts in a manner that a jury will believe.
Training in subjects such as criminal justice and police science is helpful to aspiring private detectives and investigators. Most corporate investigators must have a bachelor’s degree, preferably in a business-related field. Some corporate investigators have a master’s degree in business administration or a law degree, while others are CPAs. Corporate investigators hired by large companies may receive formal training from their employers on business practices, management structure, and various finance-related topics. The screening process for potential employees typically includes a background check for a criminal history.
Some investigators receive certification from a professional organization to demonstrate competency in a field. For example, the National Association of Legal Investigators (NALI) confers the Certified Legal Investigator designation to licensed investigators who devote a majority of their practice to negligence or criminal defense investigations. To receive the designation, applicants must satisfy experience, educational, and continuing-training requirements and must pass written and oral exams administered by the NALI.
Most private-detective agencies are small, with little room for advancement. Usually, there are no defined ranks or steps, so advancement takes the form of increases in salary and assignment status. Many detectives and investigators work for detective agencies at the beginning of their careers and, after a few years, start their own firms. Corporate and legal investigators may rise to supervisor or manager of the security or investigations department.
Employment
Private detectives and investigators held about 43,000 jobs in 2004. About 26 percent were self-employed, including many who held a secondary job as a self-employed private detective. Around 27 percent of jobs were in investigation and security services, including private detective agencies, while another 15 percent were in department or other general merchandise stores. The rest worked mostly in State and local government, legal services firms, employment services companies, insurance agencies, and credit mediation establishments, including banks and other depository institutions.
Job Outlook
Keen competition is expected because private detective and investigator careers attract many qualified people, including relatively young retirees from law enforcement and military careers. The best opportunities will be in entry-level jobs with detective agencies or in stores that hire detectives on a part-time basis. The best prospects for those seeking store detective jobs will be with large chains and discount stores.
Employment of private detectives and investigators is expected to grow faster than the average for all occupations through 2014. In addition to growth, replacement of those who retire or leave the occupation for other reasons should create many job openings. Increased demand for private detectives and investigators will result from fear of crime, increased litigation, and the need to protect confidential information and property of all kinds. The proliferation of criminal activity on the Internet, such as identity theft, spamming, e-mail harassment, and illegal downloading of copyrighted materials, will increase the demand for private investigators. Employee background checks, conducted by private investigators, will become standard for an increasing number of jobs. Growing financial activity worldwide will increase the demand for investigators to control internal and external financial losses and to monitor competitors and prevent industrial spying.
Earnings
Median annual earnings of salaried private detectives and investigators were $32,110 in May 2004. The middle 50 percent earned between $24,080 and $43,260. The lowest 10 percent earned less than $19,260, and the highest 10 percent earned more than $58,470. Earnings of private detectives and investigators vary greatly by employer, specialty, and geographic area.
Related Occupations
Private detectives and investigators often collect information and protect the property and other assets of companies and individuals. Others with related duties include bill and account collectors; claims adjusters, appraisers, examiners, and investigators; police and detectives; and security guards and gaming surveillance officers. Investigators who specialize in conducting financial profiles and asset searches perform work closely related to that of accountants, auditors, financial analysts, and personal financial advisors.
Tuesday, October 9, 2007
Resident Screening Cory Knight Private Investigator Florida
THE IMPORTANCE OF RESIDENT SCREENING (AND HOW TO AVOID FAIR HOUSING VIOLATIONS) by Mark S. Alper, CMI
Tens of thousands of individuals and organizations are involved in the leasing of rental property in the United States. Some of these organizations are substantial in size, with thousands of units in their rental portfolio. Other rental property is leased by individuals who have purchased small properties for investment purposes.
What these housing providers have in common is that their property or properties represent a substantial commitment of financial resources. The difference is only in the degree of the investment.
