ARIEL INVESTIGATIONS, INC. 

1300 G El Paseo Road, Suite 181

Las Cruces, New Mexico 88001

Tel: 909.728.7661

Fax: 800.856.9108

  • LinkedIn Social Icon
  • Facebook
  • Twitter
  • YouTube

BRANCH OFFICE

18723 Via Princessa, Suite 202

Santa Clarita, California 91351

Tel: 310.650.6337

© 1998 Ariel Investigations, Inc.

 Our Services_ 

1/5

​​

[ Surveillance / Insurance Fraud / Employment Activity / Interviews & Statement ]

 

[Stalkers & Harassment / Domestic Investigations / Missing Persons ]

 

 [ Due Diligence / Landlord & Tenant / Background Checks ]

 

SURVEILLANCE

A Private Investigator works all kinds of different cases, from missing persons to insurance fraud, to theft and vandalism, to determining if a parent is fit to have child custody or visitation rights to proving marital infidelity. It’s all about the close and detailed observation of a person, place, or thing to gather facts that can be used to build a case– whether this means watching a store that has been repeatedly burgled to see if anyone is casing it or trying to break in, or watching a person who has an insurance claim in for a leg injury to see if they miraculously get up and start running around.

 

In virtually every case, technology now plays a major role in getting the job done by enhancing a Pi's ability to gather and document intel that tells the story of a crime or transgression. Out on the streets, the time-tested approach to getting eyes on the subject and gathering evidence is still very much in play. The basic approach to surveillance has remained fairly static for decades – Look. Listen. Follow.

WORKERS' COMPENSATION INVESTIGATIONS

Workers' compensation fraud occurs when a claimant, employer, or health care provider knowingly lie in order to gain an advantage, savings, money,

or other benefits. While many people believe that workers' compensation fraud solely consists of employees lying about or exaggerating their injuries,       workers' compensation fraud can involve both employers and employees.

  Who Commits Workers’ Compensation Fraud? There are three categories of workers’ compensation fraud:

  •  Claimant fraud (employee)

  •  Premium fraud (employer) 

  •  Provider fraud (medical or legal)

   Each form of fraud can cause varying degrees of damage, and each has its own set of “fraud warning signs”               

 

  • There are no witnesses to the incident.

  • The injured employee is refusing treatment or receiving conflicting diagnoses

  • The injured employee waited to report the incident with no valid explanation for the delay.

  • The injured employee’s story is inconsistent or suspicious.

  • The injured employee has a history of making workers’ compensation claims.

  • The injured employee has a history of changing jobs or medical providers often.

  • The incident happened before or just after a weekend, strike, or holiday.

  • The incident happened just before an imminent termination or expiring contract.

  • There is evidence of the injured employee working a side job.

  • There is evidence of the employee doing activities that would be impossible with their claimed injury                                                           

  • The injured employee is hard to reach while on leave.

  • The injured employee hired an attorney right away or is pushing for a quick settlement.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

INFIDELITY INVESTIGATIONS

A cheating spouse or significant other will tend to exhibit some of the signs of infidelity listed below. Signs of a cheating husband or wife include unavailability at work, increased time away from home or unusual cell phone usage, or other signs of infidelity. If more than a few of the indicators

below are present, the next step is to conduct surveillance to confirm your suspicions. There are a few key behavioral patterns to take notice of your spouse while at home.

 

  • Decreased sexual interest

  • Often unavailable at work

  • Often distracted and daydreaming

  • Attending more work functions alone

  • Using a computer alone and secretly

  • Clothes contain makeup or lipstick smudges

  • Getting their laundry done independently

  • A sudden increase in time away from home

  • Asking about your schedule more often than usual

  • Cell phone calls are not returned in a timely fashion

  • Leaving the house or goes to other rooms to talk on the telephone

  • Mileage on the car is high when only short distance errands are run

  • Clothes smell of perfume, massage oil residue, and sex

  • Credit card bills contain unusual gifts, travel, restaurant charges

  • Gas credit cards contain uncommon locations of gas stations 

 

CHILD CUSTODY INVESTIGATIONS

Child custody and support are often the most disputed areas as they affect both emotions and money. Unfortunately, children are often used as bargaining chips. It is the parents’ responsibility to manage their children’s growth and development continues even though the marriage ends.  

