Magazine article Security Management

Theft from the Inside: What to Do

Magazine article Security Management

Theft from the Inside: What to Do

Article excerpt

If you do your job well, you can keep a crook from getting on board," according to Jon M. Smalley, assistant vice president of security control for Aetna Life & Casualty in Hartford, CT. Smalley, who specializes in internal affairs, addressed his comments to attendees of the ASIS-sponsored Insurance Fraud Workshop held in Atlanta earlier this year.

Internal fraud can be broken down into three areas, Smalley noted-preventing, detecting, and handling. While he acknowledged that some of his advice may seem elementary, Smalley is surprised how many times even the basics are not followed.

Prevention begins with pre-employment screening. "Start by reviewing the person's application. Is it signed? If it's not," Smalley warned, "you've got a problem.

"Are all the questions answered?" he continued. "Do the answers make sense? Do the time frames the applicant has listed make sense?"

Smalley also strongly believes in getting an applicant's driver's license information before ordering a Department of Motor Vehicles check. "I get a lot of flack for that," Smalley admitted, "but it's just one more way to get more information on someone."

And what can information on a person's driving record reveal? More than one might think, said Smalley. For example, he said, convictions for reckless driving are often driving-while-intoxicated, or DWI, charges that have been reduced, an indication that the person may have a chemical dependency problem.

Smalley divides potential employees into three risk groups: low, medium, and high. High school graduates, he said, usually fall into the low-risk group, while college graduates fall into the medium-risk group.

"I think you should spend your money on what I call 'retreads' - people who have been in the business a while," said Smalley. People with experience pose the highest risk to a company, he added, because they have had more time to do bad.

The pre-employment screening process is only the beginning. "Once you bring people on board," said Smalley, "you've got to keep them honest." To do that, a company needs to have controls in place and make sure they are operating correctly. …

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