What are your resolutions for 2019?

Hopefully in 2018 you met all of your resolutions. Unfortunatly, with a number of people and businesses, questions, doubts and uncertainties have developed.  What are your resolutions for 2019?  We all set new resolutions with the advent of a new year.  Business and personal, Southwest Group may be able to assist with those resolutions.

For businesses, sales were up, but the profits are down. Costs of business remained stable, but the financials did not meet predictions. What is the cause? Is there an expense that is creating an unknown loss? Is there theft, embezzlement or other shrinkage issues that are not known?

In your personal life, do you have suspicions on someone you are in a relationship with? Are you seeing someone new, but you are haveing doubts with what they are telling you. Are you in litigation with someone and need to identify assets and other information.

Southwest Group is ready to assist you in finding answers. Business or personal, if we cannot directly assist you, our network of professionals are available to assist. Call the Southwest Group to discuss your situation. Toll free 888.537.2079

Surveillance Investigations and Domestic Relations

infidelity 5The most common request for service received by the Southwest Group received is for surveillance investigations and domestic relations investigations of a partner.  The Southwest Group will conduct these investigations.  We do however; want the requester to be prepared for costs and results both financially and emotionally.

During the intake of a surveillance investigation for relationship issues, we ask a lot of personal questions.  Some of these questions are why do you want an investigation?  Why do you suspect your partner of infidelity?  What information do you have on the subject’s activity?  What are you going to do with the information obtained from the surveillance investigation?  Are you prepared to pay the costs involved with the investigation?  The key question we ask is why do you want the information?

Typically, the client has strong reasons for being suspect of the partner.  There has been a noticeable change in behavior.  There has been a noticeable change with intimacy. The partner has a second cellphone. The hours of accessibility to the partner has changed. There is a change in financial activity by the partner. The partner’s hours of work change. There has been an increase in business travel. These are all red flags of problems with a relationship.

The Southwest Group will always ask if the partner has been confronted with any of the red flags. We want to know the response and if there has been any change of behavior after the confrontation. If the change is for the better, we ask why the client wants to pursuit further with the surveillance.

The Southwest Group will also tell the client Arizona is a “no fault” divorce state. This means allegations of infidelity, or other disruptive behavior does not need to be proven to obtain a divorce. We will ask the client if they are prepared to spend a few thousand dollars on a surveillance investigation and then spend ten thousand dollars on a divorce proceeding.

Surveillance investigations are the most challenging type of investigation to conduct. The investigator will need to establish a suitable location to establish the surveillance. Consideration will be given to the neighborhood and the activity in the neighborhood. What will be the avenues of access and egress from the point of vantage? What will be the avenues of access and egress by the subject? The investigator will need to conduct the surveillance from a point that allows clear visual access to the location and the ability to document the activity.

Once the preliminary work is done, then the surveillance can be conducted. This will involve the investigator to be in position prior to any known activity. Typically, the investigators want to be in place as much as an hour ahead of the know activity. The investigator will then begin the observation of location and document any or lack of any activity. Usually, if there is no activity within a reasonable amount of time, the surveillance is suspended and the client notified. If activity is observed, the investigator will attempt to document the activity via digital video or photographs. The investigator will also document the physical observations.

The Southwest Group can also utilize electronic surveillance to document the activity of a subject. This surveillance is considerably less expensive and allows for a 24/7 surveillance. The electronic surveillance will document the movements of the subject. A review of this activity may identify patterns of activity that can then be verified with physical surveillance. A typical electronic surveillance conducted by the Southwest Group is over a period of ten to fourteen days.

In general, a physical surveillance is expensive. Would you want to spend that money on yourself and just terminate the relationship? Do you want to spend the money and have final closure? To either resolution, the Southwest Group is ready to assist you.

Contact the Southwest Group for a free and no obligation consultation of your situation. Call the Southwest Group toll free at 1-888-537-2079.



Southwest Group will help you increase your profits.

Looking to enhance your profits in 2019.

2018 is behind us now. We are all looking forward to a better, more profitable year in 2019. Most small to medium business are looking forward to 2019. But, will it really be more profitable? Will sales increase and profits remain flat or even decline? As the business owner or chief executive you should make a review of your business organization and ensure everything is in place to enhance profitability.

