Friday, January 4, 2013

CONFESSIONS: Avoid Them When in Trouble at Work - Admitting to Wrongdoing at Work Can Cause Problems in the Future

EMPLOYEE'S ADMISSION OF WRONGDOING WORTH ITS WEIGHT IN GOLD - TO COMPANY

As we have all learned from TV shows such as NYPD Blue and Law and Order, and as assuredly true in real life, the toughest crimes to decipher are often "solved" by obtaining a confession from the accused. Lock the suspect down, use "carrot and stick," play "good cop, bad cop" and - Voila! - case closed.

I'm Innocent, I Swear!

We humans are very persuaded by confessions.  Confessions are very powerful tools. Confessions are hard to get around. Confessions can, for employees, be devastating.

Here are two common ways in which confessions come back to haunt employees.

IF YOUR EMPLOYER IS TELLING YOU IT IS DOING AN INVESTIGATION, BUT THAT YOU ARE NOT IN JEOPARDY OF BEING FIRED, BE VERY, VERY CAREFUL 

Employers that conduct investigations into an employee's alleged misbehavior often make up their minds about firing the accused employee before he/she is actually interviewed during the course of the investigation.  In such cases, the employer is looking for one thing, and one thing only.  A Confession!

Why?  Two primary reasons.

First, the employer can use an employee's admission of wrongdoing to defeat a claim of unlawful termination.  Remember, the key in such cases is often whether the employer's stated reason for terminating the employee is a pretext, a lie - or otherwise so patently unfounded that it is not worthy of credibility.  A confession of wrongdoing by an employee makes the employer's burden of proof in this regard much easier.

HERE ARE SOME OTHER ARTICLES YOU MAY FIND WORTHWHILE:

What is an ILLEGAL Hostile Work Environment? Workplace Bullying Alone is Not Illegal in Pennsylvania

#MeToo - The Rules and Deadlines for Sexual Harassment Claims in Pennsylvania - A List of Most Famous Sexual Predators

Why is it Important to File an EEOC Charge? How to File Discrimination Claims in Pennsylvania? Time Limits to File Discrimination, Hostile Work Environment and Retaliation Charges in Pennsylvania

Employee Complaints and Retaliation - What is Legal and What is Illegal

What Are the Differences Between the Anti-Discrimination in Employment Laws Title VII and the Pennsylvania Human Relations Act?

How Do Federal, State and Local Anti-Discrimination Laws Work Together to Protect Pennsylvania Workers?

Does My Pennsylvania City, County, Township or Borough Have Any Discrimination Laws Protecting Employees?

FILING A CHARGE OF DISCRIMINATION IN PENNSYLVANIA - A FEW TIPS FROM CONTINGENT FEE LAWYERS

The Philadelphia Fair Practices Ordinance Makes it Illegal to Engage in Workplace Discrimination Because of Sexual Identity, Sexual Preference, Status as Domestic Abuse Victim, Marital or Familial Status, Ethnicity or Ancestry

Employed "At Will":  What Does That Mean? Pennsylvania Contingent Fee Lawyers Explain the Most Important Employment Law Principle

United States Employment and Discrimination Laws - An Overview by Pennsylvania Employment Lawyer

Do I Have a Case for Constructive Discharge? Nearly 50% of People Who Are Unemployed Quit Their Job - Pennsylvania Contingent Fee Employment Lawyers

Are Settlements in Discrimination Cases Subject to Taxes? Pennsylvania Contingent Fee Discrimination Lawyers

Is Your Boss a Bad Person - or Just a Bad Boss? Is Bullying at Work Illegal? Pennsylvania Contingent Fee Employment Lawyers Explain

UPDATE on Recent and Pending Discrimination Matters Pertaining to LGBT-Rights from SCOTUS and EEOC

Pennsylvania Human Relations Commission (PHRC) Mediation Program Designed to Resolve and Settle Employee Discrimination Complaints

Macy v. Holder - EEOC Finds LGBT Discrimination Violates Title VII -  Landmark EEOC Decision on Discrimination Based Upon Gender Identity, Change of Sex, and/or Transgender Status

Ranking the Most Common EEOC Discrimination Claims in 2011

The 38 United States That Ban Same Sex Marriage - Gay Marriage Illegal In These States - 9 States Allow Gay Marriage

Second, the employer can use the confession to defeat a subsequent claim by the employee for unemployment benefits by simply establishing that the employee admitted to engaging in wrongdoing.  

