Listed my employment history, with one written reprimand at my current employer for missing a weekly COVID test (I indicated I mitigated this by getting the vaccine shortly after) but at my job prior to this one I have an issue which I’m not sure if it’ll cause concern.
I had romantic relations with a coworker that was on the same team as me. My manager found out, had a meeting with me and her, and decided to have me switch teams (there were two teams at this job that did the same function). The only people that knew were the two teams and even then they didn’t learn the full extent of the situation, other than that I was swapping teams.
Nothing to my memory was signed or formally filled out. I called my prior manager recently to double check on this and to her memory there was no signing of anything/official reprimand in place.
I don’t feel that I am at risk for blackmail/coercion as this was something that was incredibly hush-hush, at least the way my previous job handled it. This happened about 3 years ago, and no one has ever brought it up again.
I tried to request my employee file from HR at this company but to no avail.
I listed this down in section 13A of the SF86 and indicated that I don’t know if there’s any documentation of this but I am including as an abundance of caution.
Am I screwed regarding this scenario?
Everything else in my SF86 is fine, I’m up to date with financials and no foreign contacts, etc.
The one thing you did to get a warning isn’t a huge deal (missing one weekly covid test) that likely happened a few years ago at this point and the forced transfer that you had to do was probably not considered to be disciplinary action by the employer (which is most likely why you never saw or signed any paperwork associated with the incident).
Another view from an investigator. An employment issue doesn’t have to be documented to be relevant. Your prior supervisor will be interviewed if it’s a TS. They will be asked it there’s any reason to question your judgment or if there is anything that could be used against you for blackmail, how well does Subject follow policy and procedures,
and the relationship could be brought up. The more “hush hush” something is, the more it’s viewed as possible blackmail material. If the relationship does come up then possible questions could be: was the relationship against policy? Was it reported by subject or did he keep it secret? Was he verbally reprimanded? What were the consequences? Who was involved ? Who all knows? Depending on answers, questions can go on from there. The relationship itself is not a reason for denial but matters regarding honesty, integrity, judgment, and discretion are all adjudicative topics and may have bearing on your suitability or eligibility.