Dear [Inquirer's Name], I am writing in response to your recent inquiry regarding the employment of [Former Employee's Name]. We appreciate your interest in our organization and strive to provide accurate and helpful information to your queries. Firstly, let me clarify that New Hampshire Sample Letter for Response to Inquiry of Former Employee — Without Reference, usually consists of a formal response template that is used when an employer is contacted by an external party seeking information about a former employee. This particular type of letter does not involve providing any reference or recommendation about the employee in question. Instead, it serves as a non-reference response that respects the employee's privacy and limits the liability of the employer. Within the context of New Hampshire, it is important to note that employers have certain legal obligations regarding the disclosure of employee information. Therefore, New Hampshire Sample Letter for Response to Inquiry of Former Employee — Without Reference template ensures that the provided information is limited to basic employment details rather than providing subjective opinions or evaluations. In terms of the content of the letter, it typically includes the following details: 1. Sender's Information: Provide your contact details and the organization's name and address. 2. Date: Include the current date when the letter is being written. 3. Inquirer's Information: Mention the name, contact details, and organization of the person making the inquiry. 4. Employee Information: Provide details about the former employee, such as their full name, job title, and duration of employment. 5. Confirmation of Employment: State that the individual was employed by your organization within the specified dates of employment. 6. Employment Details: Include a brief overview of the employee's responsibilities, contributions, or any notable achievements during their tenure without expressing any personal opinions. 7. Additional Information: If required, include any specific non-sensitive details related to the inquiry, such as the department they worked in, their job performance, or notable projects they were involved in, omitting any subjective evaluations. 8. Termination Information: If applicable, provide the reason for termination or separation, ensuring it does not violate any privacy regulations or employment laws. 9. Contact Information: Offer your contact details and encourage further communication if the inquirer has any additional questions or concerns. It's important to note that due to privacy concerns and individual circumstances, there might be variations in the content and format of these letters. However, the main goal is to provide essential employment information in a concise, objective, and non-referential manner. Please be aware that this letter does not constitute a reference, recommendation, or endorsement of the former employee. Our intention is solely to provide basic employment details based on the information available to us. If you have any further inquiries or require additional assistance, please do not hesitate to contact us using the information provided below. Best regards, [Your Name] [Your Position] [Company/Organization Name] [Address] [Phone Number] [Email Address]
New Hampshire Sample Letter for Response to Inquiry of Former Employee - Without Reference
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FAQ
Senate Bill 22 would have added to New Hampshire law a provision that an employer may disclose employment information regarding misconduct, work history, and competency about a worker upon request of a prospective or current employer.
Absolutely. Is it illegal to give a bad job reference? Nope. Sure, there are rules, in that a past employer can't disclose confidential information, but other aspects of your job experience can still be shared.
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.
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.
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.
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.
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.
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.
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.
