Employment Verification Letter Remove Comments For Free

Generally, you are not legally responsible to answer an employee verification request unless it is issued by a federal group. However, most employers do answer these requests as often as possible, even when not legally required. The most important thing is to only give the information you can legally give.

By conducting this check, an employer can learn about a candidate's previous job titles, employment dates, reasons for leaving jobs, and other information to support their final adjudication of hiring decisions. Verifying a candidate's past jobs is typically an integral part of the hiring process.

Most employment verification letters include the person's name, their department in the company (sometimes you need to include their specific job title), and the amount of time they have been employed. Check with your employee if any additional information needs to be shared.

Provide accurate information. Make sure the information is accurate by double-checking any employment dates, pay rates, and hours of work provided. Respond as promptly as possible and retain a copy of the employment verification in the employee's personnel file.

Unless legally required, employers are not required to fill out employment verification letters for past or present employees. Companies that prefer not to provide these verification letters will often include that information as part of their employee contracts, but not everyone is aware of this.

?Employment verification letters?or proof of employment letters?generally include an employee's hire date, position within the company, and current wages or salary; if terminated, the reason for termination such as involuntary termination, voluntary termination, or layoff,? says Lynn Kitson, SPHR, SHRM-SCP, CEO of Lynk ...

Close the letter In the closing paragraph, thank the individual or organization for requesting the employment verification letter and confirm that the information provided is accurate. You can also offer to provide additional information or answer any further questions they may have.

Employers who fail to respond to federal employment-verification requests can suffer fines and denial of government contracts for up to one year. Failure to complete an employment-verification request from another third party can dilute trust with current and former employees alike.

Information that can be provided includes:Dates of employment,Title (job classification),Employment history (all position, dates and salary since date of hire),Gross salary for the past two years,Year to date salary, and.Annual salary.

In most states, employers can legally provide any truthful information about your past work performance. The good news, however, is that most employers won't do it because there is a risk that you might bring a defamation lawsuit that would cost a lot to defend.