Consequences of Resume Fraud

Playing out in the theater of politics right now is an issue that sometimes plays out in the workplace. Connecticut Attorney General Richard Blumenthal, a candidate for the U.S. Senate, has said different things about his military record and is being accused of resume fraud. He served in the military. He didn’t serve in Viet Nam. Sometimes, he’s said his military service didn’t include Viet Nam. Increasingly, however, he’s referred to his service in Viet Nam.

Should this inconsistency disqualify him from the U.S. Senate? That’s something the voters of Connecticut will have to decide. If he were applying for a job with your company and made such inconsistent statements on his resume, should that disqualify him for employment? It certainly can and probably should, since most employers don’t want to encourage people to lie on their resumes or applications about their past.

What if he’s already employed when you discover his misrepresentations? His employment can be terminated if  these misrepresentations would’ve caused you not to hire him. What if he didn’t make misrepresentations when he was first hired but has begun making them as an employee? Let’s say he’s added misrepresentations to the resume he sends out when representing your organization as a speaker at a customer event?

Blumenthal’s situation is strange indeed. Sometimes, he’s told the truth. Sometimes, he’s lied. Resume fraud is easier to deal with during the hiring process than after the employee is hired. If you find yourself confronted with an employee like Blumenthal, it’s best to get legal advice before you take action. You can probably fire the employee, but things aren’t as black and white as they sometimes seem. Also, it’s important that you be able to demonstrate that you’ve always acted consistently when you’ve discovered resume fraud, regardless of when you discovered it.