Nolan Enterprises is a licensed California Private Investigation Agency. Our team is a unique combination of Corporate Investigators &Law Enforcement personnel and excels at performing complex corporate investigations. Using public records and decades of practical investigative experience, we assist clients in protecting assets, avoiding liability, and deterring theft and misconduct.
Nolan Enterprises is experienced at gathering intelligence for private clients and businesses. High-ranking current and former law enforcement members, active and retired service members, and former District Attorney Investigators lead our Investigations Division. The collective backgrounds, decades of specialized training, and extensive criminal case experience possessed by the Nolan team translates into a success resolution to your needs.
All field assignments are performed by a licensed private investigator. Our Investigations Division offers the following services:
We investigate the identity, reputation, conduct, affiliations, associations, movements, and whereabouts of Persons of Interest including employees, business partners, relatives, and debtors. Using public records, we can locate missing beneficiaries, family members, and witnesses. For fraud and theft cases, we conduct background checks and asset searches including criminal record searches, business ownership records, and property ownership.
Our investigators are trained to:
Yes, California law requires a Private Investigator license to conduct investigations. The Bureau of Security and Investigative Services (BSIS) licenses Private Investigators.
Yes, California Private Investigators are required to adhere to the Private Investigator Act, part of the Business and Professions Code 7512 – 7573.5.
Resources
California Bureau of Security and Investigative Services – Private Investigation license FAQ
California Law – Private Investigator Act
Nolan Enterprises has the experience to provide investigative litigation support services. Our experienced corporate investigators can perform investigations in fraud, theft, employee misconduct, and obtain written statements that document bribery, embezzlement, conflicts of interest, and other crimes against the business.
We gather the details that allow your team to make informed decisions, all under the protection of the Attorney Work Product doctrine. In cases involving potential liability, our investigators can obtain sworn statements from claimants and witnesses. In many cases, we are tasked with locating a key witness whose whereabouts are unknown, or tracking down a beneficiary for a contentious probate matter.
Mere access to public records databases will not necessarily identify all records of relevance to your case. We know the weaknesses and limitations of the data providers and how to independently verify information to ensure authenticity. We use records and interviews to uncover hidden relationships, determine if a business actually operates or is just a shell, and construct narratives based on data timelines.
When necessary, we bring in investigators from our Surveillance Unit to track down Persons of Interest and monitor behavior.
And of most importance – we are used to deadlines and rush requests. It comes with the territory.
The attorney work product doctrine states that an adverse party generally may not discover or compel disclosure of written or oral materials prepared by or for an attorney in the course of legal representation, especially in preparation for litigation.
In practical terms, the other side may not access materials that are deemed to be Attorney Work Product. At Nolan Enterprises, we are well-versed at techniques that protect our work and our clients.
The work-product doctrine is more inclusive than attorney–client privilege. Attorney–client privilege is limited to communications between an attorney and the client. Attorney Work Product includes all materials prepared by persons other than the attorney him/herself, including a private investigator.
Resources
Cornell Law – Attorney Work Product Doctrine
Nolan Enterprises has a wealth of experience conducting corporate investigations and due diligence internal investigations at the direction of Human Resources management and their counsel.
Background Checks
Under the Fair Credit Reporting Act, employers are limited in the hiring process to find criminal convictions within the past seven years. In addition, arrests that did not result in a conviction are not allowed to be reported for pre-employment checks. However, for workplace investigations, employers are allowed to go back farther than seven years and find records previously unreportable. As long as searches are not performed that require a signed authorization form (such as credit history, workers compensation history, employment verification, or education history), it is lawful to perform an investigation without the employees knowledge or consent.
Due Diligence
From basic background checks to detailed credential verification, we can help you identify risk, vet partners for mergers and acquisitions, and protect the business. We offer asset searches, verification services, and a host of specific searches depending on your needs.
Employee Disputes
Nolan Enterprises can recover property from employees during suspension or separations and provide a chain of custody and a buffer between management and the employee. For hostile terminations, our Executive Protection Division can provide assistance.
