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Complete re-edit to avoid speculation:

An employee lied to a new customer completely behind the back of the PM/leads/management that he/she was not being allocated (he/she actually was 100% allocated) and therefore available for a new project which he/she liked better. Nobody knew about this conversations, the new customer expects delivery and the old team is stretched thin by this (and the old customer may have some projects which run late, potentially causing financial damage). There are circumstances which prevent management level from communicating clearly, but I was one of colleagues in the team to whom she bragged about how great this move was, and how cool it was to lie also to PM and management.

Would it be appropriate to have a clarifying conversation with the technical side at the old/new customer (both in one company), to clearly state that they should be very careful about promises of this employee in the future, pointing out that he/she intentionally lied, even if this information may damage the employees further career in the projects at the customer? Up to now our team/management was playing nice and took the blame under "there was some miscommunication".

closed as primarily opinion-based by gnat, Solar Mike, Dukeling, Anketam, aaaaa says reinstate Monica Jul 19 at 19:04

Many good questions generate some degree of opinion based on expert experience, but answers to this question will tend to be almost entirely based on opinions, rather than facts, references, or specific expertise. If this question can be reworded to fit the rules in the help center, please edit the question.

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    To achieve what? I think this is very shaky. Objectively proven? In whose opinion? They were reprimanded by HR? Will this person be fired for cause? If not, and this leaking will cause this person not to be hired at their next company then it seems to me that this gets very close to libel. – onnoweb Jul 19 at 17:14
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    @onnoweb: for libel/defamation the information must be false. The person stating the fact proudly to the fact of lying of two colleagues and leaving proven track record by emails is objective. – Sascha Jul 19 at 17:22
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    If this is about trying to save the relationship with the business partner then you don't do it by just informing (I mean, leaking to) the partner that you had this rogue employee. You do that in a proper meeting, acknowledging that the project was not managed well, is off track and here are the actions your company is taking to correct. – onnoweb Jul 19 at 17:36
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    To be clear, are you asking if YOU should leak the information to the client? Or if your COMPANY should leak the information? – Lumberjack Jul 19 at 18:31
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    I think this, more than any other question I've read, is where the OP is really really really hoping for one specific answer. – Kevin Jul 19 at 21:08
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It's unlikely that there will be significant benefit to attempting to disparage this person.

If you inform your customers that this person acted alone, your customers will wonder why there was not enough oversight to prevent this.

If you inform companies that may be looking to employ the person, then it will become a case of their word against yours and the companies may question your motivations and truthfulness. If these companies are current or potential customers, then the above holds doubly: why was there no oversight to prevent this and why is there no oversight preventing backstabbing colleagues from spreading stories.

Your best course of action is to be glad the bad apple is gone, ensure you and your company deliver good quality results moving forward and avoid interacting with that person in a professional capacity in the future.

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