8. Before checking references or other pre-employment information, you should consult with a lawyer or HR specialist and ...' a. inform the applicant that you are doing so. b. get the applicant's oral consent to do so. C. get the applicant's written consent to do so. d. make sure the applicant does not know that you are checking pre-employment information, so that he/she cannot forewarn references or others you may contact. 9. A fraud audit should include a review of... a. expense reports, payroll records, and purchasing records by a person who does not normally handle these records. b. requisitions, shipping documents, sales records, and remittance advices by someone who does not normally handle these records. c. Accounts Receivable, customer complaints, and suspense accounts by someone who does not normally handle these areas. d. All of the above