Greetings,
This was a reply as received from Sonali Kapoor via Facebook
Keep your cool. Your first reaction may be to panic, deny the allegations or lash out at your former boss. There may be a number of reasons for the situation. One incorrect keystroke in a background search can bring up the wrong information. Using the word termination in an email without the word “involuntary” changes the whole scenario. A simple miscommunication can cause a lot of anxiety. Take some time to make a calm assessment and decide on a plan of action.
Ask to see the report. An employee has the right to see information in his personnel file. Look for inconsistencies and signatures and verify the dependability of the person or reporting agency. Falsifying information on an application may merit immediate termination in some companies. Resolving the situation quickly should be a priority.
Gather your own documentation. Every employee who leaves a job is technically terminated from employment. The circumstances of the termination vary widely. You should keep a copy of the termination paperwork from prior jobs, showing the termination date and whether it was voluntary or involuntary. Something as simple as using a saved file to process a termination letter for the Department of Labor with the cause already filled in from a previous employee can make the information official even if it is incorrect. Even if you were terminated for cause, there may have been extenuating circumstances. Copies of past performance reviews or farewell emails from well-wishers can help dispute the termination. Set up a meeting with human resources personnel and your manager to review the information and provide an explanation.
Explain the circumstances. You may have escaped from the worst job on the planet and an incompetent boss, but your new employer doesn’t need all the details. Keep the explanation short and use supporting documentation. If you were justly terminated for cause, admit it and stress what you learned, how it changed your behavior and your commitment to do well on the job.
Request that the human resources department amend your personnel file. Review your file to ensure all supporting documentation and the proper signed and dated paperwork is included in the file.
We thank Sonali for her contribution.
This was a reply as received from Sonali Kapoor via Facebook
Keep your cool. Your first reaction may be to panic, deny the allegations or lash out at your former boss. There may be a number of reasons for the situation. One incorrect keystroke in a background search can bring up the wrong information. Using the word termination in an email without the word “involuntary” changes the whole scenario. A simple miscommunication can cause a lot of anxiety. Take some time to make a calm assessment and decide on a plan of action.
Ask to see the report. An employee has the right to see information in his personnel file. Look for inconsistencies and signatures and verify the dependability of the person or reporting agency. Falsifying information on an application may merit immediate termination in some companies. Resolving the situation quickly should be a priority.
Gather your own documentation. Every employee who leaves a job is technically terminated from employment. The circumstances of the termination vary widely. You should keep a copy of the termination paperwork from prior jobs, showing the termination date and whether it was voluntary or involuntary. Something as simple as using a saved file to process a termination letter for the Department of Labor with the cause already filled in from a previous employee can make the information official even if it is incorrect. Even if you were terminated for cause, there may have been extenuating circumstances. Copies of past performance reviews or farewell emails from well-wishers can help dispute the termination. Set up a meeting with human resources personnel and your manager to review the information and provide an explanation.
Explain the circumstances. You may have escaped from the worst job on the planet and an incompetent boss, but your new employer doesn’t need all the details. Keep the explanation short and use supporting documentation. If you were justly terminated for cause, admit it and stress what you learned, how it changed your behavior and your commitment to do well on the job.
Request that the human resources department amend your personnel file. Review your file to ensure all supporting documentation and the proper signed and dated paperwork is included in the file.
We thank Sonali for her contribution.