Employment References

HRH

Would anyone be willing to share their company policy on GIVING former employee referrals?? My e-mail is [email]cnelson@rieke.com[/email]. Thanks!

deniseE

we pretty much provide only answers to yes/no questions.

was she employed: yes.
did she quit: yes.


we do not provide a detailed accounting of behavior problems or attendance issues.

POPEYE

We only respond to written requests and only with the EE or former EE's written consent. We only give dates of employment, position held and ending rate of pay. Record Non-disclose to any other questions.

HRH

thanks for your input! Have you ever run into the problem of "negligent referral" by NOT saying more??

hrbanker

You need to be honest in certain instances. One of the questions I ask when calling references is "Are you aware of any problems he/she has that would interfere with work, such as dishonesty or a tendency toward violence?" If a reference answered that "NO", when in reality they knew the person had been in fights in their office or had been convicted of theft, they would be guilty of making a negligent referral. It is my understanding that they then have some liability if the person is hired and then steals the company car or injures a fellow worker in a violent act.

jmpmo

We only confirm dates and title. The only way you could be negligent is if you give false information.

Zanne

We confirm dates of hire and termination, rate of pay, and job title over the phone. (Just the facts, Ma'am)

If the former employee signs a release, we will verify reason for leaving in written form.

Zanne

HRH

What is the key wording on the release?? and, thanks!

jimlegal

Be honest, but stick to general "yes" & "no" answers. Commentaries will only lead you down a path you probably do not want to go.