Does a work reference have liability? Similar to What is the liability of a person who signs as a witness? does a reference for a candidate employee have liability for what they say about the candidate? I've seen some companies ask references to fill out a form where at the bottom they sign agreeing the information they are providing is correct and true. To my understanding lying isn't illegal. So does the fact that a reference sign something claiming they aren't lying have an affect? For the purpose of this question assume the person acting as a reference isn't under obligation not to be a reference (e.g. from their current company's policy) .
does a reference for a candidate employee have liability for what they say about the candidate? To my understanding lying isn't illegal. Lying is unlawful to the extent that the liar's deliberate intent to mislead other(s) causes or is likely to cause unwarranted harm. This is regardless of whether &quot;the person acting as a reference isn't under obligation not to be a reference&quot;. Lies can directly harm the candidate and/or the company, and others indirectly. The harm to the candidate is known as, or comes in the form of, defamation. Depending on the jurisdiction, an intent to mislead might not even be a prerrequisite for liability. For instance, Michigan statute MCL 600.2911(7) allows suits for libel or slander if &quot;the defamatory falsehood concerns the private individual and was published negligently&quot; (emphasis added). The liar's intent to mislead and his knowledge of the falsehood of his statements can only worsen the harm inflicted and his liability therefor. Likewise, the liar can be liable to the company for inducing it to hire a candidate the company would not have hired had it known the truth. Liability ensues when the hired candidate makes the company incur losses which would be prevented by relying on a truthful reference. If the reference is truthful, the chances for liability are significantly narrower. These scenarios typically involve matters of privacy or disclosures that are protected/sanctioned by law.
I do not believe that Idaho has such a law. This is not the end of the analysis, however. It isn't clear that saying you do not have a conviction, when in fact, you have a conviction that was dismissed, is a permissible ground for an Idaho employer to, for example, justify the termination of your employment for an improper reasons (e.g. national origin) when the employer, after the fact, discovers that you have a conviction that you did not disclose because it was dismissed. An Idaho court could easily rule that the non-disclosure of a conviction which was dismissed was not a material fact upon which an Idaho employer could justify terminating your employment when it was discovered after the fact. Likewise, fraud prosecutions generally require a misrepresentation to be made regarding a &quot;material&quot; fact, and not just any fact. In the same vein, while misstating your middle name might be a misrepresentation, it might not be an actionable misrepresentation of a material fact.
In an adversarial legal system, the parties are responsible for framing the issues in dispute and adducing relevant evidence. The parties, and perhaps more importantly their lawyers, also have an obligation of candour to the court. Courts routinely accept unchallenged assertions because there are serious consequences for misleading the court, and the opponent (rather than the court which should remain neutral) is in the best position to investigate and prove any suspected dishonesty. It is a matter for the party commencing proceedings (plaintiff or prosecutor) to decide how the parties will be named. People often change their names, and may use multiple spellings. It is not uncommon for typographical or other errors to appear. Generally, it is in the interest of at least one party to name the parties &quot;correctly,&quot; ie. consistently with other government records that will be used to enforce any judgment, but a person's name is ultimately a formal matter that can be corrected if necessary. In cases of uncertainty, aliases can be specified, as occurred in Microsoft v McDonald (aka Gary Webb) [2006] EWHC 3410 (Ch). A person who is genuinely known by an alias (ie. the use of the alias is not part of an attempt to mislead the court) should use their &quot;real&quot; name in court, but could potentially conduct litigation using the alias without anybody noticing. However, court proceedings are public and this would not necessarily protect the person's identity. To achieve this, an anonymity order under CPR 39.2 is required, as explained in XXX v Camden London Borough Council [2020] EWCA Civ 1468 [13]–[22].
I think that the question you are really asking is whether a contract not to disclose certain information (e.g. to authorities) might be void as contrary to public policy, or illegal. Sometimes it is illegal to do so. For example, often concealing personal information in connection to the transfer of funds constitutes money laundering, which is a crime, or securities fraud. The key question is whether there is a legal duty to disclose in a particular context and whether the concealment facilitates some sort of fraud.
In general, you cannot neither change contracts nor restrict/nullify other people's rights by your acts alone. The people who hired you personally have a contract with you, not with your LLC. So, if someone has a claim against you, then their claim should not be contingent of your LLC going bankrupt or not; they have a right to have their damages restored by you (who was the entity they hired). Otherwise, fraud/liability delinquency would be trivial: get debts on your name and, when the things get difficult, create a shell LLC and let it go bankrupt.
The written document is given very high priority, so parties will be held to what is in the document. Both parties sign at the bottom, as a way of signalling their agreement with the terms specified in the document. If conditions are added or subtracted (by crossing out), especially with pre-printed forms, the "customer" (person who didn't write the contract) can initial such modifications, as a way of clearly signalling that they indeed agree to the deletion of such-and-such clause. Since both parties have a copy of the signed agreement, this is not strictly necessary. The potential issue would be that an unscrupulous person could cross out a clause after the contract was signed, and claimed that they aren't bound by that clause. A comparison of the two copies would then reveal that the unscrupulous person was attempting fraud. There is nothing special about handwriting in or crossing out conditions, except that it poses a potential evidentiary problem as to what exactly was agreed to, if for example one party threw away their copy and then maintained that the crossed-out clause had not been crossed out. (So, keep your copy). In case you are proposing a scenario where one party is unaware of a change, i.e. at the very last minute Smith crosses something out and signs it, and Jones did not see that happen, then both copies would be the same and Jones would be legally bound to what's in the paper. Smith should announce to Jones that a clause was being deleted. We might suppose that there are innocent reasons why Smith made changes without making an announcement to Jones, in which case the parties do not have an agreement. There may be amicable ways to deal with that situation, but push could come to shove, in which case the written form of the document is generally taken to be the most important piece of evidence (though not always the only admissible evidence, unless you're in Colorado, Florida or Wisconsin).
