Department of Labor (DOL) simulated reference checks and interviews would be designed to determine what former and/or current employers of active job seekers are saying about them, and what, if any, pitfalls job seekers are making during employment interviews.
The simulations would occur in succinct departments or DOL offices that would utilize professional/undetectable and lawful telephonic spoofing technology to make it appear that simulators are calling from the actual companies with which they would identify. And companies to which applicants apply might be randomly asked to allow a simulator to fill in or sit in on and optionally record a client’s interview for DOL review.
Simulators would ask routine questions that HR managers ask during employment verification processes, and improper questions that should never be answered by queried HR professionals, all of whom should be knowledgeable of the dos and don’ts of verifying employment. Simulators would also ask routine questions during client employment interviews.
DOL would additionally have the power to subpoena employment files of previous and current employers of clients requesting the service and/or who express concerns with what might be in their employment files. DOL reps would also make recommendations or refer clients to intervention to resolve any specific issues on the client’s part that might be an employment barrier...
DOL would have the legal authority to fine companies found guilty of providing information to prospective employers of clients that transgress established laws of what information previous or current employers may and may not relay to prospective employers of job candidates...
DOL would be capable furthermore of recovering damages for clients, without necessarily involving the courts, and of charging/retaining fees for providing these services. An initiative of the sort would save the government millions of dollars that it synonymously pays in unemployment and other public benefits.
The mere knowledge of the fact that at any given moment a company personnel manager could be receiving a call from an incognito DOL representative would significantly curtail if not wholly eliminate the practice of employment blacklisting, and provide relief to thousands if not millions of victims.
Showing posts with label employment verification. Show all posts
Showing posts with label employment verification. Show all posts
Friday, June 20, 2014
Sunday, November 17, 2013
DOL Employment Transcripts Versus Traditional Employment Verification/Background Checks
Employment transcripts as produced by the Department of Labor (DOL) for all persons who've ever been employed and chronicling the comprehensive employment history of said persons versus traditional employment verification/background checks would eliminate need for prospective employers to contact former employers of an applicant and present the risk of receiving unsuitable information that may unfairly prejudice the employer against the applicant. In fact, it should be unlawful for a prospective employer to have direct contact of any sort with the previous employer of an applicant regarding his or her employment or for any other reasons pertaining to the applicant.
Such communications have historically been the conduit via which often innocent persons have been blackballed or blacklisted, devastating the lives of the subject victims and those they care for, as with depriving victims and their dependents (including minor children) of means of acquiring vital resources so as to sustain housing, food, and other necessities. Victims have lost homes and other possessions that they may have worked years to acquire; and many have been and are presently homeless because of false information rendered to prospective employers by previous employers or managing agents of companies who may have personal vendettas against the victims. Some have even lost their lives due to such malicious lies.
No company should be willing to speak anything against a current or previous employee that they wouldn’t be willing to write; and, of course, if they write and submit any information about an employee or former employee that is false they’d be liable for defamation.
Employment transcripts, which would be similar to credit reports, would also facilitate the employment application process for employers as well as for candidates by eliminating the oft grievous, lengthy, and costly procedures of performing background checks on new or potential hires, as background reports would be included in employment transcripts, and by providing a base for job applicants to simultaneously apply for various positions without having to repetitiously provide demographics, educational, and employment history and/or other information that employers generally solicit in the employment application process.
Employment transcripts would additionally facilitate unemployment application processes by eliminating the need for DOL representatives to necessarily or directly contact employers or former employers of unemployment applicants.
Employee transcripts would entail each individual’s name, Social Security Number, current and previous addresses, and would summarize employees’ work history to date and provide specific employment beginning and ending dates, and salary or pay rates for each company worked.
They would also entail ratings or comp scores for each individual company worked that would be based upon length of employment, work performance, and attendance, and overall ratings for all companies collectively.
Such communications have historically been the conduit via which often innocent persons have been blackballed or blacklisted, devastating the lives of the subject victims and those they care for, as with depriving victims and their dependents (including minor children) of means of acquiring vital resources so as to sustain housing, food, and other necessities. Victims have lost homes and other possessions that they may have worked years to acquire; and many have been and are presently homeless because of false information rendered to prospective employers by previous employers or managing agents of companies who may have personal vendettas against the victims. Some have even lost their lives due to such malicious lies.
No company should be willing to speak anything against a current or previous employee that they wouldn’t be willing to write; and, of course, if they write and submit any information about an employee or former employee that is false they’d be liable for defamation.
Employment transcripts, which would be similar to credit reports, would also facilitate the employment application process for employers as well as for candidates by eliminating the oft grievous, lengthy, and costly procedures of performing background checks on new or potential hires, as background reports would be included in employment transcripts, and by providing a base for job applicants to simultaneously apply for various positions without having to repetitiously provide demographics, educational, and employment history and/or other information that employers generally solicit in the employment application process.
Employment transcripts would additionally facilitate unemployment application processes by eliminating the need for DOL representatives to necessarily or directly contact employers or former employers of unemployment applicants.
Employee transcripts would entail each individual’s name, Social Security Number, current and previous addresses, and would summarize employees’ work history to date and provide specific employment beginning and ending dates, and salary or pay rates for each company worked.
They would also entail ratings or comp scores for each individual company worked that would be based upon length of employment, work performance, and attendance, and overall ratings for all companies collectively.
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