Workplace investigations · Nashville
Employee theft and fraud investigations in Nashville
When the numbers don’t add up and you suspect someone inside, you need answers without tipping off the wrong person or creating legal exposure. We investigate quietly and hand you facts you can act on.
Confidential. Ask your first questions without giving your name.
- ClientsOwners, managers, counsel
- Common issuesTheft, fraud, time abuse
- You receiveFindings report for HR, counsel or police
- ApproachQuiet and lawful
Internal theft rarely looks like a single dramatic event. It looks like inventory that shrinks a little every week, refunds that don’t match receipts, a vendor whose invoices keep creeping up, or an employee on injury leave who is somehow very active. Owners usually sense it before they can prove it.
A workplace investigation has two jobs: find out what is really happening, and do it in a way that protects the business when it is time to act, whether that means discipline, termination, a civil claim or a police report.
Problems we investigate
- Cash, inventory or equipment losses you can’t explain
- Refund, void or discount patterns that point to one shift or one person
- Vendor kickbacks, fake vendors or inflated invoices
- Employees on leave or injury claims whose activity doesn’t match
- Time theft: falsified hours, buddy punching, “field work” that never happens
- A departing employee taking customers, files or trade secrets
How we investigate inside a business
- A confidential scoping meeting with you, and your attorney or HR lead where appropriate, to limit who knows
- Review of records: transactions, schedules, access logs, vendor files
- Surveillance of off-site conduct, such as deliveries, field employees or activity during leave, from public places
- Background and records research on suspected vendors or related companies
- Structured interviews when the facts are ready, conducted to support whatever action follows
What you receive
- A written findings report suitable for HR, counsel, insurers or police
- Supporting video, documents and timelines
- Recommendations to close the gap that made it possible
- Testimony support if the matter goes further
Tennessee law that matters here
Businesses can generally use video in non-private work areas of their own premises. Audio recording of conversations is restricted (§ 39-13-601), and cameras in restrooms or changing areas are off-limits. We help you stay on the right side of that line, with your counsel involved.
Federal labor law protects employees who discuss pay or working conditions or engage in union activity. Investigations must focus on misconduct, never on protected activity, and we scope them that way.
Termination, civil recovery and criminal referral each have their own requirements. We recommend involving employment counsel before acting on what we find.
How it usually goes
How a workplace investigation runs
Quiet first, so evidence is gathered before anyone has reason to cover tracks.
- 01
Confidential scope
What is missing, who has access, and who needs to be kept out of the loop.
- 02
Records review
Transactions, schedules, access logs and vendor files analyzed for patterns.
- 03
Field work
Surveillance and research where the records point, done lawfully and discreetly.
- 04
Findings
A report you and your counsel can act on, and help preventing it next time.
Questions about this service
Workplace investigation questions
Can you put hidden cameras in my business?
Video in non-private work areas of your own business is generally lawful, without audio and never in restrooms or changing areas. We advise involving your attorney and can help plan placement that is both effective and defensible.
Can you watch an employee who is on workers’ comp or medical leave?
Yes, from public places, documenting activity that may be inconsistent with their claimed limitations. We report what we observe; medical conclusions belong to doctors and the claims process.
Will employees find out?
Not from us. We keep the circle small and schedule work to avoid drawing attention.
Do you interview employees?
When the evidence is ready and you and your counsel agree, we can conduct structured interviews. Interviewing too early is the most common way internal investigations fall apart.
Can you help us report it to police?
Yes. We prepare an organized evidence package that makes a police report or prosecution referral far more likely to go somewhere.
Read before you call
Guides on this topic
Plain-English answers to the questions people ask us most about employee theft & fraud.
Where we handle employee theft & fraud
Stop the losses quietly.
Call a detective directly. We will help you figure out what is happening before anyone knows you are looking.