Lessons from Jaycee Lee Dugard

The news about finding Jaycee Lee Dugard, who was kidnapped 18 years ago, was shocking. As we learn more details (her kidnapper fathered two children by her and kept her virtually imprisoned in a box or tent), we continue to be shocked.

What’s equally shocking is that the Contra Costa County (California) Sheriff’s Department had a chance several years ago to crack the case but missed the opportunity. The sheriff’s department received a 911 call about the accused kidnapper having tents in his backyard with people living in them and describing the kidnapper as being psychotic. A deputy was dispatched to the kidnapper’s property and talked with him in the front yard before deciding there was nothing criminal going on. The sheriff has apologized.

Some incidents in the workplace are more difficult to investigate than others. Some involve things of a personal nature, although they affect the work or well-being of other employees. Some are complex and time consuming. Some involve confrontations that most of us would rather avoid.

When you receive a complaint that involves possible improper conduct, it’s your duty on behalf of your employer to investigate what’s going on. You may need to get help and advice on how to proceed. You need to keep digging until you find an answer or solve the problem. Giving an investigation a lick and a promise isn’t sufficient.

What happened with Jaycee Lee Dugard shows what can happen in the workplace. A deputy was in the kidnapper’s front yard but failed to go to the backyard, even though the 911 call related to something going on in the backyard. Getting close isn’t good enough when something serious is going on. An employer has a duty to investigate misconduct. The duty extends to completing the investigation with a resolution.