Yes, they can. But the best way to handle this is for the previous employer to accurately state the exact dates of employment only. This is, unfortunately, the only defense a previous employer has against a defamation lawsuit in the event any false or even inaccurate information is disseminated by the employer. Many larger companies are actually paying outsourced agencies to handle this issue due to increased defamation lawsuits. Even though many states have specific laws allowing candid, explanatory and useful information about a previous employee to be used, if truthful, those laws do NOT protect the previous employer from a defamation lawsuit initiation by the former employee at any time, whether it is a plausible lawsuit or not. The best thing you can do as an individual is to procure a letter of reference from you previous employer prior to your departure from that job. Then, the next employer has only to verify that the reference is valid from the previous employer. As an employer myself, I can tell you that a complete information refusal from a previous employer throws out a big red flag about the applicant, so if you've done bad at your last job, you might want to specify arguable issues and the nature of the problem you had with the employer on your application. If the previous employer was a smaller company, I would also be concerned about verification of just dates employed, as this indicates an unwillingness to go into detail about the applicant, another big red flag.
Not without consequences when it is questioned under oath. Not under oath, there is less of an incentive not to omit to respond, except where doing so would be unlawful.
Employers often go no further than to verify the fact of a former employee's employment; that is, employers often decline to speak to any quality of the former employee's service in employment. This is done to avoid the potential for legal liability to the former employee for offenses such as defamation.
It can be helpful to separate from an employer on good terms socially; however, the legal aspects of the implications to an employer as consequences of the former employee's separation from employment are the same regardless, and these would inform the employer's acts and omissions as regards the former employee notwithstanding the former employee's separation on good terms socially from the employer. Problems resulting from these consequences can be limited and their parameters determined through ongoing contracts and agreements between the former employee and the former employer.
Yes
The way that an employer would refuse to give an employee a handbook is they are trying to with hold a benefit.
I am not sure if employers can refuse to verify employment but they are not at liberty to discuss your job performance. Depending on the laws of your state The potential employer can ask the previous employer 5 things 1.The date that you were hired. 2.the position you were hired for. 3. the starting pay for that position 4. the date that your employment stopped. 5. if they would consider hiring you again for that position. (to which they can say yes or NO!) Any employer can also refuse to verify the employment of a former or current employee, unless the verification is being requested by State,Federal or local government agencies such welfare,social security,IRS,Police,court system ect.. Employers can also refuse to verify your previous or current employment over the telephone and ask that the person or agency seeking verification submit a written request for the information..
Yes. An employer can interview an employee regarding a theft from the company. The employee should carefully review the company policies received at the time of hire and that should be clearly posted at the place of employment. Generally, the employee can choose to have a union representative, lawyer or other person present during the interview or can refuse to be interviewed. However, if they refuse, they may be subject to termination depending on the posted company policy.If an employee is involved in theft from their employer, they should consult with an attorney before being questioned.
No. You have no expectation that your birthdate remain private.
Yes
if another employee made a mistake can my employee make me fix it for free and if i refuse can he fire me
Certainly. No law requires the employer to do more than pay you for hours worked.
Yes
An employer can refuse to give a reference for any reason.
Yes, if the employee is no longer capable of performing one or more essentila work functions, or poses a danger to self or others.
Probably, but you should check with the policies and procedures that are in place. One problem is that the employer will place the write-up in your file with an indication that you refused to sign. Another option will be to write a response to the employer, and ask to have your response placed in your file as well. Your employer will probably be ok honoring your request.
Vacation pay is an unregulated gift from the employer. It may deny or change vacation rules at will, except based on employee race, sex, religion, age or other illegal basis.