FOR2601
ASSIGNMENT 2 SEMESTER 1 2025
UNIQUE NO.
DUE DATE: 29 APRIL 2025
, FOR2601
Assignment 2 Semester 1 2025
Unique Number:
Due Date: 29 April 2025
Forensic Methods and Techniques II (Module A)
QUESTION 1
1.1 What must a forensic investigation concentrate on in an investigation into an
employee’s misconduct?
When an employee is suspected of misconduct, a forensic investigation must focus on
finding out the full truth about what happened. The investigation is not just about proving
someone guilty — it’s about carefully checking all the facts and making sure that the
evidence is strong, fair, and reliable.
First, the investigator must understand exactly what rule or policy the employee might
have broken. It’s important to be very clear about the type of misconduct — whether it’s
theft, fraud, dishonesty, harassment, or any other wrongdoing. Then, the investigation
must gather all possible evidence. This can include emails, documents, CCTV footage,
financial records, and even speaking to witnesses.
It is also crucial that the investigator acts fairly and stays neutral — they should not
assume the employee is guilty from the beginning. Instead, they should follow where the
facts lead them. Interviews must be handled carefully and professionally so that no one
feels threatened or forced.
Another important focus is to understand the impact of the misconduct. For example,
did it cause financial loss, damage the company’s reputation, or hurt other employees?
The bigger the damage, the more serious the case might be.
ASSIGNMENT 2 SEMESTER 1 2025
UNIQUE NO.
DUE DATE: 29 APRIL 2025
, FOR2601
Assignment 2 Semester 1 2025
Unique Number:
Due Date: 29 April 2025
Forensic Methods and Techniques II (Module A)
QUESTION 1
1.1 What must a forensic investigation concentrate on in an investigation into an
employee’s misconduct?
When an employee is suspected of misconduct, a forensic investigation must focus on
finding out the full truth about what happened. The investigation is not just about proving
someone guilty — it’s about carefully checking all the facts and making sure that the
evidence is strong, fair, and reliable.
First, the investigator must understand exactly what rule or policy the employee might
have broken. It’s important to be very clear about the type of misconduct — whether it’s
theft, fraud, dishonesty, harassment, or any other wrongdoing. Then, the investigation
must gather all possible evidence. This can include emails, documents, CCTV footage,
financial records, and even speaking to witnesses.
It is also crucial that the investigator acts fairly and stays neutral — they should not
assume the employee is guilty from the beginning. Instead, they should follow where the
facts lead them. Interviews must be handled carefully and professionally so that no one
feels threatened or forced.
Another important focus is to understand the impact of the misconduct. For example,
did it cause financial loss, damage the company’s reputation, or hurt other employees?
The bigger the damage, the more serious the case might be.
