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Do you have the right to know what a previous employer tells a prospective employer?
In Canada you have the right to go to the former employer and ask to see your employee file and they have to accommodate the ex employee. However, what is in your file and what the former employer says behind your back are two different things. I always get a Letter of Recommendation from former employers because it covers your back. If they say anything else they would look like a complete fool because you have it in writing with your Letter of Recommendation. Employers don't have to give you a Letter of Recommendation, but give it a go. Every bit helps.
What else can I help you with?
What do you think your previous employer tells me if ask about you?
I expect that the employer will reveal my dates of employment, pay rate, and will comment on the quality of my work and conduct and attendance. No law prohibits or limits the employer doing all of that.
Was kushina the previous kyubi host?
yes she tells naruto in chapter 498 or 499 i can't remeber, but she tells him right at the end of the chapter lol
Why do employers check credit?
A credit check can provides a couple of valuable pieces of information about you to a prospective employer. With your credit history, an employer can determine how you manage your personal finances. Depending on the job, this might be important in determining an employees attitude and ability to handle money (trustworthy.) There is also a section, although usually incomplete, that tells a history of your previous employers and your residences. A good way to verify what one puts on their application.
Tell us something about you that you believe makes you right for this role?
You may be asked to tell an interviewer something that tells you that you are right for a position. This is a good way for a potential employer to know if you are a good fit.
What does this sentence means when someone tells you as long as we keep things in prospective?
What they are actually saying is "perspective" and not "prospective". It means they want to keep whatever it is you are doing focused in limited field of view.
Who has the most 100k earners?
Primerica tells this to prospective recruits to mislead them into thinking they have more 6 figure earners than any other employer. This is untrue. The US Gov't has more 6 figure earners on its pension (retired) than Primerica has. JP Morgan Chase is the correct answer. Thanks
What can one do with a phlebotomy certification?
California and Louisiana may be the only states that require "all persons who are not doctors, nurses or clinical lab scientists" to be licensed in order to draw blood. But phlebotomy certification tells your prospective employer that you have met the requirements laid down by respected certifying bodies in your field. These certifying bodies maintain standards for education and experience.
What tells us right from wrong?
Our conscience is what tells us what is wrong or right. The more you train your conscience, the better desicions you would make.
What is the name of the form that tells your employer how many allowances you wish to claim for withholding taxes?
You're probably talking about the W-4.
If a girl tells you she likes you and you like her back but she says she has to get closure from the previous guy and you are just left waiting what do you do?
wait
What if your employer gives you in writing a weeks vacation and tells you you would be paid for it then turns around and tells you they are not paying you are you entitled to the pay?
If it is in writing that they would pay you, then they are required to pay you, but if it is not in writing, then there is no way you can prove that they are supposed to pay you.
Can an employer find out if you have been fired?
"I don't think they can find out why you were fired..." No law prevents employers from asking or discovering why you were fired, AND taking it into account. Do all you can to try and not get fired."By law, the only information they can get from your other employers is the dates you worked there and whether or not they will rehire you.Not at all true. Pay, raises you got, dates, job titles, quality of work, etc. There's a lot that they can ask. More than they can't in fact. It's just that most companies won't readily if at all give it."If the new employer contacts the old employer, it is illegal for the old employer to give out detailed information"There is no such law. See above. Neither employers nor individuals can be successfully sued for reporting facts honestly, regardless of the harm the truth causes."Technically they are not allowed to ask a previous employer why you are no longer with them"Still wrong. See above.Criminal records kept by the court system are public records and are generally available to employers. The only restriction given by the FCRA is that an arrest record that is over 7 years old cannot be included in an employment check. However the FCRA gives no time restriction on an actual criminal conviction.Employers may request court records from every jurisdiction where the candidate has lived. Typically employers use a consumer reporting agency to do the criminal check for them. Laws on checking criminal history vary from state to state.The answer to this question depends in large part on the state you live in. State laws differs on what they allow previous employers to communicate to prospective employers about employees. Some states, in fact, have passed laws protecting previous employer from liability when the make a good faith effort to communicate to a prospective employer the factual reasons why an employee was terminated, even if it reflects poorly on the employee.Most claims filed by employees against previous employers for giving out information to prospective employers are based in defamation (libel, if in writing, or slander, if spoken). Fact is an absolute defense to a claim of defamation. So, if what a previous employer says about an employee is true, the defamation claim will likely not succeed. One of the reasons employers have moved away from divulging information about prior employees is not because they will violate the law by doing so, but because the cost of litigating defamation claims of former employees can be very expensive, even if the employer did nothing wrong. Many employers just don't think it is worth the cost of litigation to share unfavorable information about an former employee.It is generally not against the law for employers (in most states) to give out any information about past employees, regardless of whether they left on good or bad terms. However, most companies will not give out any information other than employment dates, title, and sometimes their salary. The reason for this is because so much weight is given to what a past employer may say that if the company giving out the information makes some kind of mistake, they can open themselves up to a lot of liability from both the prospective employer or prospective employee and then gives rise to costly litigation that companies want to avoid.If, for example, you were terminated for theft and the company you worked for called and asked what the reason for discharge was and the company said you left on good terms, and then you go on to the new company and embezzle them and they find out later that you were discharged for misconduct, that previous employer has opened themselves to liability because they did not give out the correct information. It works vice-versa too, whereas your past employer mave have said something unfavorable about you that gave your prospective employer reason enough to not hire you. This opens them up to a liability as well.Therefore, the vast majority of companies will not release anything more than what I said above. I have worked for both very large and some smaller companies in HR where we try to get this information from past employers. They simply do not want to open themselves up to this liability and make it company policy to only give out the very basic duration of employment, title, and if you're lucky, salary.Sometimes some companies will make a exception to some of this if they have a written authorization signed by you. But usually this is only done for high level positions and they still will not give out any valuable information regarding your particular job performance or reason for termination. The only additional information you might be able to get is was the reason for separation voluntary or involuntary, or they might indicate whether or not you're eligible for rehire (if they say "no", that's a dead give-away that you were involuntarily terminated without actually saying it).