The court will make child custody decisions based on what is in the “best interest” of the child if the parents can’t come to an agreement. This 

aspect can be the most complicated and controversial part of the case. There are many factors the court will consider when making a decision. 

There are numerous factors that help determine if you have a child custody investigation. When attempting to prove neglect, abuse, or to obtain visitation rights for our clients, our investigators consider:

  • The atmospheres in the homes

  • The financial standing of the parents

  • The home environment of the parents

  • The parents past and current conduct

  • Evidence of Alcohol or drug abuse of a parent

  • Stability, lifestyle, health, and schedules of the parents

  • The care and affection showed to the child by the parents

  • Domestic violence or other complaints against a parent

  • Ability to provide food, shelter, and education for the child

  • Does the parent associate with anyone the child should not be around?

  • Criminal Records, involvement in criminal activity past or present or association of any criminal element

  • Evidence of child abuse or neglect. Any unfounded accusations of abuse by a parent about the other parent

  • Abduction or abandonment of the child or other defiance of legal process by one of the parents

 

 

       

         Employee Fraud

  • Injuries with no witnesses

  • Delays in reporting injuries

  • Delays in seeking medical treatment and/or missed appointments

  • Injury while off of work

  • Financial stress at home

  • Filing multiple claims

  • Injury concurrent with the termination

        Employer Fraud

  • Denial of valid claims

  • Late issuance of disability checks

  • Misclassification of the workforce and the nature of work being done by employees

  • Refusal to purchase insurance for employees

  • Making examples of employees who have submitted claims

  • Issuance of 'Ghost Policies' to independent contractors who are actually employees

  • Unexplained payments on bank statements

  • Having more cash on hand without accountability

  • Unexplained payments on bank statements

  • Having more cash on hand without accountability

  • Cell phone bills contain calls with a long duration

  • Having unexplained receipts or personal effects in the wallet

  • Credit card bills contain unusual gifts, travel, restaurant charges

  • Gas credit cards contain uncommon locations of gas stations

STALKING

Stalking is a pattern of behavior directed at a specific person that would cause a reasonable person to feel fear.  All 50 states have stalking laws, but statutes and definitions of stalking and related crimes vary from state to state. 

The crime of stalking may comprise behaviors that, in and of themselves, are not criminal, such as making phone calls, 

sending letters or gifts, and showing up at public places. Threats may be explicit or implicit or conveyed without words. Acts that appear meaningless or non-threatening to many people may be terrifying to victims.  

 

Many victims struggle with how to respond to the stalker. Some victims try to reason with the stalker, try to “let them down easy” or “be nice” in hopes of getting the stalker to stop the behavior. Some victims tell themselves that the behavior “isn’t that bad” or other sentiments that minimize the stalking behavior. 

 

Other victims may confront or threaten the stalker. These methods rarely work because stalkers are actually encouraged by any contact with the victim, even negative interactions. Stalking is related to harassment and involves some type of obsessive, unwanted attention towards you. Some states consider stalking and harassment to be so closely related, one offense could morph into the other.

HARASSMENT


Legally, harassment involves intentional behavior. To bring charges for criminal harassment, you would have to prove that the harasser bothered you in an effort to cause you distress, or that he willfully committed an act knowing that it would distress you.

 

For example, if you're alleging sexual harassment in the workplace, off-color jokes shared among coworkers at the water cooler may not constitute harassment unless you can prove that they intentionally engaged in the conversation within your earshot. The behavior cannot have any logical purpose other than to alarm, annoy or disturb you. 


An isolated incident is not harassment – the behavior must be repetitious. If your explants a spider in your mailbox knowing you're terrified of them, he hasn't harassed you.

 

If he does so once or twice a week so you live in fear of thrusting your hand inside, this is harassment. The acts don't have to be identical each time, they can be a series of different events. For example, he might plant the spider on Monday, then call you three times on Tuesday for no good reason, just to threaten you with more spiders or call you names. 


What Private Investigators can't do!


