Oregon Employee Authorship Certificate
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If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
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FAQ
A detailed work reference can include: the employee's job title. dates of employment. details about their skills, ability and experience. any current, relevant disciplinary records. the reasons for leaving the job.
Workers have the right to access their records. Employers must provide a reasonable opportunity for employees to look at their personnel, time, and pay records and obtain copies of these records upon request.
It's illegal to discriminate against someone because of race, national origin, color, sex, gender identity, sexual orientation, age, religion, physical or mental disability, military status, or marital or family status.
A past employer cannot give personal commentary about your work performance or anything else that might be a biased opinion. Any negative information given about past work performances is considered liable so many past employers will only give information about hiring, separation, and verify wage information.
Holiday and vacation pay are not required to be given to workers, but employers must honor any established policy or agreement they have. If you are discharged from employment and your employer has a policy of paying out benefits such as accrued vacation or severance pay, they must do so.
QUESTIONS TO ASK IN A REFERENCE CHECK Avoid asking questions or noting comments made by a reference about a candidate's personal life. Start reference check conversations by telling the reference your name and title, where you work and your purpose for doing a reference check.
What can a former employer say about me? During a reference check, a former employer can discuss details about your job title, performance, responsibilities, salary, professional conduct, and resignation or termination. If the employer fired you, they may give a negative reference, which they're allowed to do.
The answer comes in two parts. The first part is that the only questions a reference should ever answer are ones about job performance ? and nothing else. The second part is a reference can say anything he or she wants to say ? as long as it is (1) true or (2) an honestly held opinion.
