For government contractors, a debarment immediately renders them ineligible for government contracting and, in turn, cuts off revenue, leading to potential irreparable harm.  For individuals facing debarment, the effect is equally as dire, as most government contractors will immediately terminate an employee who has been proposed for debarment, or at a minimum, place the employee on leave pending a resolution.  With such high stakes, those who find themselves in the crosshairs of such proceedings inevitably have questions.  What should I do if I am debarred, and how does debarment affect me?  How will my reputation be impacted by debarment?  What can I do to avoid debarment?  Unfortunately, adequate answers can be difficult to find.

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Contractors are well aware that being suspended or debarred renders them ineligible for federal contracts and subcontracts.  Many contractors may believe that suspension and debarment are not realistic risks for them if they already have a robust ethics and compliance program or strong internal controls.  Nevertheless, the risk of suspension and debarment can crop up suddenly and unexpectedly, such as when misconduct has been concealed or errors have gone undetected.  For this reason, contractors should have a baseline understanding about what to do if they must engage with a Suspending and Debarring Official (“SDO”).  This post explores ten common misconceptions about suspension and debarment, with the aim of helping contractors understand the landscape and respond effectively.

Continue reading at:  Government Contracts Navigator