Gross misconduct - references

ericonabike

A friend has been dismissed for gross misconduct. The dismissal letter includes a signed reference, stating that it is company policy only to provide the information below - namely name, job title and period of employment. It makes clear that they will not provide verbal references.

This seems like the one piece of positive news in the situation - he had assumed that any reference would include the fact that he had been dismissed. Based on this, could/should he be economical with the truth re reason for leaving last job? Maybe something along the lines of 'we had a disagreement and agreed to part company'. Seems a shame to bring up the whole issue of his dismissal if his former employers are not going to do so.

Guest101

It can depend. What someone says over the phone, a coffee, or down the pub isn't ever going to be known.

steampowered

There is no need to draw attention to the dismissal. A vague response would be fine (although the new employer may suspect).

But I would avoid lying. If you get caught fibbing in a job interview process that will be the end of it, and if you were found to have lied in a job interview that could result in dismissal after being hired.

TELLIT01

It's probable that questions will be asked at interview to get more detail of the disagreement so he would need to be very careful how he answered in order to avoid lying.

System

Almost every company I worked for had a policy not to provide references, but only to confirm dates of employment. I had assumed this was the norm?

Fireflyaway

I wouldn't mention the disagreement because they are bound to want to know the details. Find another reason if they do ask why he / she left. The travel time was too long / wanted a new challenge and was able to manage financially without a job for a while ( or took time out to travel / volunteer / care for a sick relative?! ).
I have been asked to supply references and have requested them numerous times. Some organisations just provide dates of employment, salary and job title but others ask all sorts - sickness time / any disciplinary action / would you employ them again / time keeping / team work etc. Lots of organisations keep it simple, because they might get embroiled in a dispute if the person didn't get the job off the back of their references.

ericonabike

Thanks for that. Will work with him to find something vague but not wholly untruthful...