The United States Chamber of Commerce statistics reveal 75% of all employees steal from their employer at least once. Over 50% of those employees steal multiple times from their employer. USCC statistics further reveal 33% of all small and medium business failures are directly related to employee malfeasance.

Here are some of the myths of small and medium businesses:
Myth 1: We are careful in the selection of our employees!
Naturally you are, but the majority of employees who steal are ‘first time offenders.’

Myth 2: We have our own security department!
Last year, a western regional bank suffered a number of “ski-mask” robberies. When the robber was finally caught, he turned out to be the bank’s Director of Security!

Myth 3: Our computer systems have the latest in anti-hacking systems.
That’s fine, but more than 65 percent of IT crime is traceable to insiders. Companies such as Target, VISA, Chick-fil-let, and many others had “high security measures” in place, but suffered enormous losses and damages from hackers.

Myth 4: Our cameras and undercover agents catch most shoplifters.
According to the National Retail Security Survey, 48 percent of merchandise losses are attributable to employees. Over 80 percent of retail organization’s shrinkage is directly attributed to employees, directly or indirectly.

Myth 5: Our procedures are foolproof.
Famous last words. Many of the largest frauds occur in companies who say precisely this. However effective the internal control and accounting system, it is not unbeatable.

Myth 6: We would not want to offend staff who have been with us for many years.
Thoughtful and considerate, but good employees rarely object.

Myth 7: We won’t be badly hurt by isolated incidents.
Perhaps not. But most large losses are caused by long-term, ongoing schemes that are cleverly hidden for years.

Myth 8: We have never suffered a theft by an employee.
That may be true, but the fact that you may never have had a fire or a vehicle involved in an accident, does not prevent you taking out property insurance. The first loss really hurts!

Myth 8a: We have never suffered a theft by an employee.
Maybe you have, but you don’t know it yet. U.S. businesses lose as much as $110M dollars a day due to employee-related crimes. However, most employee theft goes undetected.

Truth be told, the common philosophy of the small business owner is employee theft is part of the cost of doing business. Even when confronted with employee theft issues, the majority of small business owners will only terminate the associate involved. They will not prosecute or seek civil recovery of their losses. In today’s business climate they are doing themselves and other businesses a disservice.

The Southwest Group offers all business, resources to enhance their profits and protect their assets. The services available range from background investigations and pre-employment screening services of associates to internal and external theft investigations. We can conduct loss prevention and security audits of your organization. We will work to evaluate your programs. We will offer recommendations to eliminate or minimize identified risks and exposures. We will assist you with the development of a loss prevention / security program.

The Southwest Group can become part of your team, on call and always ready to assist with any situation. Contact the Southwest Group today to discuss your needs. Call us at 888-537-2079.

The Southwest Group looks forward to being of service to you!

Workplace Violence – Part 3 Active and Preemptive Intervention

Every organization should have open communication within the corporate structure.  This can be as simple as an open door policy (one that is stressed and communicated to all employees) to an anonymous hotline.  Human Resources or the hiring manager can also be a point of contact.

Workplace Violence 4

All levels of management and supervision have to be observant and constantly listening to their subordinates.  When they pay attention to their associates they would be the first line of defense to a potential employee challenge.  They should note changes in an employees work performance.  Any noticeable decline could indicate a “stress point”.  They need to be listening to an associate’s verbalization.  How do they interact with fellow associates?  Do they have temper outbursts?  Is an associate going through a divorce or other domestic change?  These are all precursors to potential escalations.


Managers need to interact with associates on a regular basis.   It is good for morale.  It also builds a rapport between management and associates and encourages a dialogue.


If there are indicators of a potential problem, management must begin to monitor, document and possibly intervene.   Early intervention can be as simple as asking the employee how they are doing.  A more direct intervention is possible where the contact is made as a “coaching” session.