The fact of the matter is that it only takes a short time for a resident to turn an otherwise attractive, well-maintained, highly marketable unit into an uninhabitable disaster. When a resident doesn't pay rent for a month or two, the property Owner (commonly referred to as the "landlord") experiences a financial loss. If the resident commits a crime, is involved in the use, sale and distribution of narcotics, or harasses neighbors and/or other residents, the Owner may be further liable. Insurance premiums may increase and the reputation of the Owner and the property may suffer.
After two decades involvement in the housing management profession, it is always surprising to me that, considering the financial investment involved, most rental housing providers don't have a thorough, investigation-oriented screening process. It is equally surprising that these same individuals complain continually about damage, vandalism, and nonpayment of rent (and accompanying increases in insurance premiums and legal fees). The fact is that a proactive investigation prior to entering into a lease would likely have identified potential or actual problems or concerns.
There are, to be sure, rental organizations which do "bare bones" methods of screening, such as a basic credit background profile and perhaps even a criminal background check with local police agencies. There is certainly nothing wrong with that, and it is absolutely one hundred percent better than doing no background checks at all.
But, with rental housing at a premium in the United States these days and litigation on the rise, rental housing providers owe it to themselves and the integrity of their investments to undertake a comprehensive background investigations program for their prospective residents, employees and subcontractors.
My goal since joining AIS is to design an aggressive, informed, legal and beneficial background investigations process for use by rental housing providers. A process that will meet the housing provider's goals and objectives, provide the maximum degree of protection, and at all phases comply with the Fair Housing Act Amendments Act of 1988, Americans with Disabilities Act and other state-focused civil rights regulations.
As an example, an AIS background check on a potential resident would include:
Credit background (from all agencies)
Criminal background (in one state or several states depending on where the prospect has lived previously). NOTE: Some states do not permit criminal background investigations, and we will comply with the law in force for the state.
Verification of Identity, including identification of any aliases used
Current and prior landlord references, including interviews with current and former neighbors
Other judgements...including lawsuits and related claims
Other information as requested by the client, provided such information can be lawfully and properly obtained.
A background check on a prospective employee or subcontractor would include all of the above, plus information concerning whether the employee or subcontractor has been a defendant in a civil rights action (i.e., Fair Housing discrimination, ADA discrimination, sexual harassment), and the outcome of such an action.
We are also able to do ADA and Fair Housing investigations on behalf of our client, with the focus on assisting in the identification of discriminatory conduct on the part of employees and subcontractors. In this way our investigation assists the housing provider in determining corrective and remedial action before a lawsuit occurs. We are, to our knowledge, the only investigative firm in the nation with a strong focus and expertise in this area. Our commitment to civil rights means that we will not undertake any investigation that violates these regulations (such as selective investigations on minority or disabled applicants, for example), or where the client's goal would be to discriminate.
Providing quality housing fulfills a basic, human need. Fulfilling those needs in an educated, informed and thorough manner is an essential component of real estate investments and management.
At AIS, our ultimate commitment is to excellence in serving our clients. If you are also committed to high standards of professionalism in the rental of housing, and to the broadest possible protection of your property and community, we invite you to contact us. We stand behind our work, and look forward to being of service to you.
Mark S. Alper is the former director of residential screening and services investigations for AIS. He is a former employee of HUD's Office of Fair Housing and Equal Opportunity, and continues to be a nationally recognized trainer, writer and educator in housing regulations.
Tens of thousands of individuals and organizations are involved in the leasing of rental property in the United States. Some of these organizations are substantial in size, with thousands of units in their rental portfolio. Other rental property is leased by individuals who have purchased small properties for investment purposes.
What these housing providers have in common is that their property or properties represent a substantial commitment of financial resources. The difference is only in the degree of the investment.
