References

TheFrugaliser

If I get asked for a reference for an employee who I haven't had a good experience off, am I allowed to give a bad reference or am I meant to just refuse the reference.

I am told it is the former but am bit confused.

amberowl28

You can just confirm the basic details name, dates worked, wage etc. If you want to add anything else you can but stick to facts.

Emmzi

define 'bad experience'.

I wouldn't for example give an opinion (I found him a bit bolshy) but would be factual (he was dismissed for stealing company property)

bristol_pilot

If you don't know the answer to this question, you are not experienced enough to be writing references.

Emmzi

bristol_pilot wrote: »

If you don't know the answer to this question, you are not experienced enough to be writing references.

How will he get experienced if he doesn't do stuff? Asking for help is a great start!

SomeBozo

TheFrugaliser wrote: »

If I get asked for a reference for an employee who I haven't had a good experience off, am I allowed to give a bad reference or am I meant to just refuse the reference.

I am told it is the former but am bit confused.

The easy option :

Just do the basic stuff : Position held. What dates. Sick record.

The not easy option :

The reference should reflect their personal file. If any diciplinary stuff got official and ended up there, include it. Likewise, if they got letters of commendation, include that. You can be as frank as you like as long what you say is true. Don't give opinions like "He is not trustworthy", rather say "he was diciplined for stealing". You can only write that if you have all the paperwork in the file with signed both parties recognition.

Since you seem a bit unsure, why not write it and let your HR/advisers see it first to ensure you have a second opinion.

Thanks
Bozo

bristol_pilot

You can still be sued if what you write is literally true, but unfair or misleading 'in the round'*. It's a minefield, so I suggest you don't write references until you know what you are doing, for example get some training.

*for example, you might write 'this person has 150 customer complaints made against them' - such a statement, even if literally true, could be misleading or unfair if, for example, all the complaints were lodged maliciously by one person.

SomeBozo

bristol_pilot wrote: »

You can still be sued if what you write is literally true, but unfair or misleading 'in the round'*. It's a minefield, so I suggest you don't write references until you know what you are doing, for example get some training.

*for example, you might write 'this person has 150 customer complaints made against them' - such a statement, even if literally true, could be misleading or unfair if, for example, all the complaints were lodged maliciously by one person.

Scaremongering.

What would happen there is the staff would be investigated. If the complaints where upheld it would be dealt with in the usual way.

If they were found to be untrue the matter would be closed and hence never appear on their "record" and hence not on their reference.

Bozo