Subject: Response to Inquiry of Former Employee — Colorado Sample Letter (without reference) Dear [Inquirer's Name], Thank you for your recent inquiry regarding one of our former employees, [Former Employee's Name]. We appreciate your interest in obtaining information about this individual but regret to inform you that we are unable to provide a detailed reference without their explicit consent. As a responsible company, we adhere to strict confidentiality policies to protect both our employees and business. This prevents us from disclosing any personal or professional information regarding our former employees without their explicit authorization. Therefore, we kindly request that you seek the individual's consent before proceeding with your inquiry. We understand that conducting background checks or obtaining references is a crucial component of various processes, including hiring decisions and academic research. In this particular situation, we recommend taking the following alternatives to gain a better understanding of the former employee's qualifications and experiences: 1. Character & Professionalism Assessment: Encourage the inquirer to conduct interviews or assessments aimed at evaluating the character, work ethic, and professionalism of the former employee. These assessments could involve speaking with colleagues, mentors, or other individuals who have interacted with the individual in a professional context. 2. Publicly Available Information: Direct the inquirer towards publicly available information that may shed light on the former employee's qualifications, such as their LinkedIn profile, professional portfolio, or any published articles or papers they contributed to. Encourage the inquirer to review these sources for a holistic understanding of the individual's expertise and skills. 3. Credential Verification: Suggest the inquirer to rely on official channels for verifying academic qualifications or professional certifications earned by the former employee. This can be done by reaching out to the respective institutions or organizations directly to confirm the information provided. By utilizing these alternative methods, you can gather substantial insights into the former employee's capabilities and professional background while adhering to the guidelines set forth by our company. We appreciate your understanding and cooperation in this matter. Should the former employee grant their consent, we would be more than willing to provide a comprehensive letter of reference or further information. Please feel free to contact us directly if you require any further clarification or assistance. Thank you again for reaching out to us. Warm regards, [Your Name] [Your Position] [Company Name] [Company Address] [Phone Number] [Email Address]
Colorado Sample Letter for Response to Inquiry of Former Employee - Without Reference
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How to fill out Colorado Sample Letter For Response To Inquiry Of Former Employee - Without Reference?
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FAQ
Typical Reference Check QuestionsHow do you know the candidate?How did you work with the candidate?How did the candidate's employment end?What were the candidate's job titles or roles?Did the candidate receive any promotions at this company?Does the candidate possess the job skills required for this position?More items...?19-Mar-2021
While reference checkers are not prohibited from contacting people not specifically named as references by the candidate, there are a couple of important points employers must keep in mind: Candidates should have given permission, generally, for reference checking to be conducted.
There is no statutory or moral requirement upon an employer to provide a reference for a former employee. The exceptions are where the former employer has expressly agreed with the employee that a reference will be given as part of their negotiated exit conditions.
Employers may disclose information related to: the suitability of the employee for reemployment; the employee's work-related skills, abilities, and habits as they may relate to suitability for future employment; and, the reasons for the employee's separation.
Don't ask about a candidate's sexuality, age, religion or similar matters. Anything related to personal health. Don't ask about a candidate's medical history or the existence of disabilities. You can ask whether the candidate is capable of performing the tasks that the job requires.
There is never an obligation to give someone a reference. You can politely and diplomatically decline the request without offending the person who asked you. The trick is to do so without making your refusal sound like a personal criticism or a professional rejection.
Colorado is among the states that have enacted reference immunity laws. Employers are immune from civil liability for the consequences of providing, at the request of any prospective employer, or current or former employee, information about the current or former employee's job history and/or job performance (Colo.
Generally, your references will be requested, so they don't need to be provided at the time of application, nor listed at the bottom of your resume. Employers know that your references will be available upon request and if they are interested in reaching out to them, they'll call for them.
Here are some of the questions that may be asked during a reference check:When did (name) work for your company? Could you confirm starting and ending employment dates?What was her/his position?Could I briefly review (name's) resume?Why did (name) leave the company?What was her/his starting and ending salary?17-Sept-2020
Busted. Unless your business is regulated by the Financial Services Authority, generally there is no legal obligation on an employer to provide a reference for an employee or ex-employee and you are entitled to refuse to provide one.
