In the five years he has worked for the Dreamscape Resort, Alfred (the Resort’s Bookkeeper), has been a nightmare employee. He calls out excessively and, when he does come to work, he routinely arrives late. In addition, Alfred has performance issues and regularly argues with his supervisor.
While reviewing Alfred’s personnel file, Melissa (the Resort’s HR Director) realized Alfred lied on his employment application. The application states Alfred worked for Roving RVs for 10 years, but Alfred’s LinkedIn profile says he only worked there for 5 years.
The application contains the following statement:
I understand any omission or misstatement of material fact on this application or on any document used to secure employment shall be grounds for rejection of this application or for immediate discharge if I am employed, regardless of the time elapsed before discovery.
Can Melissa terminate Alfred for lying on his application?
- Melissa is good to go. He lied – fire away.
- Melissa has not reviewed every employee’s application and terminated every employee whose application contains a lie. Instead, Melissa should go through the normal disciplinary action to address the poor performance and behavioral issues.
- This statement says “. . .regardless of the time elapsed before discovery.” Even though it’s been a while, this statement gives the company the right to terminate.
View the answer.