•    Operate without a license
•    Impersonate law enforcement Participate in unethical practices
•    Break the law / Participate in unethical practices
•    Tamper with mail/ break the law
•    Hack into a social media or e-mail account
•    Hack a cell phone/wiretap a phone without consent
•    Run a license plate without reason
•    Obtain protected information without consent or legal purpose
•    Make a legal arrest
•    Obtain cell phone records without a warrant
•    Present false testimony in court or legislative hearing
•    Torture or any kind of physical, mental abuse; murder

Some employers check into your background before deciding whether to hire you or keep you on the job. When they do a background check, you have legal rights under federal law. Depending on where you live, your city or state may offer additional protections. It’s important to know whom to contact if you think an employer has broken the law related to background checks. Every state is different so check with the state you live in.

An employer may ask you for all sorts of information about your background, especially during the hiring process. For example, some employers may ask about your employment history, your education, your criminal record, your financial history, your medical history, or your use of online social media.

It’s legal for employers to ask questions about your background or to require a background check — with certain exceptions. They’re not permitted to ask you for medical information until they offer you a job, and they’re not allowed to ask for your genetic information, including your family medical history, except in limited circumstances.

When an employer asks about your background, they must treat you the same as anyone else, regardless of your race, national origin, color, sex, religion, disability, genetic information (including family medical history), or age, if you’re 40 or older. An employer isn’t allowed to ask for extra background information because you are, say, of a certain race or ethnicity.


Enforcement Guidance on Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964.  Federal law does not prohibit employers from asking about your criminal history. But, federal EEO laws do prohibit employers from discriminating when they use criminal history information. Using criminal history information to make employment decisions may violate Title VII of the Civil Rights Act of 1964, as amended (Title VII).

 

1. Title VII prohibits employers from treating people with similar criminal records differently because of their     

    race, national origin, or another Title VII-protected characteristic (which includes color, sex, and religion).
 

2. Title VII prohibits employers from using policies or practices that screen individuals based on criminal history

    information if:


  * They significantly disadvantage Title VII-protected individuals such as African Americans and Hispanics; AND
 

   * They do not help the employer accurately decide if the person is likely to be a responsible, reliable, or safe employee.


The fact that an individual was arrested is not proof that he engaged in criminal conduct. Therefore, an individual's arrest record standing alone may not be used by an employer to take a negative employment action (e.g., not hiring, firing or suspending an applicant or employee). However, an arrest may trigger an inquiry into whether the conduct underlying the arrest justifies such action.

In contrast, a conviction record will usually be sufficient to demonstrate that a person engaged in particular criminal conduct. In certain circumstances, however, there may be reasons for an employer not to rely on the conviction record alone when making an employment decision.

Several states' laws limit employers' use of arrest and conviction records to make employment decisions. These laws may prohibit employers from asking about arrest records or require employers to wait until late in the hiring process to ask about conviction records. If you have questions about these kinds of laws, you should contact your state fair employment agency for more information.

 

Are you in desperate need of finding the perfect nanny? Ariel is here to assist you in finding a great match for your family. Unlike other background check sites, we go the extra mile to personalize all data found in a background check and verify that the information you are given is not only up to date but also accurate. If available, we also check sitter online reviews social media sites, interview their references both professional and personal, and can even have our hiring manager sit in person with you while you search for the optimal match.

All nanny background checks include (but are not limited to): name, address, SSN, and date of birth verification; bankruptcies, liens, judgments, properties, corporate affiliations, driver’s license information, vehicle information, criminal history, traffic information, motor vehicles,  accidents, and witness testimony statements from family or neighbors or previous employers.

 

Why Performing a Nanny Background Investigation is Imperative? It seems to go without saying trusting someone with your child day in and day out requires deeper knowledge about the individual than say, just a neighborhood babysitter. However, when it comes to hiring a nanny, so many parents are squeamish about the process. Gauge their Temperament and Honesty. If the prospective nanny balks at the idea of a babysitter background check, you should take that as a sign that they might have something to hide. What’s more, if they argue with you about the simple request, they may even have a short temper which is less than ideal for your child.

 

Reduce Your Liability. Let’s say you unknowingly hire a convicted felon or illegal alien to care for your child. Then, that nanny takes your child to a public park and plays with other children. Suppose one of the other children is harmed somehow. You could potentially find yourself liable. A credit check on a prospective nanny could reveal a willingness to steal.  Bankruptcies, delinquencies, and charge-offs are all signs that a nanny might feel entitled to more money than they have – and that they may have a willingness to steal from you.