Dear [Name], Thank you for reaching out to us regarding [former employee's name] and their employment history with our company. We appreciate your interest and are glad to provide you with the information you are seeking. After conducting an inquiry into our records, we have found that [former employee's name] was previously employed by our organization from [start date] to [end date]. They held the position of [former employee's job title], reporting to [supervisor's name]. They were a valued member of our team during their tenure and contributed to various projects and responsibilities within their role. Please note that our company policy prohibits us from providing any detailed reference or specific information regarding an employee's performance, including disciplinary actions or reasons for separation. As a result, we are unable to offer any insight in this regard. However, we can confirm that during their employment with us, [former employee's name] showcased strong skills in [relevant skills], demonstrated reliability and dedication, and consistently met the expectations of their role. They contributed to the overall success of our team and were well-regarded by their colleagues. If you require any additional general information regarding our company policies, culture, or work environment, please feel free to let us know, and we would be happy to assist you further. We hope this response adequately addresses your inquiry. If you have any further questions or need clarification, please do not hesitate to reach out to us again. Best regards, [Your Name] [Your Title/Position] [Company Name] [Contact Information]
Georgia Sample Letter for Response to Inquiry of Former Employee - Without Reference
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How to fill out Georgia Sample Letter For Response To Inquiry Of Former Employee - Without Reference?
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FAQ
Generally speaking, it means that as long as a former employer offers honestly held opinions about a former employee or states a documented fact about that person, there's not much a former employee can do about it.
There is no statutory or moral requirement upon an employer to provide a reference for a former employee. The exceptions are where the former employer has expressly agreed with the employee that a reference will be given as part of their negotiated exit conditions.
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.
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.
Busted. Unless your business is regulated by the Financial Services Authority, generally there is no legal obligation on an employer to provide a reference for an employee or ex-employee and you are entitled to refuse to provide one.
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.
There is no statutory or moral requirement upon an employer to provide a reference for a former employee. The exceptions are where the former employer has expressly agreed with the employee that a reference will be given as part of their negotiated exit conditions.
Your employer doesn't usually have to give you a reference unless: your contract says they will. you have written proof they've agreed to give you a reference - like an email.
There are no federal laws restricting what information an employer can disclose about former employees. Check with your state department of labor for restrictions on employer disclosures in your state.
Busted. Unless your business is regulated by the Financial Services Authority, generally there is no legal obligation on an employer to provide a reference for an employee or ex-employee and you are entitled to refuse to provide one.
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