FOR2601 ASSIGNMENT 2 SEMESTER 1 2025

FOR2601 ASSIGNMENT 2 SEMESTER 1 2025Forensic 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. Page 3 of 15 Lastly, the investigation must make sure that the evidence collected can be used later if there is a disciplinary hearing or even a court case. That means the evidence must be properly handled and protected, without being changed or damaged. In short, a forensic investigation into employee misconduct must concentrate on gathering strong evidence, staying fair and neutral, protecting the rights of everyone involved, and understanding the full impact of the misconduct on the company. 1.2 The “categories” of red flags in a forensic investigation In a forensic investigation, "red flags" are signs that something might be wrong. They don't always prove that wrongdoing has happened, but they do tell investigators to look closer. These red flags usually fall into different categories based on where and how they show up. Here are some of the common categories: • Behavioural Red Flags: These are changes in how a person acts. For example, an employee who suddenly becomes very defensive, secretive, or stressed without reason might be hiding something. If someone refuses to take leave or is living way beyond their salary, that’s also a warning sign. • Accounting Red Flags: These happen when financial records look suspicious. For example, missing documents, strange entries in the books, unexplained adjustments, or suppli