Workplace Investigations
Our team is experienced at performing investigative interviews and recovering stolen property from employees. Once the employee(s) has documented their fraud/theft, we immediately recover all stolen company property from. If necessary, we liaison we local Law Enforcement and provide evidence to assist with criminal conviction and/or civil litigation.
Yes, it is lawful, provided they adhere to federal and state laws regarding the type of information they obtain. For example, certain information such as a credit report or education verification require a specific per-use signed release from your employee. Obviously, requested a signed release would not work, as it would tip off the employee!
Resources
Federal Law 15 U.S.C § 1681 – Fair Credit Reporting Act
FCRA Investigations – Using Consumer Reports: What Employers Need to Know
Asset misuse by employees can be a major cause of headaches for employers, create liability and safety issues, and lead to theft. When employees abuse their power and are not disciplined, the misconduct will escalate to crimes against the business and flagrant policy violations.
Time card fraud – Time theft or time card fraud is when an employee puts down hours they did not work and collects payment for them.
Cyber loafing – Cyber loafing is a term used to describe the actions of employees who use their Internet access at work for personal use while pretending to do legitimate work.
Pilferage – Pilferage is the theft of part of the contents of a package. It may also include theft of the contents but leaving the package, perhaps resealed with bogus contents.
Bribery – Bribery is the offering, giving, receiving, or soliciting of any item of value to influence the actions of an employee.
Kickbacks –
Sexual Harassment – Unwelcome and inappropriate sexual remarks or physical advances in a workplace or other professional or social situation/
Misappropriation of assets in organizations and businesses happens more frequently than most employers believe. Many employees steal and use the company’s property for their own personal gain, creating a breach of trust between them and the employer. Another term for misappropriation of assets is called insider fraud. These types of fraudulent activities are an unpleasant part of managing a business.
Despite having overwhelming evidence against the alleged perpetrator(s), managing an asset misappropriation case is not an easy feat to achieve. An experienced attorney will follow various procedures to ensure the interest of the business is met, without violating any rights of the employees involved.
Asset misuse by employees poses a wide variety of threats to the average employer, particularly when its at the hands of your own employees. In some instances, its as simple as one employee misusing the company computer system and violating an employee permissive use policy.
Asset misuse by employees can be a major cause of headaches for employers, create liability and safety issues, and lead to theft. When employees abuse their power and are not disciplined, the misconduct will escalate to crimes against the business and flagrant policy violations.
The professionals at Nolan Enterprises are experienced at detecting asset misuse and protecting the business by documenting misconduct.
We assist employers with the following workplace issues:
Asset Misuse – Using company computers or software in any way that does not adhere to the Company’s Acceptable Use Policy (AUP).
Bribery – The offering, giving, receiving, or soliciting of any item of value to influence the actions of an employee or official.
Cyber loafing –When an employee uses their Internet access at work for personal use while pretending to do legitimate work.
Embezzlement – The act of withholding company funds for the purpose of stealing those funds, by an employee to whom the funds were entrusted.
IP Theft – The unauthorized access or theft of ideas and proprietary data – “intellectual property” – including trade secrets, software, tools, and other products.
Kickbacks – A ‘kickback’ is a form of negotiated bribery in which money is paid to the bribe-taker in exchange for services.
Pilferage – Small-scale theft; the theft of part of the contents of a package. It may also include theft of the contents but leaving the package, perhaps resealed with bogus contents.
Sexual Harassment – Unwelcome and inappropriate sexual remarks or physical advances in a workplace.
Theft – the taking of Company property without permission with the intent to deprive the Company of it.
Time card fraud – Time theft or time card fraud is when an employee puts down hours they did not work and collects payment for them.
Working while intoxicated/under the influence – The act of operating heavy machinery or driving a motor vehicle while under the influence of drugs and/or alcohol.
Nolan Enterprises has 30 years experience working to bridge the gap between corporate security needs and professional law enforcement.
Nolan Enterprises has 30 years of experience working to bridge the gap between corporate security needs and professional law enforcement.