I believe the standard HR response, which was vetted by the legal team, is " I'm sorry it is our company policy to only verify that the individual was, at one time, employed here. We are sorry but we cannot provide any additional information."
No details, no culpability.

With respect to termination with cause, make sure you have a very detailed,. audit-able, accounting.

If you work for one of the dept of defense contractors, illegal timekeeping is one of the few things that will get you canned instantly.
Time card fraud will also kill your security clearance and any likelihood of working in the industry again.

I think as a small business, you confront the employee and give them the option of quitting before you start "formal proceedings."

 

I think they'll generally confirm that so-and-so worked for the corporation from hire-date to termination-date.

And that's all you'll get if you're a stellar performer who gave them a month's notice when you chose to leave. That's how you motivate people, isn't it?

 

Yes Boltonblue and HarryCash are both right in how to handle letting someone go, but is that really your ethic?

My industry consists of lots of family owned companies, many are multi generational private companies.

There is a sub strata of trust on a financial and business level between many of us. Our word is still our bond. Shouldn't I let these people know if there's a fox in the hen house should they inquire?

I feel an obligation.

fltsfshr

 

The tone of your voice can tell the potential employer a lot. We are no longer allow to handle reference calls.

 

If they'll steal time, they'll steal other things as well and they should be discharged. As to references: in this litigious age, it is dangerous to tell the truth about employees hence many companies only verify employment dates.

 

Ok We've discussed how various companies handle it in respect to the legal aspects, but how about your personal ethic? Do you care if this person goes on to rip off someone else? Does everyone deserve a free ride from consequences or just some people? Does age and experience factor into your decision?

Let's carry it further. Where's your integrity? What does your conscience tell you? Law, ethics, and integrity are often on very different tracks. The law represents everyone, you represent yourself.

fltsfshr

 

I'll flip it the other way.
The offender has already exposed some of the flaws in their character.
What makes you think they wouldn't pursue a court action for dismissal.

I think you could simply answer " Oh geez you know I think in this case I'm going to have to fall back on the company policy of not providing references, they're really hung up on potential liability and all."
Think of it as overwhelmingly unenthusiastic.

If the community is as tight as you think it is, they'll get it and simply pass on their potential candidate.

 

I think in this state you can also add, to the dates of employment, that they are "not eligible for rehire". That can say a lot, especially with the proper tone.

Rather than make the next employer try to guess if they should hire the person, the last employer that was stolen from should have prosecuted the person to the full extent of the law. That would be hard to cover up.

 

Agreed, Morris.

 

Gone in a heart beat