The fact of the matter is that it only takes a short time for a resident to turn an otherwise attractive, well-maintained, highly marketable unit into an uninhabitable disaster. When a resident doesn't pay rent for a month or two, the property Owner (commonly referred to as the "landlord") experiences a financial loss. If the resident commits a crime, is involved in the use, sale and distribution of narcotics, or harasses neighbors and/or other residents, the Owner may be further liable. Insurance premiums may increase and the reputation of the Owner and the property may suffer.
After two decades involvement in the housing management profession, it is always surprising to me that, considering the financial investment involved, most rental housing providers don't have a thorough, investigation-oriented screening process. It is equally surprising that these same individuals complain continually about damage, vandalism, and nonpayment of rent (and accompanying increases in insurance premiums and legal fees). The fact is that a proactive investigation prior to entering into a lease would likely have identified potential or actual problems or concerns.
There are, to be sure, rental organizations which do "bare bones" methods of screening, such as a basic credit background profile and perhaps even a criminal background check with local police agencies. There is certainly nothing wrong with that, and it is absolutely one hundred percent better than doing no background checks at all.
But, with rental housing at a premium in the United States these days and litigation on the rise, rental housing providers owe it to themselves and the integrity of their investments to undertake a comprehensive background investigations program for their prospective residents, employees and subcontractors.
My goal since joining AIS is to design an aggressive, informed, legal and beneficial background investigations process for use by rental housing providers. A process that will meet the housing provider's goals and objectives, provide the maximum degree of protection, and at all phases comply with the Fair Housing Act Amendments Act of 1988, Americans with Disabilities Act and other state-focused civil rights regulations.
As an example, an AIS background check on a potential resident would include:
Credit background (from all agencies)
Criminal background (in one state or several states depending on where the prospect has lived previously). NOTE: Some states do not permit criminal background investigations, and we will comply with the law in force for the state.
Verification of Identity, including identification of any aliases used
Current and prior landlord references, including interviews with current and former neighbors
Other judgements...including lawsuits and related claims
Other information as requested by the client, provided such information can be lawfully and properly obtained.
A background check on a prospective employee or subcontractor would include all of the above, plus information concerning whether the employee or subcontractor has been a defendant in a civil rights action (i.e., Fair Housing discrimination, ADA discrimination, sexual harassment), and the outcome of such an action.
We are also able to do ADA and Fair Housing investigations on behalf of our client, with the focus on assisting in the identification of discriminatory conduct on the part of employees and subcontractors. In this way our investigation assists the housing provider in determining corrective and remedial action before a lawsuit occurs. We are, to our knowledge, the only investigative firm in the nation with a strong focus and expertise in this area. Our commitment to civil rights means that we will not undertake any investigation that violates these regulations (such as selective investigations on minority or disabled applicants, for example), or where the client's goal would be to discriminate.
Providing quality housing fulfills a basic, human need. Fulfilling those needs in an educated, informed and thorough manner is an essential component of real estate investments and management.
At AIS, our ultimate commitment is to excellence in serving our clients. If you are also committed to high standards of professionalism in the rental of housing, and to the broadest possible protection of your property and community, we invite you to contact us. We stand behind our work, and look forward to being of service to you.
Mark S. Alper is the former director of residential screening and services investigations for AIS. He is a former employee of HUD's Office of Fair Housing and Equal Opportunity, and continues to be a nationally recognized trainer, writer and educator in housing regulations.
Testimonials CTK INVESTIGATIONS, LLC CORY T KNIGHT
Dear Cory:
I wanted to let you know that all of us here are very impressed with your services. Whenever we need something from you, you have acted and given us the results almost immediately.
This has made our life a lot easier and able to proceed on job sites without any questions.
Thanks again, and keep up the great Work!
We'll be talking again,
Lizeth Foster
Southland Painting Corp.
I wanted to let you know that all of us here are very impressed with your services. Whenever we need something from you, you have acted and given us the results almost immediately.
This has made our life a lot easier and able to proceed on job sites without any questions.
Thanks again, and keep up the great Work!
We'll be talking again,
Lizeth Foster
Southland Painting Corp.
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