June Pyle, a long-term employee at Electropic LLC, was awarded a promotion as SeniorProject Manager.Ms. Pyle has been with Electropic LLC for 10 years and her reputation ofbeing an exceptional leader is what ultimately granted her the promotion.However, at the startof her career, Ms. Pyle lied about her education on her resume.While Ms. Pyle had intentions offinishing her Master of Business Administration graduate degree, she never completed theprogram and currently all her business cards and signature line of her email stated “Ms. JunePyle, MBA” as though she had.Sometime after Ms. Pyle was hired, Electropic LLCimplemented a policy which states that potential employees must submit transcripts for alldegrees listed on their resume.Melissa Aldredge, another candidate being considered for theSenior Project Manager position, was made aware of this misrepresentation and reported thediscrepancy to Human Resources (HR).The purpose of this report is to give a recommendationto Vice President Dodger on how HR should address this issue.By using Badaracco’s rightversus right framework, my analysis will explore all possible courses of action to make an ethicaldecision.Professor Badaracco explains the theory of right versus right as an ethical dilemma whichcould end with multiple right responses. Which way of proceeding will guarantee the best net-net consequences?Ms. Pyle committed resume fraud which is a broad legal concept thatincorporates a variety of fraud and misrepresentation, both civil and criminal (Bombardieri &Ryan, 2007).If a potential candidate lies on an application for a state or federal employer, itcould be considered a crime as it is illegal to both lie to a federal or state government agentand/or attempt to defraud the government.An at-will employee could be terminated if one wereto commit such an act.2
