Insurance Journal Forums

A year ago you hired a new producer. She has proven to be brilliant in all ways; an exceptional employee.

In a private meeting she admits to you that she lied about her college degree on her employment application. She also admitted to not completing the CIC designation even though she actively uses the designation in her email signature and other office correspondence.

What do you do, if anything?

That's a tough one. I'd probably fire her. I'm working hard to earn the CPCU designation right now, and it offends me that someone would use a designation without actually having earned it. I'm sure that if the National Alliance found out about it, they'd have have an attorney send her a letter requesting she cease and desist using the designation anyway. The college degree... I don't know that there's anything you can do. But the bottom line is that she's a liar. What lies will she use in the job to get ahead? Will she lie about coverage to a client to get a sale? Or lie to an underwriter to be able to make a sale? Where does the lying stop?


Here's kind of a modified version of the situation I'd like everyone's perspective on... What do you do with the excellent writing csr that has a casual marijuana habit and has been accused of selling? Lets say it hasn't had any effect on her job performance...

I know everyone will have different opions on this but, mine is I look at it like alcohol. As long as you don't do it before or during work I am ok with it.

Ind. Guy --

#1 - Newspaper Headline: Insurance Agent Arrested For Selling Drugs. Not great PR.

#2 - Drug users are a bad long-term bet. Her usage will eventually become known as will your knowledge of same. How will that improve your reputation with other employees and clients?

#3 - Her criminal activities and your knowledge of them exclude her from your employee dishonesty coverage.

I would terminate the CSR with the casual marijuana habit as soon as I was aware of it. If you want to be and stay successful in the business you have to maintain keep high standards for your employees.

Dope Smoking Agent.
Do as I say not as I do!

I say you also go to the local pub and look for your employees that are sipping. What you didn't know alcohol was a drug? Unless something changed since my chemistry classes of 40 years ago, chemicals are chemicals. Doesn't really matter what you call them and an addiction is an addiction. My drug of choice is a good, dry, robust Cabernet.

Dope Smoking Agent wrote:I would terminate the CSR with the casual marijuana habit as soon as I was aware of it. If you want to be and stay successful in the business you have to maintain keep high standards for your employees.

Dope Smoking Agent.
Do as I say not as I do!

If your producer is willing to lie to you to gain a job, how much is she willing to lie to an underwriter to get an account? Whether she smokes the ganga, or drinks martinis, or smokes cigarettes isnt an issue. She lied on her job application, she continues to lie by using a designation she has not earned, you have no choice but to let her go.

JMHO

Dope Smoking Agent wrote:I would terminate the CSR with the casual marijuana habit as soon as I was aware of it. If you want to be and stay successful in the business you have to maintain keep high standards for your employees.

Dope Smoking Agent.
Do as I say not as I do!

LOL!!

I would fire them all, if the lying on is lying to your clients and underwriters and the companies you represent, then it is YOUR ASS they will come after.

fire 'em all, there are always more of em

Wouldn't have ever been a problem at my office. I always check references and verify post high school education, including degrees and industry designations. It might take an hour more, but it's worth it!

Swymmer

Confession is good for the soul (I have heard it said). This employee seems to have realized her situation and has decided to "come clean". That is to her credit. Another meeting is definitely in order to determine if there is any other depth and/or breadth to the situation. The reason(s) for her actions must be uncovered and a course of remediation established. This "brilliant" employee may be salvageable and could go on to be a great success with the proper guidance and education. One must set the example and live it to assist others in finding "the way". Once I reviewed a commercial account and discovered an extremely important coverage had dropped off the renewals two years ago. Whoever had reviewed the account prior to me had missed the drop. (carriers can be clever - intentionally and unintentionally). I immediately sent an endorsement request to the carrier to add the coverage. Any "damage control" or finger pointing, etc was secondary to doing the right thing for the insured. Requiring the employee to stop using CIC after her name and demand she sign up for the course and secure the designation appears very reasonable. She should also start some college courses to obtain that degree she obviously desires to have. Building up is always preferable to tearing down (to my way of thinking). Just a few thoughts.
Regards, Dar Novak AAI

I think I would tell the employee she needs to get her CIC asap. And 86 the CIC after her name until she earns the darned designation!

I probably would not fire her for lying about her credentials if she were an invaluable asset to the company.