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Human Resources | Job Verifications: ...Job Verifications: How to Handle Them and What Information to Give about EmployeesTotal Word Count: 570 Author Rating: NA  Rate this article
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Job verifications calls may be received by management or supervisors of a company when an employee is currently employed or has been terminated or has willingly left the place of business. Learn what employee information you should use for a job verification call, how long to keep personnel files, and how convenient it can be to store employee information in HR software.
Job verifications calls may be received by management or supervisors of a company when an employee is currently employed or has been terminated or has willingly left the place of business. Many managers and supervisors are intimidated by job verification calls for the simple reason that if they convey any information that is not entirely truthful, they can be subject to a lawsuit, just as they must be careful not to slander the former or current employee. This is a time when organized personnel files" and employee information are essential.
Employee Information to Use for a Job Verification Call
Most employers stick to the basics for job verification calls and give three types of information. First, they confirm the employee works or worked at the company and the position they held there. Second, they say when the employee worked at the company. Third, they indicate if they would be willing to rehire the employee. If your answer is “no” and that you would not want to rehire the employee, then the potential new employer will probably ask if it’s due to a performance issue, attendance, or a conduct issue. The comments about your willingness to rehire are usually the most helpful for a potential new employer. It’s important for your company to have documentation in the employee records to account for these statements however.
How Long to Keep Employee Information
The time period in which records are kept will depend upon the type of data. All employee information has different retention guidelines. Each state’s Department of Labor (DOL) was specific requirements. Typically, employers must retain applications, dates of employment, promotion information, and employee benefit plan details for one year. For information such as job-related injuries or illnesses the employer must retain the records for six years.
HR Software for Convenient Employee Information Storage
Because accurate and thorough employee information is vital on both present and past employees many companies are turning to HR software. HR software" gives the advantage of being able to store all employee information in one convenient spot. Management is able to focus on more strategic initiatives that benefit the company rather than all the tedious paperwork associated with employee leave tracking, and other personal information management. ArticleSource: ArticlesAlley.com
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