Maintaining and Sharing List of Terminated Employees

healthlawyer

We are a management company that manages facilities for related entities. Each facility is a separate entity that hires its own employees. Each facility and the management company are related by affiliated or common ownership.
We want to maintain a master Employee Termination List on the management company's computer server to which each facility has access.
The purpose would be to insure that one facility doesn't hire a previously terminated employee of a sister facility without first inquiring about the reasons for the prior termination.
What issues do you see arising out of this procedure?

Gillian3

None

dchr9203

None. Sharing information with "sister" organizations functioning under a "corporate" structure, although they hire autonomously, is reasonable and acceptable.

HRQ

Logistics-wise, you have to keep the list updated, you have to count on people to remember to check it, etc.

We ask on the job application "Have you ever worked for (company) in the past? __Yes __No If yes, give location and dates."

If they answer Yes, the interviewer then conducts a reference check with the corporate office.

Our payroll system recognizes SSN's paid by our company in the past, so if they lie, we catch it upon entry into the payroll system. If they lied, we term them for providing false info on the application.

Each year, we rehire maybe 10-15 former employees, and catch maybe 2-3 people lying about working for us in the past. Our system is far less cumbersome than maintaining a list and expecting people to check it.