I thought bad references were illegal?!

JonathanStewart

Torry_Quine wrote: »

I didn't say they were actually. :mad:

you were kind of inferring it.

Torry_Quine

JonathanStewart wrote: »

you were kind of inferring it.

That's your interpretation then. I am not going to speculate.

tomjonesrules

JonathanStewart wrote: »

And what if it was one specific incident where an individual had a dispute with another person and was dealt with informally i.e. no investigation or hearing. Would it be OK to put it on file even if it was understood that the matter would go no further?

If something is 'dealt with' in the workplace it is only only informal in so far as no formal action (e.g. a warning or PDP put into place) is instigated. If it happened, there is no reason why it should not be put on record.

Torry_Quine wrote: »

That's your interpretation then. I am not going to speculate.

I get the impression JS likes to put his own interpretation on everything!

JonathanStewart

tomjonesrules wrote: »

If something is 'dealt with' in the workplace it is only only informal in so far as no formal action (e.g. a warning or PDP put into place) is instigated. If it happened, there is no reason why it should not be put on record.



I get the impression JS likes to put his own interpretation on everything!

guilt by implication, by association - the very things you yourself seem happy to advocate in employers dealings with its own staff!:p

tomjonesrules

JonathanStewart wrote: »

guilt by implication, by association - the very things you yourself seem happy to advocate in employers dealings with its own staff!:p

You're misunderstanding the difference between fact and opinion again aren't you? Where has anyone suggested that anything other than fact should be recorded?

dandelionclock30

Is there anybody there ( sounds like a ouiji board seance) who has had a previous bad reference from their last employer? If so how did you deal with the issue and move forward into employment. Did you tell the truth, lie or have you now a multi million pound empire from being self employed?

JonathanStewart

tomjonesrules wrote: »

You're misunderstanding the difference between fact and opinion again aren't you? Where has anyone suggested that anything other than fact should be recorded?

fact according to who?

what if (for example) a few instances of being late have been recorded as going AWOL for an extended period of time?

tomjonesrules

dandelionclock30 wrote: »

Is there anybody there ( sounds like a ouiji board seance) who has had a previous bad reference from their last employer? If so how did you deal with the issue and move forward into employment. Did you tell the truth, lie or have you now a multi million pound empire from being self employed?

I have seen a few instances - one explained what had happened (she had left mid disciplinary based on flawed advice that it was better to quit than possibly be sacked) and the new employer accepted her explanation, and the second did temping for a while so they had a more recent reference to offer.

tomjonesrules

JonathanStewart wrote: »

fact according to who?

what if a few instances of being late have been recorded as going AWOL for an extended period of time?

Then that would not be a fact, would it! :rotfl:

JonathanStewart

tomjonesrules wrote: »

Then that would not be a fact, would it! :rotfl:

but according to you, the employer is allowed to say these things, if it is written down as being AWOL?

what if there is conflicting evidence?

what gives?