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GRDX investigations cover organized retail crime, internal theft, workplace misconduct and surveillance. Investigators with law enforcement backgrounds gather evidence, build a timeline and deliver a written report your HR team, attorney or local police can use. Work is confidential and scoped in writing before it begins.
What do GRDX investigators look into?
Our investigators work four kinds of cases.
Most cases start small. A shrink number that won't come down, a register that keeps coming up short on certain shifts, a pallet that left the dock without paperwork. Small and repeated is exactly what a pattern looks like.
Organized retail crime
Groups hitting stores for resale, often across several locations.
Internal theft
Inventory, cash or equipment walking out with staff.
Workplace investigations
Misconduct complaints, threats, policy violations.
Surveillance
Watching a person or place and documenting what happens.
How do you tackle organized retail crime?
Organized crews treat theft as a job. Same faces, different stores, a fixed rhythm. Stopping them starts with seeing the pattern.
We pull incident reports and video across your locations, match people and vehicles, and map when and where they hit. That gives store teams something to watch for and gives police a case they can act on. On site, this can pair with Special Police or uniformed officers for a visible response.
Stores often hold more evidence than they realize. Receipts, return logs, parking lot cameras and gift card records can tie a face to a car and a car to a string of visits.
- Collect incidents and footage from every affected store
- Identify repeat people, vehicles and times
- Build a timeline and a loss summary
- Prepare a case file police and prosecutors can use
- Recommend changes on the floor and at the doors
How is an internal theft case run?
Quietly, and with the assumption that most of your staff are honest. A badly run internal case can damage morale more than the theft did.
We agree with you on scope first: who knows, what records we can see, and where the line is. Then we look at access logs, inventory records and video before speaking to anyone. Interviews come last, after the evidence points somewhere. The report sticks to what can be shown.
Process gaps turn up often. A shared login on the register, a back door with a broken alarm, an inventory count nobody checks. Fixing those can stop the loss even when no one person is to blame.
Employees who did nothing wrong should come out of it with their reputation intact. Careful scope protects them as much as it protects you.
What do I get at the end?
You get a written report: what was found, how it was found, the timeline, and the supporting photos and records. It's built to be read by HR, your lawyer, or a detective without needing us in the room to explain it.
If the evidence doesn't support the suspicion, the report says that too. Sometimes the answer is a process gap, not a person.
Behind that report are people who spent careers doing this work for police departments. Deputy Chief Bill Waters has been in law enforcement since 1989. Jim Ondrish, our Director of Compliance, retired as a sheriff's office Inspector General after 34 years.
Ex-police investigators know what evidence survives a defense attorney and what doesn't. That's the difference between a report that gets filed and one that gets used.
Most reports close with a short list of fixes, so the next loss is harder to pull off.
How do you keep an investigation confidential?
We keep the circle small and agree on it in writing. Only the people you name hear about the case, and the report goes only to them.
Investigators don't wear GRDX uniforms on surveillance, and they don't discuss the case with staff who aren't part of it. Records you share are kept to the case. If a suspect works for you, the timing of any interview is set with your HR lead or attorney, not decided by us alone. Rumors in a workplace spread fast, and an innocent employee shouldn't carry a whisper campaign because of a sloppy inquiry.
How do I start an investigation?
Start with a private call. Tell us what's missing or what's been reported, roughly how long it's been going on, and who on your side knows.
- Phone (833) 350-4739 and ask for investigations; the conversation stays confidential.
- We agree in writing on scope, access to records, and who receives the report.
- Investigators gather records, video and observations before any interviews.
- You get updates at agreed points, not just at the end.
- The final report is delivered to the person you named, and only that person.
Questions
Can you investigate theft by my own employees?+
Yes. Internal theft is one of our most common cases, and we run it confidentially with a scope agreed in writing first.
Will the police take action on your findings?+
It depends on the case and the jurisdiction. Our reports are prepared so police and prosecutors can use them, and we can coordinate the handoff.
Is surveillance legal?+
Yes, within limits. We observe and document from places we're allowed to be and follow the law in each jurisdiction we work in.
How long does an investigation take?+
It depends on the scope and how much evidence already exists. We set an expected timeline in the written proposal before work starts.
Do you investigate workplace harassment complaints?+
Yes, as part of workplace investigations, usually alongside your HR team or attorney. Scope and reporting lines are agreed before anyone is interviewed.
Can you investigate losses at more than one store?+
Yes. Multi-store cases are where organized retail crime shows up, and we look across locations to find the shared people, vehicles and timing.