June, a fraud examiner, is preparing to interview a subject who is from a different...

CFE interviewing guidance emphasizes that legal considerations can materially affect how interviews are conducted and that employee rights and obligations vary by jurisdiction and by case. In particular, whether a subject has a duty to cooperate (and the extent to which an organization can compel cooperation) can differ across jurisdictions and can also be constrained by contractual rights (e.g., union agreements, employment contracts) and local regulations. Because June’s subject is from a different jurisdiction, the most appropriate preparation step is to verify jurisdiction-specific rules that could limit compulsion or otherwise affect the interview’s legal permissibility and risk profile. Option D directly addresses this core cross-jurisdiction concern: what can legally be required of the subject. Option A is not a CFE-recommended preparatory focus; examiners should adapt to legal and procedural requirements rather than “teach” their own cultural practices to the subject. Option B is inappropriate and contrary to professional interviewing principles (the goal is cooperation, not discomfort). Option C is incorrect because consultation with counsel is not limited to “third jurisdiction” scenarios; the guidance underscores that interview-related legal risks and jurisdictional differences often warrant counsel input. Therefore, D best reflects CFE investigation knowledge for cross-jurisdiction interviewing readiness.