Understand the complex issues that arise when you find out an employee has lied about their qualifications and how to proceed without becoming liable.
When an employer discovers that an employee has lied on its job application, it is often at a loss as to how to proceed. Should it terminate the employment relationship? If so, what are the risks? Should it keep the employee – especially if he or she has been a good performer? What risks might arise from keeping the employee? Does how the employer found out about the lie impact the answers to these questions? This topic will provide the information necessary for employers to learn how to navigate through these murky waters.
Agenda
Faculty
Jan E. Hensel
Dinsmore & Shohl LLP
- Partner in the Labor and Employment Department at Dinsmore & Shohl LLP
- Devotes her practice exclusively to the representation of employers in the employment law arena
- Consults with employers of all sizes to help them comply with the myriad of State and Federal employment laws that affect the workplace, including the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, the Age Discrimination in Employment Act, Title VII and the Ohio Civil Rights Act
- Frequently conducts onsite trainings and seminars to ensure that clients avoid employment pitfalls; she works closely with her clients to help them identify issues before they become problems, and solve problems after they arise
- Has more than 20 years of experience litigating employment law cases in state and federal courts and representing employers before state and federal enforcement agencies; she has tried cases and presented appeals in state and federal courts throughout Ohio, and has twice represented clients before the Ohio Supreme Court
- Frequent writer and speaker on employment law related topics
- J.D. degree, with honors, The Ohio State University Moritz College of Law; B.A. degree, The Ohio State University
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