Comments on: Exporter and Former Exec At Odds Over Export Charges http://www.exportlawblog.com/archives/1023 Latest News on DDTC, BIS, OFAC, and other export law matters Fri, 10 Feb 2012 10:06:23 +0000 hourly 1 http://wordpress.org/?v=3.0 By: Chris W. http://www.exportlawblog.com/archives/1023/comment-page-1#comment-92124 Chris W. Wed, 09 Dec 2009 17:50:06 +0000 http://www.exportlawblog.com/?p=1023#comment-92124 Wouldn't it be great if somehow during the course of this, we got something in writing from BIS about whether a Denial Order applies to an employee of a denied company? Or vice versa? Or whether a professor/student of a denied educational institution should be considered restricted as well? Wouldn’t it be great if somehow during the course of this, we got something in writing from BIS about whether a Denial Order applies to an employee of a denied company? Or vice versa? Or whether a professor/student of a denied educational institution should be considered restricted as well?

]]> By: Hillbilly http://www.exportlawblog.com/archives/1023/comment-page-1#comment-92123 Hillbilly Wed, 09 Dec 2009 17:10:10 +0000 http://www.exportlawblog.com/?p=1023#comment-92123 Ignoring past sins is always a bad idea: In one old case (UCAR), BXA now known as BIS, stated in its press release that its suspicions were aroused when the respondent started submiting license applications when it had not done so before. But terminating employees who have knowledge of export violations is perhaps the single easiet way to get a government invitation to count the buffalo herd that lives across the road from the Federal Prison Camp at Ft. Leavenworth for a number of years. Many companies just assume that they can just fire an employee who knows that the employer has committed undisclosed violations and that the poor little employee will simply disappear. The fact is that the single greatest source of investigative leads is from disgruntled employees. In no few cases, the government has acted upon the information provided by an unhappy current employee or even a former employee who was terminated for cause. So, if you are an executive or HR manager at a company that has export problems, and you have a passion for counting buffalo, by all means, go ahead and fire that employee who knows about it. Kansas is a wonderful place. Ignoring past sins is always a bad idea: In one old case (UCAR), BXA now known as BIS, stated in its press release that its suspicions were aroused when the respondent started submiting license applications when it had not done so before.

But terminating employees who have knowledge of export violations is perhaps the single easiet way to get a government invitation to count the buffalo herd that lives across the road from the Federal Prison Camp at Ft. Leavenworth for a number of years. Many companies just assume that they can just fire an employee who knows that the employer has committed undisclosed violations and that the poor little employee will simply disappear. The fact is that the single greatest source of investigative leads is from disgruntled employees. In no few cases, the government has acted upon the information provided by an unhappy current employee or even a former employee who was terminated for cause.

So, if you are an executive or HR manager at a company that has export problems, and you have a passion for counting buffalo, by all means, go ahead and fire that employee who knows about it. Kansas is a wonderful place.

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