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EXCELLENT Based on 387 reviews sean thompson2024-09-06Trustindex verifies that the original source of the review is Google. Just took the SRO course. What an absolute outstanding training!!! I am not an SRO and have not been one. But as the Captain I need to learn and understand as much as I can. This course is excellent to have a better understanding of the law and the SRO... Keep up the great work B2G!!!! Doug Wallace2024-08-29Trustindex verifies that the original source of the review is Google. Good information provided on S&S James Scira2024-08-27Trustindex verifies that the original source of the review is Google. Great training. I would recommend Blue to Gold training to members of LE. Nichalas Liddle2024-08-21Trustindex verifies that the original source of the review is Google. I have had the pleasure of getting to watch some webinars from Blue to Gold and have enjoyed all the insights and knowledge that the instructors have. Good training for all of us in LE careers. Keep on with the good work yโall do. brian kinsley2024-08-21Trustindex verifies that the original source of the review is Google. Great training, refreshers, topic introductions. I love the free webinars! It really helps when budgets are tight. Thank you!! Tim Crouch2024-08-21Trustindex verifies that the original source of the review is Google. Great, free webinars. Thank you. I love the attorney provided content for up to date and accurate information. Anthony Smith2024-08-21Trustindex verifies that the original source of the review is Google. Awesome stuff!
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The defendant was a federal employee who was suspected of taking money in return for favorable treatment. There was an on-going criminal investigation of the defendant concurrent with this civil/administrative inquiry. He was called for four interviews. In three of those interviews, the defendant was not told that his answers would not be used against him in a criminal prosecution. In one interview he was told of this fact. The defendant was fired for violating a personnel policy that required employees to provide information in their possession about agency matters and to allow agents to obtain information on employee financial matters.
Whether the defendant was advised of his options and the consequences of his choice and was adequately assured of the protection against the use of his answers or their fruits in any criminal prosecution?
No. The government must provide sufficient warnings.
In citing Gardner v. Broderick, the appellate court reaffirmed that a person cannot be discharged simply because he invokes his Fifth Amendment right against selfincrimination in refusing to respond. The appellate court also cited Garrity v. New Jersey, holding that a later prosecution cannot constitutionally use statements, or their fruits, coerced from a government employee in an earlier disciplinary investigation by threat of removal from office if he fails to answer questions. A government employer can insist on answers or remove an employee for refusal to answer if the employee is adequately informed both that he is subject to discharge for not answering and that his replies (and their fruits) cannot be used against him in a criminal case.
473 F.2d 1391 (1973)
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