There is no requirement to name the parties to a contract I just bought a cup of coffee. I did not give my name to the other party to that contract and while I know the name of the shop, I do not actually know the legal entity I contracted with. Nevertheless, we have a binding contract and, for example, if that coffee gave me food poisoning, I would have legal recourse under that contract. Similarly, there is no difficulty signing a contract under a pseudonym - it still creates a legally binding relationship. The practical difficulties While there is no legal problem, there is an evidentiary one - if someone enters a contract and later disclaims doing so, how do you prove that they did? Or vice-versa, if someone alleges that it was you that entered the contract, how do you prove that you didn’t. What you need is some way of definitively but anonymously tying the person to the contract. I can think of lots - a fingerprint, DNA, public key cryptography, a trusted third-party intermediary to name just a few. This is essentially a technical problem rather than a legal one.
There are basically two kinds of conduct that you identify. One is backing away from what you believe were oral promises made by the employer and lawyer regarding payment. Whatever the status of the promises made by the employer, the oral statements made by the lawyer would probably be viewed by a court or ethics board as settlement offers or proposals rather than actual binding agreements, and this is unlikely to be considered an ethical lapse. For purposes of ethics questions and fraud lawsuits, lies about what kind of deal you are willing to make with an adversary don't count as lies. This isn't a terribly logical rule, but is is a well established one. Given that: I was told (by employer), verbally and in text/email messages that I "would be paid when the deals closed." It is going to be very hard for the employer to take back those written statements and text and email messages are usually given the effect of signed writings in a court of law. This is going to be taken as a confession of the employer regarding the probably unwritten agreement of the parties regarding your right to be paid on these deals, so you would be well advised to stick to your guns on this issue. The percentages will be another point that is hard for the employer to fight if there is a course of dealings between the parties in which you receive a consistent percentage or there was a written agreement concerning your commission percentage. Also, even if the lawyer did make a promise and breached it, this would still only be a breach by the employer of a contract made on the employer's behalf by his lawyer. It is not an ethical lapse to breach a contract about future conduct, and a lawyer is not personally responsible for contracts he makes as a disclosed agent of your former employer. The second is making a false statement of fact about whom the lawyer has discussed the matter with. Lawyers do have an ethical duty to be truthful and failing to do so is an ethical lapse. But, this duty is generally interpreted to apply only to statements of fact which are material. If a lawyer lies to you about how old he is, or whether he's ever had an affair, in the context of a pre-litigation negotiation like this one, the ethical officials won't care. If a lawyer lies to you about something material to the transaction (e.g. claiming that the employer has money in the bank to pay a settlement when in fact it is overdrawn on all of its accounts and has no money coming in and the lawyer knows those facts), this is a serious ethical breach. It is hard to see how this information would be material, even though it casts doubt on his credibility. Ethically, he owes any duty of confidentiality to his client and not to you, so it isn't your complaint to make from a confidentiality point of view. Also, unless he discusses confidential advice that he provided to his client when no one else was present to you, he has not waived the attorney-client privilege, contrary to the answer by @IñakiViggers on that issue. Of course, proving that the lawyer said anything in an oral conversation at which no one else was present comes down to a credibility fight between your sworn statement and his if the lawyer testifies inaccurately about the discussion. A sworn statement from you is proof and would meet the "burden of production" to provide proof in support of your case at a trial, but wouldn't necessarily prevail easily at trial since the judge might not be convinced regarding who is accurate in their account of the discussion (I have avoided the word "lying" because there are a variety of reasons that people inaccurately recall discussions). What would be the sensible way to use this information to my advantage while trying to resolve these matters with having to bring suit and go to court? Is there anything that this lawyer should fear, if his unethical behavior was brought to light, either in court or to a bar association? The conduct you describe on the part of the lawyer will provide you with little or no leverage in your negotiations and is likely to not even be considered admissible evidence in court since it may be considered a form of settlement negotiations. Your strongest leverage will be the written statements from the employer. But, depending upon the amount in dispute, it may still make sense to compromise given the time and expense and uncertainty of going to court. Even in the clearest case, you probably only have a 90% chance of winning a contested case, and you wouldn't cross the street if you knew you had a 10% chance of being hit by a car as you crossed, even if you knew that the collision wouldn't be fatal. Unless your state has a wage claims act that covers you, you may have little or not prospect of an attorneys' fee award if you prevail, and representing yourself when the employer has a lawyer will always put you at a disadvantage in a court setting. If the amount in dispute is great (e.g. $50,000+), hiring a lawyer is probably worth it. If the amount in dispute is small (e.g. $5,000) you may want to file a suit in small claims court and only hire a lawyer for a couple hours of pre-hearing coaching.