Partner has been dismissed

liney

SomeBozo wrote: »

This is not strictly true and I do wonder about these so called courses. Bozo

The "so called" course is a CIPD course ie from The Chartered Institute in Personnel Development: the Uk's leading professional body.

Where is your information from? I will query it if they are indeed giving us incorrect information.

max2009

Did they have the proof to sack him ? If not he may need fight it to clear his name so to at least given himself a fresh start.

SomeBozo

liney wrote: »

The "so called" course is a CIPD course ie from The Chartered Institute in Personnel Development: the Uk's leading professional body.

Where is your information from? I will query it if they are indeed giving us incorrect information.

Please query it with my comments.

You stated :

apparently an employer is obliged to confirm dates, title and reason for leaving in a reference as a bare minimum

There is no legal requirement to provide a reference. Please quote my comment as it appears from your comment that there is some kind of obligation to provide a reference.

Regarding :

A lady commented that she had recently neglected to mention on a reference that a lady was dismissed for fraud and was told that her company could be subject to legal action if the new firm found and and chose to persue the fact they had not made the information available

This sounds to me like the type of comment someone makes at a coffee break or prefaced with a "don't quote me on this, but let me tell you a story I heard from a friend of a friend" which does not hold up to scrutiny.

I have worked with the CIPD many times in the past and its the type of comment the CIPD will deny ever happened.

Try it and see if you don't believe me.

The CIPD are all about "best practice". 99.9% of what they say is what an employer will listen to as best practice in regard to employment law and etiquette.

However, off the cuff remarks that delegates take back to the workplace and quote as "I learned off the course" can be misleading.

Indeed over zealous remarks about "You can't give a bad reference" often stems from "courses" that the faciliator are out of touch or misinformed.

Bozo

dmg24

SomeBozo wrote: »

Please query it with my comments.

You stated :



There is no legal requirement to provide a reference. Please quote my comment as it appears from your comment that there is some kind of obligation to provide a reference.

Regarding :



This sounds to me like the type of comment someone makes at a coffee break or prefaced with a "don't quote me on this, but let me tell you a story I heard from a friend of a friend" which does not hold up to scrutiny.

I have worked with the CIPD many times in the past and its the type of comment the CIPD will deny ever happened.

Try it and see if you don't believe me.

The CIPD are all about "best practice". 99.9% of what they say is what an employer will listen to as best practice in regard to employment law and etiquette.

However, off the cuff remarks that delegates take back to the workplace and quote as "I learned off the course" can be misleading.

Indeed over zealous remarks about "You can't give a bad reference" often stems from "courses" that the faciliator are out of touch or misinformed.

Bozo

I would agree with the comments of SomeBozo, in particular that CIPD provide guidance as to best practice (which will be within the law), but not a strict definition of the law. There is a big difference. I found the same whilst studying towards my CIMA qualification (and the tutor was unable to elaborate further on the actual law relating to the subject).

SomeBozo

dmg24 wrote: »

I would agree with the comments of SomeBozo, in particular that CIPD provide guidance as to best practice (which will be within the law), but not a strict definition of the law. There is a big difference. I found the same whilst studying towards my CIMA qualification (and the tutor was unable to elaborate further on the actual law relating to the subject).

Thank you dmg24.

I don't mean to knock the CIPD. If everyone followed their advice to the letter, the employment arena would be a happier place for both employees and employers.

However you need to remember that it is only "best practice" and not the actual letter of the law (employment).

Bozo

liney

SomeBozo wrote: »

Thank you dmg24.

I don't mean to knock the CIPD. If everyone followed their advice to the letter, the employment arena would be a happier place for both employees and employers.

However you need to remember that it is only "best practice" and not the actual letter of the law (employment).

Bozo

Whist i agree that most of the course is all about "best practice", this was not an off the cuff remark, nor a story, as one of the other students was blushing, mumbling and generally worrying that she could have landed her company with a large fine. It was not a off the record conversation in any way shape or form, but a lecturer standing in front of 25 students stating this as fact.

I am going to query this as i am in the process of reviewing my referencing policy as a result of this information.:rolleyes:

SomeBozo

liney wrote: »

I am going to query this as i am in the process of reviewing my referencing policy as a result of this information.:rolleyes:

Please let me know if they respond.

Bozo

liney

College on holiday right now, but i will do.

Amber07

My OH has been going through the same thing.

Your partner can get jobseekers allowance even though he was sacked. He can also get rent and council tax paid for him, as well as free prescriptions. Get him to an appointment at the jobcentre asap, it can take 4-6 weeks for things to be processed.

Does he have anyone else who could provide a reference for him? Or is he friends with anyone more senior who would be willing to provide him with a reference?

SomeBozo

liney wrote: »

College on holiday right now, but i will do.

Did you ever ask?

Bozo