Jonas began working for DitCo nearly 20 years ago, where he has been working as the facility and maintenance supervisor. During the past 20 years, DitCo has experienced significant growth, and Jonas has played a major part in helping move along the expansion plans. Because of his great service and abilities, Jonas is greatly respected in the company. Although he has been very helpful to the company, he was forced to leave due to severe health problems.

Ed was called to replace Jonas after he was released. Jonas sudden departure prevented Ed from working with Jonas and learning the proper policies and procedures Jonas had put into place before he left. The lack of training created a problem for Ed, who was faced with finishing the projects Jonas had started. The major projected Jonas left was a construction project where the price had already been determined but no work had begun. Unfortunately, Ed could not find any contractor information nor could he find any of Jonass contacts.

As Ed continued to search, he realized that he was in more trouble than he thought because there were no records available for any of the work that Jonas had performed. The lack of information forced Ed to bid the contract out to a new contractor. When Ed received the new bid and presented to management, they were surprised to find that the new price was 30 percent less than the original bid.

Management believed the new bid price was wrong and questioned Ed to ensure that he had included all of the requirements for the project. Once management determined he had, it began to ask more questions. In looking around and reviewing some of his precious activities, management realized that he was no longer bidding out projects but rather giving them to specific contactors. When reviewing these contractors, management found that it had no information for the contractors on file no addresses, phone numbers, or even tax numbers. All management had was a name, and from that information, accounts payable cut a check and Jonas delivered the checks personally.

Based on this new information, management began to question other employees about Jonas activities. It found that others considered him very secretive and that he refused to allow anyone to work with him on his projects. Others told management that Jonas had also recently become very violent and erratic with many of the employees. Because of the number of red faults, management has called you to investigate Jonas previous activities.

Required:

1. Which people would you interview first and why?

2. What type of information would you seek?

3. How would you approach each of the different individuals?

4. Due to Jonas frail condition, describe how would you approach the interview process and investigation?