u/Kind-Mountain-7460

Location: Minnesota
exempt employee
Confused on overall legal terminology

My friend was terminated for insurance fraud due to putting her fiancée under “spouse” for her health insurance. Aside from the mistake and misunderstanding, we are navigating if it’s necessary to report to the LMFT Board:

Termination paperwork states that it was a “violation of the company’s code of conduct” and no legal ramification/reporting is coming from this with the company. Does this fall under the requirement for reporting termination details to the board when the licensure application asks for “termination due to any conduct that may be grounds for disciplinary action by a state or federal agency or regulatory board”?

We are confused on what is required of her to minimize damage over this. Not attempting to be untruthful, but not wanting to over share either.

EDIT: Her supervisor is supporting her in communicating with the board to properly notify them ahead of time in case the insurance company audits; which is where the ramifications would come from as the company did not report it themselves. Sorry if this was a stretch to put on this sub!

Location: Minnesota

My friend was terminated for insurance fraud due to putting her fiancée under “spouse” for her health insurance. Aside from the mistake and misunderstanding, we are looking to understand a few things if anyone is able to help with if it’s necessary to report to the LMFT Board:

Her termination paperwork states that it was a “violation of the company’s code of conduct” and no legal ramification/reporting is coming from this. Does this fall under the requirement for reporting termination details to the board when the licensure application asks for “termination due to any conduct that may be grounds for disciplinary action by a state or federal agency or regulatory board”? It’s a company, not any of these.

We are confused on what is required of her to minimize damage over this. Not attempting to be untruthful, but not wanting to over share either. Anything helps!

EDIT: Her supervisor is supporting her in communicating with the board to properly notify them ahead of time in case the insurance company audits; which is where the ramifications would come from as the company did not report it themselves.

Looking for advice: A friend is potentially going to get fired because their fiancé was listed under “spouse” on their health insurance for coverage. This was unintentional as they were getting married soon, considered a spouse in their eyes by definition/circumstance, not hidden from HR as they openly communicated when they went to take them off due to their engagement ending, and HR never requested/verified any documentation for proof of marriage when they added them in the first place.

-fiancé was on insurance for only 1 year out of their 5 year employment
-fiancé only used insurance a handful of times for small claims
-they have had zero problems at the company for the entirety of their employment; they are honestly a great employee
-Openly told HR of the genuine mistake

Is there any argument for them or something they could do? Is it valid to immediately go to firing? Is the company covering for themselves because they never verified? Anything would help, thank you!