It’s not unusual to see internal fraud investigations pop up in all kinds of industries these days. When a company has reason to believe there’s been some financial impropriety or an ethics lapse, it will put an investigation in motion. But while a business is within its rights to shield itself, it can’t just step over the legal rights of its people in the process.
Then there are the ones on the other side of the table. You can’t help but feel a bit of tension when you’re in the middle of one of these probes. One minute you’re being asked to turn over some documents; the next you’re in for an interview or have to make a case for what you’ve been up to. The only way to not let it get to you and to look after yourself is to be clear on your position.
What Drives Internal Fraud Investigations?
At the end of the day, a company is looking for anything that could put them in a bad position, be it with their bottom line or the law. We’re talking about things like:
- Oddities in the books or billing
- Funds are being used in ways they shouldn’t be
- Any number of federal or compliance red flags
- An employee raising an issue about someone’s conduct
You’ll often see in-house legal or compliance experts, or even an outside party, get involved to ensure thoroughness.
Your Side of the Equation
You may be in the thick of an inquiry, but that doesn’t give anyone a free pass to treat you any way they see fit. You still have a right to be on even ground. It’s not right to make things hard for someone without a good reason. The facts should speak for themselves.
Then there’s the matter of privacy. Sure, if it’s a company phone or email, they can look at it. But there are still boundaries set by policy and the law. And for those who have put in a report about something they’ve seen, there is protection from retaliation. You can’t be made to pay for speaking up in good faith.
The Human Element
You can’t put a spin on it: this is where things can get a little charged. It’s only to be expected that you’d have some misgivings about how it will be perceived or what it could mean for your position in the future. You may notice it in ways like:
- A bit more pressure than normal
- The odd stumble in your routine
- Some friction with those you work with
- Wondering where the line is on privacy
But a decent employer will handle it with candor and professionalism.
Make a Note of Things
When you’re in the thick of it, being on top of your game is a must. Jot down the salient points from any time you sit down with the investigators. You never know when a dispute might come up; a little paper trail can be the difference. And make sure you’ve had a good look at your employee handbook before you start fielding questions.
When to Get a Second Opinion
You can’t put a price on a good conversation with an attorney when the situation calls for it. When you’re in a bind, or if you have even a suspicion of being put down or let go for no good reason, it helps to have someone on the outside look at it. For the more heavy-handed matters, a whistleblower lawyer will tell you where you stand and what you can expect.
There is the matter of an internal fraud problem. It’s not something to be hasty about, for your own sake as much as for your job. If you do your homework and are clear on your rights, you’ll be in a better position to see it through without any unnecessary trouble.
