1996 Employer Privacy Act

[CHP1]

Does anyone know anthing about this act?
from what i have heard! This act prohibits any employer from making any negative statements that can cause a person not to get hired by another employer. If so, they are liable for a big law suit. :shock: :shock: :shock: :shock:
If anyone knows anything about this please advise.........
This will probably help people who have had a bad experience with an unfair or jealous employer.

[SB 405]

I get calls about past employees all the time. The only info. I can give out are the dates of employement and wage. That's per our HR department.

[pupdog]

I worked in HR for the YMCA about 10 years ago. I was in charge of employment verifications. My boss told me I was legally only allowed to verify dates & job title. I could verify salary IF I had something signed by the employee in question allowing it. HOWEVER, the exception was risk of child endangerment. If there was such a problem and they were seeking another job working with children, speak up!! Coming from 9 years of gymnastics coaching, I'm appalled that there's so little employment verification that goes on! There's touchy-feely coaches out there, and they get jobs at different gyms because nobody calls the last gym. Talk about a high risk enviornment! Part of a coaches job is to physically manipulate (safety spot) a child who's wearing a leotard.
Being a manager at a winery, I sure wish I could say something like ?do NOT let this work around alcohol!? or ?needs severe micro-managing if you want them to actually do anything!?

Remember, when you are applying for a LE job, you sign something waiving this law. It's a good law, because without it, some jerk ex-boss could keep a person unemployed forever. But a LE job is a whole 'nuther ballgame!

[SB 405]

And of course I always get this as the last question..."Okay thanks,anything else you care to say about him/her" That's when I find myself having to bite my tongue if I'm talking about someone who was a problem child.

[dw]

California Government Code Section 1031.1 mandates the release of written employment records when someone has applied for a peace officer position. It also absolves the employer of any associated liability.