"Why not?"
"Because the investigation concerns conduct she personally experienced, and we need an independent process."
He sat reluctantly.
The lawyer explained that the meeting was an opportunity for him to provide his account.
Relevant evidence would be reviewed.
Witnesses would be interviewed.
And the company would determine appropriate next steps after considering the findings.
The manager nodded impatiently.
Then launched into his explanation.
The woman arrived without an appointment.
She wore an extravagant coat that he believed might be inappropriate for the store.
She refused to accept his direction.
She became argumentative.
And he felt she was disturbing customers.
The lawyer listened.
Then asked, "What did she do that created a security concern?"
The manager hesitated.
"She was confrontational."
"Specifically?"
"She refused to leave."
"Before you asked her to leave, what had she done?"
He frowned.
"She was asking to see expensive merchandise."
The lawyer waited.
The manager shifted.
"And?"
He looked irritated.
"She didn't seem like a serious buyer."
The lawyer made a note.
"What made you believe that?"
The manager opened his mouth.
Then stopped.
For the first time, he seemed unable to translate his instinct into a defensible explanation.
Finally, he said, "Experience."
The lawyer nodded.
"Can you identify any observable conduct suggesting theft, fraud, or a safety risk?"
The manager stared.
He thought about the woman.
Her coat.
Her sunglasses.
Her handbag.
Her calm confidence.
He remembered assuming the accessories were counterfeit.
But he couldn't recall anything she had done that justified that assumption.
He looked toward the executive.
"Are we really going to dissect every detail?"
The executive answered quietly.
"Yes."
The manager's cheeks flushed.
The lawyer continued.
"Did you throw her handbag?"
He hesitated.
"I moved it."
"Did you throw it onto the floor?"
A long pause.
Then he nodded.