I recently started a new job with a defense contractor on a Navy aviation-maintenance contract. I previously served in the military in aviation maintenance administration and have worked for several defense contractors since leaving active duty.
I am concerned about how my departure from my previous employer could affect my current Tier 3/Secret clearance process and my ability to obtain a contractor CAC.
At my previous defense-contractor job, my lead/management directed me to handle or report work time in a way that I eventually believed might be improper or inaccurate. I followed the direction for a period of time. I understand that following a supervisor’s instruction does not necessarily eliminate my own responsibility.
I eventually reported the timekeeping concern through internal ethics/HR channels. During the company’s review, I acknowledged that I had followed the direction and explained who gave it to me and the circumstances surrounding it.
I was never fired, suspended or formally disciplined, as far as I know. I had already accepted a position with a different defense contractor in another state, submitted a voluntary resignation, worked through my notice period and completed the company checkout process. Nobody told me I was being terminated or that I needed to resign to avoid termination.
However, the circumstances surrounding my final days were tense, and I am concerned that the previous company may have marked me as not eligible for rehire or may characterize the situation as timecard fraud if contacted by an investigator.
At the new company:
I passed its preemployment background screening and drug test.
My start date was confirmed, and I have begun working.
Nothing related to my former employer was raised during onboarding.
I still need to complete the CAC/base-access process.
I submitted my security-clearance questionnaire today.
My job requires me to obtain and maintain the appropriate clearance and installation access.
I have retained my resignation notice, proof that I accepted the new position before resigning, checkout paperwork, ethics-report information and any available communications concerning the management direction.
My questions are:
How much weight would an investigator or adjudicator give an accusation from a former employer when I was never terminated or formally disciplined?
Is an internal “not eligible for rehire” designation relevant to clearance adjudication by itself?
If my former employer describes this as timecard misconduct, will I normally be given an opportunity to explain and provide documentation?
Is this more likely to cause additional questions or delays, or could it realistically result in denial or revocation?
Could my current contractor terminate me during probation simply because the former employer raises the allegation, even before a final clearance decision?
Has anyone handled or experienced a comparable situation, and what was the eventual outcome?
I am not looking for reassurance or trying to avoid responsibility. I want realistic opinions about how investigators, adjudicators, FSOs and defense-contractor HR departments ordinarily handle a disputed employment incident like this.
I intend to answer any investigator’s questions truthfully, acknowledge my own participation, explain the management direction and ethics report, and provide supporting documents if requested.