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The fired employee has every right to know why they're being fired, but a potential employer shouldn't expect the former employer to go into detail as to why that person was fired.
As an employer I will NEVER give a reason for terminating an "at will" employee! If a reason is given it opens you up to litigation.
Personally, I think it is exactly the opposite. Without a reason, there is no reason for the person to think it is anything other than discrimination. And with all of the protected classes, essentially anyone can fall under some category.
Everyone who is terminated in my area knows exactly why they are being terminated; and it should be no surprise. They've been counseled and written up; and all errors/ behavior issues have been documented. It is no shock to the employee as to why they are being let go; possibly the timing might be the only surprising thing.
If you get a phone call from your contractor company saying that employer said "it didn't work out well" and terminated you, would it hurt to ask the reason for the termination?
I can't imagine not knowing why you were fired from a job. Even if they don't tell you, isn't it usually pretty obvious?
At least you have a slam dunk when you are filing for unemployment. No reason given for a firing is pretty much equivalent to a lay-off in the eyes of the unemployment office.
Not always. I was "let go" once and no reason was given. I was told I was doing a good job when I asked. I believe I was let go because of a new president coming in and bringing in his people. I was never given a reason and I asked. I was stunned to be told I was being let go.
I think the key point many of us are missing is that it sounds like a contractor/temp position. Of course the client company would not give a reason for letting a contractor/temp go. They have nothing to gain by doing so. They are probably using contractors/temps specifically because they are NOT employees - flexible, disposable, and virtually risk-free.
If it were a permanent position you were let go from, sure, go ahead and ask. I wouldn't expect an answer for legal reasons but you never know. For a contractor/temp, I wouldn't expect an honest answer at all under any circumstance.
The employer should give always give a substantial reason for your termination. If they dont, ASK
When I used to help out the HR department in a company I used to work for, we were NEVER permitted to give a reason why the person no longer worked there. All we could do was have the new company fax or mail in a request and we would provide them ONLY with the dates the person worked there and nothing more.
I've heard on more than one occassion that it's not legal to give personal information (such as why a person was fired) or whether they are eligible for rehire.
Really? I was under the impression the employer couldn't go into detail or specifics of why one was terminated.
Depending on state law, an employer may not be able to answer specific questions regarding previous employment when a future potential employer inquires. However, you can ask any question about employment.
When I used to help out the HR department in a company I used to work for, we were NEVER permitted to give a reason why the person no longer worked there. All we could do was have the new company fax or mail in a request and we would provide them ONLY with the dates the person worked there and nothing more.
I've heard on more than one occassion that it's not legal to give personal information (such as why a person was fired) or whether they are eligible for rehire.
You have heard incorrectly on more than one occasion. This may be company policy, but it is certainly not law.
Quote:
Originally Posted by tudorjason
Depending on state law, an employer may not be able to answer specific questions regarding previous employment when a future potential employer inquires. However, you can ask any question about employment.
Please cite the law. This is not federal law, nor is it state law anywhere to the best of my knowledge.
As an employer I will NEVER give a reason for terminating an "at will" employee! If a reason is given it opens you up to litigation.
We always tell "at will" employees why they are fired. Documentation and progressive discipline will save you from more lawsuits than leaving people to wonder what happened.
I always give reasons as to why I fire employees. It is never a mystery, and they usually know it is coming before it happens.
No employee is going to win a lawsuit based upon a legitimate reason.
Yep. terminations are rarely a surprise. Documentation, progressive discipline, last chance agreements, etc. build a solid defense against any law suit.
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