A serious incident had occurred less than two hours earlier, yet the management team seemed more concerned about protecting the hotel's image than understanding what had happened.
"How long has Emily Carter worked here?" Daniel asked.
"Several years, I believe."
"Four years."
"Yes, that sounds right."
"How many complaints has she received?"
Victor paused.
"I'd need to consult the records."
"How many disciplinary actions?"
"Again, I'd need to check."
"How many times has she been recognized by guests?"
Victor shifted his weight.
"I don't have those figures memorized."
Daniel turned.
"Interesting. You don't know how many times your employees have been disciplined or praised, but you know the hotel's revenue growth down to the decimal point."
Victor's face flushed.
"Financial performance is a major part of my responsibility."
"So is the well-being of the people who produce that performance."
"Absolutely."
"Then show me the employee complaint records for the past eighteen months."
Victor hesitated.
"They're maintained by human resources."
"Bring them here."
"Some of those records contain confidential information."
"Then protect the confidential information and bring me the reports."
Victor nodded.
"Certainly."
Daniel took a seat.
"One more thing. I want the original security recordings from this morning. Every camera covering the lobby, reception area, and entrance. I want the files preserved in their original format."
Victor's expression became noticeably more rigid.
"That may take some time."
"How much time?"
"I'll have to speak with the security department."
"Do that."
Victor left the office.
Daniel waited until the door closed before taking out his phone.
He called his chief legal officer, Margaret Ellis.
"Margaret, I need you to come to the Grand Meridian immediately."
"What happened?"
"An employee was injured by a guest. I want an independent investigation into the incident and a review of the hotel's management practices."
"Do we know whether the guest acted deliberately?"
"Not yet. We have witnesses and cameras. We'll establish the facts."
"Understood. I'll be there within an hour."
"And Margaret?"
"Yes?"
"Do not let anyone turn this into a public relations exercise."
There was a pause.
"I understand."
"No. I want you to understand something else. If the investigation reveals that our own managers have been intimidating employees or concealing complaints, we will deal with that just as seriously as the guest's conduct."
Margaret's voice became firm.
"Agreed."
When the call ended, Daniel opened the notes he had been collecting for months.
The first report concerned unpaid overtime.
The second involved a housekeeper who claimed that her supervisor had threatened to dismiss her after she questioned an incorrect paycheck.
The third described an incident in which a guest had thrown a glass at a bell attendant. The employee had been blamed for provoking the guest.
There were seven reports in total.
Seven reports, all closed without meaningful investigation.
And one name appeared repeatedly in the correspondence: Victor Bennett.
Daniel leaned back.
He had hoped that the problems were isolated.
Now he suspected they were connected.
At 11:26, his assistant entered with a folder.
"Mr. Whitmore, human resources has provided the first batch of records."
Daniel opened it.
The first page contained a summary of employee satisfaction scores.
The numbers were excellent.
The second page showed staff turnover.
The numbers were unusually low.
The third page contained a list of unresolved complaints.
There were none.
Daniel read the page twice.
Then he looked up.
"Who prepared this?"
"Human resources, sir."
"Who approved it?"
The assistant checked the signature.
"Mr. Bennett."
Daniel closed the folder.
"Find me the raw records. Not the summary. Every original complaint, every disciplinary note, every resignation letter, and every email related to employee welfare."
His assistant nodded.
"Yes, sir."
As she turned to leave, Daniel added, "And make sure the employees know they can speak to the investigation team privately. No manager should be present during those interviews unless the employee requests it."
The assistant stopped.
"Some employees may be afraid to speak."
Daniel looked at her.
"Then we have already learned something important."
CHAPTER FIVE: THE WOMAN WHO REFUSED TO DISAPPEAR
Emily spent the afternoon at the hospital.
The doctors confirmed that she had suffered a severe sprain and bruising around her knee. Fortunately, nothing appeared to be broken, but she would need rest and follow-up treatment.
Her mother arrived shortly after noon.
Linda Carter was sixty-one, a retired school librarian who had spent most of her life teaching children that kindness was not weakness. She took one look at her daughter's swollen knee and immediately began asking questions.
"What happened?"
Emily tried to smile.
"I slipped."
Linda stared at her.
"Emily."
"What?"