Title: Ohio Sample Letter for Response to Inquiry of Former Employee — Without Reference Introduction: In Ohio, employers often receive inquiries about their former employees, seeking to gather information regarding their employment history, performance, and conduct. This sample letter deigned for Ohio employers demonstrates an appropriate response to such inquiries, specifically when the employer is unable to provide a reference for the former employee. [Your Company's Letterhead] [Your Company's Address] [City, State, ZIP Code] [Date] [Inquirer's Name] [Inquirer's Organization] [Inquirer's Address] [City, State, ZIP Code] Dear [Inquirer's Name], RE: Response to Inquiry of Former Employee — Without Reference We appreciate your recent inquiry regarding one of our former employees, [Former Employee's Full Name]. As an employer, we strive to remain professional and provide accurate information to assist with your decision-making process. In compliance with applicable laws, we are pleased to provide a brief overview of [Former Employee's Full Name]'s employment history with our company. Please note that due to our policy, we are unable to disclose any subjective assessment or opinions related to their performance, character, or conduct, nor provide a comprehensive reference. [Former Employee's Full Name] was employed with [Your Company Name] from [Start Date] to [End Date]. Their primary role at our company was [Job Title], where they were responsible for [Job Responsibilities]. During their employment, [Former Employee's Full Name] consistently fulfilled their job responsibilities and duties to our satisfaction. They demonstrated strong skills in [mention relevant skills or areas of expertise] and maintained a satisfactory level of professionalism. As per our company policy, we are unable to provide specific details about any incidents or disciplinary actions related to [Former Employee's Full Name]. We suggest contacting [Former Employee's Full Name] directly for any further inquiry regarding their conduct, character, or performance during their employment with our company. Please keep in mind that this response is provided without prejudice or any intention to defame or harm our former employee's reputation. We encourage you to exercise your own due diligence by conducting additional reference checks or background screenings to obtain a comprehensive understanding of their suitability for the position you have in mind. Should you require any further assistance or have any additional questions, please do not hesitate to reach out to us. We appreciate your understanding and consideration of our policy. Thank you for your inquiry. Sincerely, [Your Name] [Your Job Title] [Your Company's Contact Information] Types of Ohio Sample Letters for Response to Inquiry of Former Employee — Without Reference: 1. Ohio Sample Letter for Response to Inquiry of Former Employee — Generic: This letter template generally addresses inquiries related to a former employee without providing any subjective assessments about their performance, character, or conduct. 2. Ohio Sample Letter for Response to Inquiry of Former Employee — Limited Employment Information: This letter template is designed to provide only basic employment details, such as the employee's role, duration of employment, and general job responsibilities, without disclosing subjective or confidential information. 3. Ohio Sample Letter for Response to Inquiry of Former Employee — No Employment Verification: This type of letter template is used in situations where an employer is unable to verify or release any information about a former employee's employment details, such as confirming their work history or verifying their job title.
Ohio Sample Letter for Response to Inquiry of Former Employee - Without Reference
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How to fill out Ohio Sample Letter For Response To Inquiry Of Former Employee - Without Reference?
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FAQ
Employers are not prohibited by law from disclosing to a potential employer - who calls for a reference about a former employee - the reasons that the employee left, as long as the information they share is truthful.
There are no federal laws restricting what information an employer can disclose about former employees.
Ohio is among the states that have enacted a reference immunity law. Under state law, an employer may be immune from liability for communicating information about job performance when requested by an employee, former employee, or the prospective employer of an employee.
Typically, employers are allowed to share general information regarding your tenure with their companiesthings like your dates of employment, job title, and responsibilities, all which serve to confirm your employment and validate the things you likely provided on your resume for potential employers.
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.
There is no legal obligation to provide a reference except in a few sectors, such as financial services, but any reference that is provided must be true, accurate and fair. Your employer owes a duty both to you and any prospective employer.
Be Specific. Be specific in what you're asking your former colleague to do for you. If you want to list his name and contact number as a reference a potential employer can call, he has to be open to discussing your professional work history.
A former employer can legally refuse to give information concerning an employee other than his official title and the dates he was employed. While this is legal, it's generally considered just as bad as giving a negative review, according to reference resource website References-Etc.
Can I see the reference that my previous employer wrote? Your previous or current employer do not have to automatically show you a reference they have written about you. Once you start a job with a new employer, you can ask them for a copy of any reference they have been given from your previous employer.
Yes, if you were fired, your employer is free to say you were fired. However, if you were terminated without cause for no real reason or business reasons like downsizing, then your employer can't tell that or imply that you were fired for cause for serious misconduct, otherwise it would be defamation.
