Posts Tagged ‘Legal Information’
Important When Give Reference Point
One of your potential employee has just resigned. He applied for a job in a company and enter your name as one of the reference. The new office was a former employee of your call and ask you to provide references about him. What should you do to make it look more professional. Are you going to retort with “no comment” and hung up? Or with an elegant and sincere heart you are giving the company an opportunity to ex-employees you that?
As a person who employs another person, you know that obtaining references from previous managers of the applicant you make things easier in selecting the best person for a particular job. However, when the table rotates and you are asked to provide references then you may reject it. Because all companies are afraid to give a reference. In particular, when it comes to things that are negative. This is due to make the referees look to discrimination, defamation or worse than that.
When it is rolled, the law allows protection for companies in the region and somewhat difficult to prove that a reference cause undue harm. However, you are at risk of legal hassle if you are known to have a record of making defamatory or false positive information about former employees. In other words, lied when giving a reference is a legal crime.
So before giving a reference, there are some things you should consider. Because giving the reference is part of the professional code. It is a good way for prospective companies to obtain the correct and factual information about their applicants. Remember, a reference is confirmation of the employee and not an opportunity to gossip or talk about things in the back of the person concerned. There are several lists to provide practical recommendations when giving references, see below.
Tell the truth. Give facts and opinions that you can give the facts.
Make statements clear and unambiguous. A true statement may still be interpreted as slander if it is not perfect or misdirected. Therefore, avoid the statement that the employee is excluded due to errors or unsatisfactory performance or vague reasons.
Answer the question. References should be limited to only that information that needs to be known by the prospective company. Remember, you are not obligated to provide the requested information if you do not feel comfortable or can not accept the question.
Focus only on the facts associated with the job. Provide relevant information about the performance of employees in your company. Do not comment on the personal lives of employees.
Consider those who need. Such information is only granted to persons or parties who have legitimate business to reference it. For example, a statement to friends or other employees who do not have the legal right to know why the employee concerned can be said to be dismissed as slander. Best of luck.