confidentiality

System

If a former employee who was "voluntarily terminated", reapplies to a different location within the same company, does the hiring manager of the new location have a right to know the detailed history of why the employee was terminated the first time around or do we still apply the 'just the facts' rule to this as well? What are the limits of the information they can have?

What are the legal boundaries of confidentiality within the same corporation? I know we would never disclose this for an employment verification for an outside company.

Thanks.

Don D

I don't think any 'legal boundaries' would apply since its within the same corporate organization. If you have a centralized, corporate HR office, they should be the one to rule on the applicability of the previous record to the current application. On a 'need to know' basis, you could certainly decide that another 'manager' in the organization has a 'need to know' in a hiring situation.

Down_the_Middle

I concur with Don D...........