Can employers fire someone for &quot;lying&quot; on personality questionnaires? Many employers, typically those offering minimum wage jobs, have applicants fill out a personality quiz. They usually probe whether the applicant believes stealing is justifiable, if they value their job above their own well-being, if their outlook on the world is bleak, and other personal questions. It's generally accepted that you put in what the employer would value, and not your true values. However, once employed, if you revealed in conversation your true beliefs, and they ran counter to what you wrote down, could this give the employer just cause in termination?
once employed, if you revealed in conversation your true beliefs, and they ran counter to what you wrote down, could this give the employer just cause in termination? Texas is by default an at-will employment. Thus, absent a contract establishing termination for just cause, the employee may be terminated for anything (except when that contravenes public policy) or even for no reason at all. But you specifically ask whether the employee's eventual disclosure constitutes just cause. It depends on whether the employment contract specifies that "the employee would be employed for so long as he satisfactorily performed his duties". Hardison v. A.H. Belo Corp., 247 S.W.2d 167 (1952). In that event, the sole discovery that employee lied about that at the interview is not evidence that the employer was dissatisfied with the employee's work performance. In a context of termination for just cause, Porter v. United Models, Inc., 315 S.W.2d 340, 344 (2008) states that where performance is to be the satisfaction of one of the parties, his dissatisfaction must be founded on facts such as would induce action on the part of a reasonable man. He may not act arbitrarily or without reason in the matter, and the law will say that he is satisfied with that with which he ought to be satisfied. Ultimately, an employer seeks to be satisfied with the employee's actual work performance, rather than with a screening process aimed at predicting the person's work performance on the basis of the employee's personal values.
Unless your employer agreed in a contract to not discuss your employment, then there is no legal restrictions on them discussing anything about your employment. If they say things that are untrue you could sue them for defamation.
A police officer can lie, and lying does not render a statement inadmissible. But there is a separate area of law regarding self-incrimination and the right to a lawyer. The basic principle is that a person can always assert their 5th Amendment rights, whether or not they are under arrest. When a person is under arrest and has asserted their right to an attorney, questioning must stop and anything that results from further questions is inadmissible. There is no single factor that distinguishes ordering asking questions from custodial interrogation. For example if you have been dragged by officers to the police station and held in a locked room for hours in the middle of night, one would reasonably believe that you were taken into custody, and interrogation must stop once you request a lawyer. In Oregon v. Mathiason, 429 U.S. 492, police contacted the defendant whom they suspected was involved in a burglary and they invite him to chat at the station. They lie and say they found his fingerprints at the scene (they did not). He then confesses, they read him his rights, and he confesses again. The confession is admissible, because this was not a custodial interrogation. The relevant question is whether "a reasonable person would have felt he or she was not at liberty to terminate the interrogation and leave".
It is not uncommon for an employer to ask a former employee to assist with something as a courtesy, and sometimes the former employee will choose to do so. If it requires more than a small amount of time, this may be done under a short-term consulting contract for pay. But unless there was a contract of employment requiring such post-employment advice, there is no legal obligation for the former employee to provide such assistance. The most the former employer could do is give a poor reference if asked by potential future employers, and most large corporate employers now only give job title, salary range, and dates of employment to avoid claims of incorrect or defamatory statements in such references.
If you could successfully prove constructive dismissal (you probably could) then you have been terminated and would be entitled to the pro-rata bonus. Of course, if the company is not in a financial position to pay your wages, it probably can't pay the bonus either.
Is this legal? Yes Or does it mean that employee will be in breach of his/her contract? Yes You are assuming that if the evidence is allowed to be presented then that automatically means that keeping it for that purpose is not a breach of the contract. This is not necessarily so; it can be both at the same time. That said, it is unlikely that an employer would attempt to sanction an employee for this as the courts would (rightly) see it as an attempt to pervert the course of justice. As in most things in the law it is possible for all parties in a matter to be on the wrong side of it. If you want to come to the tribunal with "clean hands" then the best thing to do is make a record (not a copy) of the relevant documents and return then to the employer. Before going to the tribunal get your solicitor to subpoena the documents that you want - they will have to produce them and you have them without breaking your contract.
An employee is an agent of the employer when working and owes a duty of loyalty to the employer. One of the obligations associated with a duty of loyalty is to refrain from receiving anything other than the employer authorized compensation for the work, rather than benefitting personally from work done on behalf of the employer. By appropriating additional benefit from the customer in a way that is unauthorized by the employer (the employer would be within its rights to sanction and authorize this conduct if desired), an employee who does not turn the profit in this transaction over to the employer has breached a fiduciary duty to the employer for which the employer would have a right to sue the employee for the amount by which the employee was unjustly enriched in the transaction. Would it actually play out this way in real life for these sums of money? Probably not. The stakes involved wouldn't justify the time and money of a lawsuit. But, breaching a fiduciary duty of loyalty to your employer in this context probably constitutes good cause to terminate the employment of the employee without paying severance that would otherwise be payable under Canadian employment law (in theory anyway, I've never seen a reported court case on point).
Financial institutions in the US are subject to regulations that restrict what sorts of things non-licensed employees can talk about with clients and advice they can give about structuring accounts and payments in ways that might avoid triggering money laundering alarms. I think this employee was being cautious about getting into a gray area and phrased the reason they couldn't talk about it poorly. The reason they were restricted from giving you an answer could be a legality, but not necessarily because they are giving you legal advice.