Dear [Inquirer's Name], Thank you for reaching out to us regarding your inquiry about our former employee [Employee's Name]. We appreciate your interest in obtaining information about their employment with our company. After careful consideration, we have decided to respond to your inquiry without providing a reference for [Employee's Name]. Due to our company policy, we prefer to avoid providing detailed information about our former employees. However, we understand that you may need some general information or validation regarding their employment. With that in mind, we can confirm that [Employee's Name] was employed as a [Job Title] at our company, [Company Name], from [Start Date] to [End Date] (if applicable). During their tenure with us, [Employee's Name] demonstrated [relevant skills, attributes, or accomplishments]. They were responsible for [specific job responsibilities or tasks]. [Employee's Name] was a diligent and dedicated professional, and we appreciate the contributions they made during their time with our organization. Please note that this response is based on our internal records and the information available to us at the time. We cannot provide any updates about their employment status after they left our company, nor can we comment on their performance at other organizations they may have worked for subsequently. We hope this information is helpful to you. If you have any further questions or need additional clarification, please feel free to contact us. Thank you, [Your Name] [Your Title] [Company Name] [Contact Information: Phone Number, Email Address]
Tennessee Sample Letter for Response to Inquiry of Former Employee - Without Reference
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FAQ
Under Tennessee law, employers that provide truthful, fair, and unbiased information about job performance in response to a request from a current or former employee or a prospective new employer are presumed to be acting in good faith (Tenn. Code § 50-1-105).
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.
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.
There are no federal laws preventing them from giving you more info on your candidate, just company policies aimed at reducing risk of liability for discrimination and/or defamation. And with good reason.
Getting a reference from your old employerYour employer doesn't usually have to give you a reference unless: your contract says they will.
Yes, an employer can refuse to give you a reference. Employers are not obliged to give their current and former employees.
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.
If you're having trouble getting a reference, you can ask the employer who needs the reference if they'll accept: a reference from someone else, for example a manager or colleague. a reference from a different 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.
Providing a Reference Many employers will release only basic information when contacted for a reference to protect themselves from lawsuits. They usually confirm employment dates and job responsibilities, salary history, and might include information about whether you were dismissed or chose to leave on your own.