Managers and supervisors must also be alert to signals of challenges from people outside the workplace.  Are any customers upset with your organization?  Have they directed any threats towards the organization or employees verbally or in writing?  These incidents must be documented.  Repeated threats should be reported to your loss prevention or security department.  In absence of an in place security department, the local law enforcement agency should be notified.  Should there be a person on premise that is acting out verbally and or physically, the local law enforcement authorities should be notified immediately.


We are all creatures of habit.  The easiest way to spot warning signs is when that person steps out of habit.  Employers should be aware of any changes or concerning behavior of its workforce, customers and visitors.

Workplace Violence – Part Two

Do you have employees or customers that are prone to workplace violence?

Do you have employees or customers that are ticking time bombs?

In the first segment, it was discussed the importance defining and identifying workplace violence and related behavior.  In this segment we will discuss the foundation to prevention of incidents and response to incidents.

The first thing an organization must do is implement a policy on workplace violence.  The policy must define actions and activity that is prohibited in the workplace.   The policy must also firmly state the disciplinary action.  The policy must be a “zero tolerance” policy.  It is important is that all levels of management know the policy, sign off on the policy and support the policy 100%.

A secondary part of workplace violence prevention is conducting background checks on applicants.  This should include checks for criminal and civil history.  Verification should also be made with previous employers, educational institutions and references.  Background investigations combined with behavioral interviewing of applicants will help you hire the best candidate for the position.

It is also important your organization requires an employee to provide you with a copy of any Temporary Restraining Order (TRO) or Order of Protection (OOP).  By having an order in hand, on site security and management are aware of the situation.  Security and management are also alerted to the identity of the subject or subjects involved.  Having a copy on file assists local law enforcement if necessary.

It is very important that all of management and key individuals within an organization receive training on behavioral management.  This training will assist an organization with identifying employees that maybe of risk for workplace violence.  Management and supervisors should always be alert to changes in behavior, dress, absences and work performance.  These could be indicators of a much larger problem.  Not only will this assist with employees, but it will also help in identifying potential risks from visitors to the workplace.

Finally, does your organization have an Employee Assistance Program as part of benefits?  The access to such a program may assist with the retention of a valuable employee.

For assistance with a workplace violence program, contact the Southwest Group at 1-888-947-4717.

Workplace Violence – Part One

Workplace Violence

Understanding the problem of workplace violence is the first step to a solution

Over the past few years there have been numerous high profile incidents of workplace violence.  They have gone from a level of an extension of domestic violence between spouses or partners, to large scale incidents at schools, malls and even churches.  Anyone can analyze an event when they have time and can focus on an individual.  The truth of the matter is the analysis of the offender has been going on long before an incident.  People, management, behavioral professionals and in some cases, even law enforcement had information there was something wrong, long before the violent incident occurred.  The breakdown occurred when the information was ignored, discounted, and available processes were not enacted.

This discussion will be directed towards the workplace organizations.  It is not possible to eliminate all violence issues from the workplace.  It is possible however to minimize the risks and provide a course of action for identification and intervention.  This subject will be broken down into three selected parts.  The first part will be helping an organization to define workplace violence.  The second segment will cover policy and training.  The third segment will deal with active intervention.  The fourth segment will cover active incident response and preparing for the aftermath.

Workplace violence can be defined as the following:

Any action, incident, or threat that departs from reasonable conduct in which a person is assaulted, threatened, harmed, injured in the course of, or as a direct result of, his or her work.  Workplace violence includes:

  • Threatening behavior – such as shaking fists, destroying property or throwing objects.
  • Verbal or written threats – any expression of intent to inflict harm.
  • Harassment – any behavior that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This includes words, gestures, intimidation, bullying, or other inappropriate activities.
  • Verbal abuse – swearing, insults or condescending language.
  • Physical attacks – hitting, shoving, pushing or kicking.

Workplace violence is not limited to incidents that occur within a traditional workplace. Work-related violence can occur at off-site business-related functions (conferences, trade shows), at social events related to work, in clients’ homes, or away from work but resulting from work (a threatening telephone call to your home from a client).

As you can see, workplace violence entails a broad spectrum of incidents and actions.  An organization must be prepared to deal with these situations.  We will discuss the foundations for an organization in the next segment.