Pressured to do something unethical

[Anonymous]

Would anyone like to share an instance of when they pushed back on pressure to do something unethical?
I'm a fed. Not even a supervisor, but have a significant amount of respect and leadership in my role.
A (acting, I should say) supervisor is now in the process of pressuring me to do something unethical.
(This is not the example, but a similar situation would be requesting reimbursement for something like reserving a restaurant or conference space for an event in our government travel system, which is clearly prohibited.)

My supervisor supports me and is trying to find appropriate ways to address this person's behavior (like a discussion with that person's supervisor on appropriate communications), and is prepared to explain to leadership that if they push for this thing, we advise that the solicitor's office weigh in.

I'm hoping that it's cleared up and dropped soon, but it weighs on me because it's hampered my ability to do my job.

I am also frustrated that people in leadership positions seem to enable this person's behavior.

I think I have been a bit insulated from things like this- generally I have an amazing experience and wonderful working relationships with my colleagues and leadership. So this is a rare event and I may be taking it more personally than necessary.

Can you share an example of a time when you were pressured to do something unethical? What did you do?

Thank you!

[Anonymous]

I have repeatedly been successful in involving the legal department/GC. Doesn't have to be a big formal referral. Simply call or email your POC in that office to "run it by them before proceeding"

Either they tell you it is fine, in which place you are good. They tell you absolutely not, in which case you are good. OR they kinda slow roll, take a long time to respond, in which case the ball is in their court and you are good.

[Anonymous]

I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

[Anonymous]

Ask them if they could put that request in a email and send it to you. If they balk, then just roll your eyes.

[Anonymous]

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

[Anonymous]

Anonymous wrote:Ask them if they could put that request in a email and send it to you. If they balk, then just roll your eyes.

They did! They sent a mass email with vague requests on how to elevate requests - I promptly replied with the policies that apply - then they went over me to discuss with the office director level. So then it went beyond me and I'm supposed to wait for direction from leadership.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

Does this boil down to: leadership above you and your supervisor are OK with a course of action, as are other people involved. You are your supervisor object?

If that is the case, there is no reason for you to be involved. Stand down unless/until your supervisor tells you to do something. If he/she does, document and do it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Ask them if they could put that request in a email and send it to you. If they balk, then just roll your eyes.

They did! They sent a mass email with vague requests on how to elevate requests - I promptly replied with the policies that apply - then they went over me to discuss with the office director level. So then it went beyond me and I'm supposed to wait for direction from leadership.

Then do that. What is the issue?
Don't let this take up space in your head while others resolve. You did the right thing. Move on.

[Anonymous]

In a former position, I literally told my boss "I am not comfortable doing this as it goes against xyz and my job is very important to me. I hope you can understand that." I didn't get any pushback. I actually had to say that in an interview process once as well.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

Does this boil down to: leadership above you and your supervisor are OK with a course of action, as are other people involved. You are your supervisor object?

If that is the case, there is no reason for you to be involved. Stand down unless/until your supervisor tells you to do something. If he/she does, document and do it.

No reporting to OIG or something? I guess I was wondering if since this would be an unethical use of taxpayer funds, would this be something I could report to OIG?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

Does this boil down to: leadership above you and your supervisor are OK with a course of action, as are other people involved. You are your supervisor object?

If that is the case, there is no reason for you to be involved. Stand down unless/until your supervisor tells you to do something. If he/she does, document and do it.

No reporting to OIG or something? I guess I was wondering if since this would be an unethical use of taxpayer funds, would this be something I could report to OIG?

Can you? Sure you can report anything you want to the OIG. But if it hasn't actually happened, there is nothing they can/will do about it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

Does this boil down to: leadership above you and your supervisor are OK with a course of action, as are other people involved. You are your supervisor object?

If that is the case, there is no reason for you to be involved. Stand down unless/until your supervisor tells you to do something. If he/she does, document and do it.

No reporting to OIG or something? I guess I was wondering if since this would be an unethical use of taxpayer funds, would this be something I could report to OIG?

Can you? Sure you can report anything you want to the OIG. But if it hasn't actually happened, there is nothing they can/will do about it.

Right. But I don't know if I would take the path of "document and do it," without additional action like reporting to OIG.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I don't understand how someone else can be pressuring you to do something that is prohibited, your supervisor agrees it is prohibited, and this is still hanging out there.

Is your supervisor weak? Or does the other person's supervisor say: We do this all the time and it's never been a problem. As in: sure it's against the rules, but everyone turns a blind eye to it?

OP here - thanks! Your questions articulate my frustration. Some complications include the fact that while I should be the person determining what policy applies, this person goes above me and pressures not only me but office directors and leadership. I told my supervisor that these interactions also make me lower impressions of our leadership - if they condone this sort of behavior and allow these sort of requests to continue, I put less trust in them.

One of our issues is that we have someone in leadership who does not like to make hard decisions. Our office director brought the request up to leadership and they responded something along the lines of "I sympathize with the request." Meaning, they aren't pushing back. So it's now back to my supervisor and me to push back and say that if we proceed, we need to involve SOL, because obviously no one is listening to us.

I think my supervisor is doing everything they can -- I think the problems may be more at the director and leadership levels.

And, this is not the first time something like this has happened with this very same person. I acted with so much grace last time - even suggesting this person maybe feels insecure in their acting role, so why don't we try to build them up and nominate them for an award for the good things they've been doing! (Dumb me!!!!)

Obviously the honey approach doesn't work in this situation!

Does this boil down to: leadership above you and your supervisor are OK with a course of action, as are other people involved. You are your supervisor object?

If that is the case, there is no reason for you to be involved. Stand down unless/until your supervisor tells you to do something. If he/she does, document and do it.

No reporting to OIG or something? I guess I was wondering if since this would be an unethical use of taxpayer funds, would this be something I could report to OIG?

Can you? Sure you can report anything you want to the OIG. But if it hasn't actually happened, there is nothing they can/will do about it.

Right. But I don't know if I would take the path of "document and do it," without additional action like reporting to OIG.

A lot of this really depends on what the action is. Is it causing harm? This basically boils down to- is significant taxpayer money being used in a way it clearly should not? Is a federal employee personally benefiting? In other words, is a contract going to somebody's spouse, or the like. Or rather, it is just out of compliance with a policy (like your original answer about events being scheduled in a travel system)

Both are "wrong", but the calculus is about whether to put yourself on the line. The shorthand for me would be- is this something likely to make the Washington Post if revealed? If yes, report. If not, don't.

Either way "document and do it" first.

[Anonymous]

I have used the "document and do it" approach in situations where I disagreed with how something was being done, but if it is something unethical, I would refuse to do it.

[Anonymous]

A friend was asked to sign financial statements for an agency that was accused of accounting fraud. Stand your ground.