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It doesn't matter what gets asked, it's whether or not the prior employer answers. Most don't, at least not companies large enough to have competent HR and Legal departments.
There is nothing ambiguous about whether someone is eligible for rehire, and no need for companies to shy away from giving a straight forward yes or no answer.
OP if it makes you feel any better i think it's not likely to get a 'not eligible for rehire' unless you did something pretty drastic. Our company has roughly two dozen or so termination codes, everything fom 'seasonal help' to 'reduction in workforce' Out of all those there are only two or thee that result in a 'not eligible' designation and the only ones I've seen used personally were for theft and workplace violence (fistfight on premises). A 'doesn't fit' hardly seems likely to qualify you for being ineligible for rehire.
To think of all the lives someone could damage simply by not liking someone if they report "not eligible for rehire."
I would hope large companies wouldn't report this unless it was something as drastic as the examples you list. Office politics can get you fired - I got that, but it shouldn't ruin your life.
Can't speak for all companies but for us it's not a matter of office politics, if you are terminated as ineligible there is a paper trail to back it up, time cards, asset protection reports, police reports, etc. I would imagine it's similar at most larger companies. "Not a good fit' can be the catchall for 'we just don't like you,' and it gets a lot of people terminated, but that doesn't usually translate into 'ineligible for rehire'.
Have you asked HR directly if you would be eligible for rehire after a period of time? (which is an entirely different matter than asking if they give out the reason for termination)
The official reason they gave me is "misconduct," but they have no documentation to back it up. Obviously, that is why I am so upset because this doesn't make sense. Someone wanted to get rid of me and they did it the most disastrous way they could. How can they justify that with no warnings? I sent HR my reason for why it didn't make sense and they sent me a written letter alleging things I said that never happened or were never recorded. I mean, wtf? How am I supposed to explain that to other employees other than a salesman obviously wanted to get rid of me
If that is on there I will have to sue for character defamation because there is no way they can prove it with documents. I will have no choice, I have to protect my reputation
There is nothing ambiguous about whether someone is eligible for rehire, and no need for companies to shy away from giving a straight forward yes or no answer.
OP if it makes you feel any better i think it's not likely to get a 'not eligible for rehire' unless you did something pretty drastic. Our company has roughly two dozen or so termination codes, everything fom 'seasonal help' to 'reduction in workforce' Out of all those there are only two or thee that result in a 'not eligible' designation and the only ones I've seen used personally were for theft and workplace violence (fistfight on premises). A 'doesn't fit' hardly seems likely to qualify you for being ineligible for rehire.
The question is...is that information given out to other companies checking employment history. The standard practice is that it is not. Most companies today will only verify basic information, like dates of employment and job title (if that). Very few give "references" good or bad, and very few will disclose a reason for leaving.
Every company I have worked for since at least the 90s has had the policy that no one may give out information about former employees except HR, and HR would only give out the basic information I mentioned. I find the same to be true when having background checks done on candidates.
There is no upside for a company to give out references, and there is a potential downside, so corporate America has learned to mitigate the risk by saying as little as possible.
If that is on there I will have to sue for character defamation because there is no way they can prove it with documents. I will have no choice, I have to protect my reputation
Before you head down that rabbit hole, if you do find negative information on The Work Number, try disputing it with them first. They have to follow the Fair Credit Reporting Act, so you can file a dispute with them just like you can with a credit report. The employer would then have to verify that the entry is accurate, which could be hard for them to do, if they even bother. If they don't or can't it has to be deleted.
If you do go that route, and the credit bureau comes back and says the data was verified don't give up there. Demand to see proof from TWN and continue to insist it be removed. If, as you say, there is no documentation they can provide, it can't be proven. They're not supposed to just accept "yes it's accurate" at face value.
I believe (opinion here) that this is why The Work Number might only state voluntary or involuntary. That's pretty cut and dry, and easily verified. Anything else is too subjective for them to want to get into disputes over.
But I feel like I can't say this to you too many times...you are too worried about this. If it happens, deal with it then, otherwise forget about it and move on with your life!
So i got my employee data report from the work number and
for each of my jobs , its lists date of terminations, but i was not terminated from my job? why does it say date of termination and not date of "quit". further the employment status reads: no longer employed, so why does it say date of "termination"
Last edited by whereswaldo311; 05-18-2017 at 03:18 PM..
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terminology of the employment data report
