Sometimes, candidates filling out job applications think it’s a good idea to omit information about minor criminal convictions and past problems such as
If your application specifically asks for that information and someone you hired didn’t supply it, you can terminate for lying on the application. Just make sure you apply the rule evenly to everyone.
Recent case: Stephen Russell was fired as a temporary bridge and tunnel officer. His employer discovered he had lied about a criminal record, license suspensions and . He sued, alleging the agency didn’t have the right to fire him for those omissions.
The court disagreed. It said the application omissions were a rational reason for firing him. (Russell v. New York City, No. 2007-01996, Supreme Court of New York, Appellate Division, 2008)
- Back up even minor disciplinary action with solid records
- It's official: New York court reporter really hated his job
- No mandatory arbitration agreement if EEOC case is pending
- Beware overly broad drug policies, which could violate ADA rules about revealing a disability
- Rule No. 1 for evaluations: The employer—not the employee—sets the standards