October 20, 2021

Volume XI, Number 293

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October 19, 2021

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October 18, 2021

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Non-Courtside Madness? Resume Fraud Costs Manhattan Coach Steve Masiello From Securing South Florida Coaching Job

Our attention on the NCAA college basketball tournament was temporarily diverted by the non-courtside drama that played out this week when the University of South Florida revoked its head coaching offer to Steve Masiello after it learned that he lied about his educational credentials.

Coach Masiello had signed a deal to become head coach of USF’s basketball program. However, the USF background check revealed that Masiello had never actually graduated from the University of Kentucky as he claimed on his resume. USF rescinded the job offer as a result – something perfectly legal of course because an offer of employment or an ensuing contract based on false information can be revoked if the false information is important to the employer making the hiring decision.

Fraudulent credentials in the workforce – whether outright lies, half-truths or shades of it – are rampant. It is easy to understand why some employers cannot easily uncover inflated job titles, salaries, or how long an applicant was really employed in a prior job because that information is only available if prior employers are willing to release it. Although it would seem that confirming educational credentials is easy, that is not always the case. Last spring, this firm represented the Amedica Corporation at trial in its successful defense of various employment contract claims brought by its former CEO.  The company succeeded in part because its CEO had claimed to have a BS in Business Administration from “LaSalle University,” and it turned out that the “LaSalle” he referred to on his resume was a diploma mill in Mandeville, Louisiana run by an individual who was later convicted and served time for Federal mail and wire fraud.

The point is that at first blush, credentials that seem fine on the surface may in fact be completely bogus. The time to vet the candidate – and I mean really vet the candidate – is before the person sets foot in the employer’s door.

©1994-2021 Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C. All Rights Reserved.National Law Review, Volume IV, Number 86
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About this Author

Jennifer Rubin Employment Attorney Mintz
Member

Jen draws on 30 years of experience crafting legal solutions to employment challenges. Her clients include small and large businesses and individual representation of executives. She advises technology, financial services, publishing, retail, professional services, and health care companies seeking regulatory, litigation, and compliance advice. She divides her employment practice between wage and hour compliance and trial practice, with a focus on class actions, trade secrets and employment mobility disputes, and the defense of discrimination, retaliation and other disputes arising from...

858.314.1550
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