Quote:
Originally Posted by Frank
Well firstly they don't have to respond to anything. They work for the employer and if the employer chooses not to respond to your complain then tough luck. Secondly, there is no legal duty to respond to your complaint, especially as you would in this case be complaining about a company recruitment policy.
I'm not sure how we got from unspent convictions for salespeople to knowledge of premeditated murder, but I'll bite 
In your scenario, your argument is flimsy at best, technically wrong at worst. The legal word for "accomplice after the fact" is "Accessory," which is someone who actively participates in the commission of...murder in this case. There is no such thing as "accessory after the fact".
And there is no plausible way that any judge could find someone guilty of being an "accessory" just by knowing about an expressed intent to perhaps do something in the future. |
I was stretching it a *bit*
but my point is still valid though. If you bring something to the attention of HR that may be illegal then ignoring it isn't an option. All that does is dig them into the brown stuff as well.
As for my 2nd point, if the Salesman feels *that* strongly about it and is absolutely sure of his facts then he has a MORAL obligation to put his money where his mouth is and turn whistleblower.