COMMON TACTICS EMPLOYED BY COMPANIES TO OBTAIN CONFESSIONS

Psychological Warfare

The most common tactic is convincing the employee that his/her job is not in jeopardy, and that the employee's honesty will be valued.  Implicit in this psychological strategy is the unstated suggestion that the employee will be fired if he/she is not "honest" in admitting wrongdoing, which "dishonesty" can easily be further categorized as insubordination.

THE PSYCHOLOGICAL APPROACH TO AVOIDING CONFESSION

The first thing to bear in mind, in these caustic times, is that employers who believe employees have engaged in misconduct are in many situations unforgiving and relentless.  Thus, your should be aware that you will likely not be rewarded, and you will likely not be forgiven, if you confess to wrongdoing.  This is sad, but true - not true for all employers, to be sure, but true for many (most?).

If you are called into a meeting and asked to confess to wrongdoing, odds are you cannot win by being forthcoming (if you actually did the crime) or apologizing for something you did not do.  Odds are, and perhaps many of you will read this and disagree, believing that American employers still reward loyalty, hard work and honesty is akin to believing in the tooth fairy.  The fact is, corporate America by and large stopped giving out gold watches to loyal employees a generation or two ago. Nowadays, a generous early retirement offer (made years before the employee wants to retire) is about the best you can hope for.

"I cannot tell a lie."  But Will Your "Honesty" Be Rewarded?

Irrespective of the above views, it is not helpful to be argumentative when asked to confess.  In fact, that is the last thing you should be.  Rather, you should simply state the facts as you understand them to exist if you did not engage in any wrongdoing; if, on the other hand, you are "guilty as charged," the best thing to do is to say as little as possible.  If you have been called into a meeting with HR, your manager and your manager's manager, and accused of serious wrongdoing, common sense dictates your termination is likely imminent.

Additionally, here are some things NOT to do:

*   Do NOT write out a statement wherein you admit to responsibility.  Trust me, if they are asking you to write out a statement incriminating yourself, odds are you are dead man/woman walking.  That being the case, why write out your own death sentence? 

*   Similarly, if they have prepared a statement/report for you to sign, you may sign to acknowledge you have been shown a copy of the document, but Do NOT sign off on its accuracy. 

NOTE: Try and get a copy of anything they show you (although in the majority of cases you will be refused).

*   In fact, it is my view that you should strongly resist ever writing any kind of statement.  Remember, whatever you say can and will be used against you. 

Anything You Say....

For example, suppose the boss's favorite son has accused you of wrongdoing.  You write a statement that a) implicates the favorite son in wrongdoing; or, b) professes your innocence.  Under either scenario you may be hurting your cause because a) it is never a good idea to accuse the boss's favorite son of wrongdoing; b) denying the favorite's son's accusation against you is tantamount to calling him a liar - which will often boomerang against you because the boss will decide that, as between you and the favorite son, you are the liar.

*   Do NOT explain your actions by saying "everyone does it."  If your 10 fellow employees steal money from your employer every day, you are not "innocent" if you do the same thing - if you have violated company policy, you have violated company policy. Moreover, saying everyone else does it is seen as "blame-shifting", which is a troublesome and undesirable employee characteristic.

*   Do NOT agree to resign in lieu of termination.  Let them fire you.  That way, you will have a much better chance of obtaining unemployment benefits.

