Reference no: EM133177444

HRM Simulation Incident:  References: How Much Do I Say? Summary Paper

During Decision # 7 you need to address an incident related to employee reference.  A former employee of your firm has applied for a position with a large manufacturing firm in town.  The policy you adopted for requests for work reference stipulates that former employee information shall only include position information, dates of employment, and salary verification if the caller provided that information.  A caller is requesting information about a troublesome former employee with a long record of various infractions and who was terminated for cause.  There is much detail you could offer.  How much information should you give the prospective employer?

Employee Reference Incident Decisions: (Choose One)

1. Verify Thomas's position, dates of employment, and the phone caller's data on salary.
2. Verify the information and add a non-specific "not eligible for rehire."
3. Tell the caller that Tomas was "terminated for poor performance."
4. Give the employer the whole story.

You will also need to answer the following questions related to employee references below: (paragraph for each question)

1. What risks does an employer face in supplying detailed employment history of a former employee to a prospective employer?

2. What risks does an employer face in being less than open in a case like this?

3. What, if any, is the ongoing obligation of the employer toward the former employee?