Under what circumstances is it appropriate to terminate an interview?

• A. The interview should be terminated only if the suspect refuses to cooperate.
• B. The interview should be terminated if there is no confession after a long time.
• C. The interview should be terminated if the suspect asks for a different interviewer.
• D. Rights are violated, the interviewee shows distress or fatigue, coercion is suspected, or the interview is no longer productive or safe.

Answer: (C)

Focus on protecting rights and welfare in the interview. A termination is appropriate when there are clear signs that continuing would violate the person’s rights, cause distress or fatigue that impairs voluntary participation, raise concerns of coercion, or render the interview unproductive or unsafe. When rights are violated, such as improper coercion or denial of legal protections, stopping is the responsible move. If the person shows significant distress or fatigue, continuing can lead to unreliable information and harm. If coercion is suspected, maintaining voluntariness is essential, so ending the interview is prudent. Finally, if the interview is no longer productive or safe—for example, if rapport deteriorates or safety becomes an issue—terminating protects everyone involved. While a request for a different interviewer might be accommodated in practice, it isn’t itself a definitive reason to end the session, and waiting for a confession is not a legitimate basis to terminate or continue indefinitely.