LESS IS MORE

To be clear, we are not advocating being dishonest with your employer.  If you are truly innocent, methodically state your position without being argumentative - and do not apologize for some bad thing you didn't do!  If, on the other hand, you are indeed guilty as charged, say as little as possible, hem and haw, be contrite, but do not confess!

Never Helpful, Legally 

Avoid writing statements that will (knowingly or accidentally) implicate yourself.  They can be used down the road to impede or eliminate important legal rights you would otherwise possess.

HERE ARE SOME OTHER LINKS YOU MAY FIND WORTHWHILE:

Should I Hire a Lawyer for My Unemployment Appeal Hearing in Pennsylvania?

Unemployment Appeal Hearings by Telephone in Pennsylvania - The New Norm - And Why You Want to Consider Hiring Legal Counsel

Pennsylvania Unemployment Lawyer - Willful Misconduct Referee Hearings

Seven Things to Know About The Pennsylvania Unemployment Compensation Board of Review

I Want to Quit My Job and Get Unemployment Benefits in Pennsylvania

Pennsylvania Unemployment Determination of Financial Eligibility - PENNSYLVANIA UNEMPLOYMENT LAWYERS

How Do I Complete an Application for Unemployment Compensation Benefits in Pennsylvania - Did I Resign or Was I Fired?  What is a Reduction in Force Versus a Layoff?

 What is a Necessitous and Compelling Reason for Quitting my Job Under Pennsylvania Unemployment Law? Philadelphia Unemployment Lawyers Explain

The Burden of Proof in a Pennsylvania Unemployment Appeal Referee Hearing

Performance Appraisals, Performance Evaluations and Character Evidence at a Pennsylvania Unemployment Appeal Hearing -  Experienced Unemployment Lawyers Explains Why They Are Generally Irrelevant

Can I Get Unemployment in Pennsylvania if I am Out on Disability Leave? What are the Differences Between Short-Term Disability and Long-Term Disability?

 

I was Fired - What Should I Say on My Internet On Line Application for Pennsylvania Unemployment Benefits?

Pennsylvania's Unemployment Compensation Board of Review - Philadelphia Lawyers Who File Appeals With Unemployment Board of Review

Voluntary Retirement and Unemployment Compensation in Pennsylvania - Am I Entitled to Benefits if I Retire From My Job?

Should I Resign or Let Them Fire Me? What Happens If I Quit My Job?  What Rights Do I Lose If I Resign or Quit From My Job?

How Do I Complete an Application for Unemployment Benefits in Pennsylvania Via the Pandemic Portal If I am Self-Employed, an Independent Contractor or a Gig Worker?

 

Unemployment Applications for Self-Employed Business Owners, Independent Contractors and Gig Workers is Now Available in Pennsylvania

 

Overpayments Under Pennsylvania Unemployment Law - Fraud, Non-Fraud, At Fault, Non-At Fault- Can I Go To Jail for an Unemployment Overpayment in Pennsylvania?



CALL TODAY AND WE CAN DISCUSS YOUR MATTER AT NO COST TO YOU
610-647-5027

Philadelphia Are Employment Attorneys Representing Employees

We are employment lawyers who represents employees in Pennsylvania. 

We typically represents employees who need an employment lawyer in Philadelphia County, Chester County, Delaware County, Bucks County, Berks County, Lancaster County and Montgomery County.

Pennsylvania Employment Attorneys Provides Free Telephone Consultations

If you are looking for an employment lawyer, and live in Ardmore, Ambler, Cheltenham, Ft. Washington, Downingtown, Lionville, Collegeville, Northeast Philadelphia, Springfield, Lower Providence, Malvern, Wayne, King of Prussia, Downingtown, Upper Gwynedd, Glenside, Doylestown, Radnor, Newtown Square, Exton, Philadelphia, West Chester, Skippack, Langhorne, Haverford, Nether Providence, Broomall, Drexel Hill, Reading or any of their surrounding towns, feel free to send us an e-mail via our Contact Form or give us a call at 610-647-5027.  We are always glad to spend some time with people via a free telephone consultation.

Thanks for checking in with us.