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离职证明:老板使绊子怎么办?

所属:成长励志 来源:yeeyan.org 阅读:6693 次 评论:0 条 [我要评论]  [+我要收藏]

小编摘要:有些公司很重视求职者老东家的意见,哪怕前老板只是在推荐信中表现得不够积极都有可能使你丢掉中意的新工作,更不用提负面评价了。本文教你如何处理这个问题。

离职证明:老板使绊子怎么办?

亲爱的安妮:我拜读了您那篇关于出于道德考虑而辞职的文章,我自己的情况多少与此也有点相关,因此向您提问。最近我和老板发生了争执,部分原因就在于道德问题,此后我被迫离职。我和律师以及本地的劳工委员会谈过,由于我被解雇的情况很不寻常,他们都认为如果我决定起诉这家公司的话,我很可能能够赢得官司,可是我无意卷入旷日持久、成本高昂的诉讼。
Dear Annie: I read your article about quitting over ethics, and I have a somewhat related question about my own situation. I was recently forced out of my job, following a dispute with my boss that was partly about ethics. I spoke with both an attorney and the local labor board, and because of the unusual circumstances surrounding my firing, they both think that I could win in court if I decided to sue the company, but I'm not interested in a long, costly legal battle.
不过,我和人力资源部门达成了离职协议,其中一个条款就是:如果有人要求原雇主提供离职证明,公司不得透露我离职的原因。可是,我怀疑前老板违反了这份协议,因为有家公司本来已经答应聘用我,但招聘经理与我的前老板联系后却反悔了。我该怎么办?重申一下:我真的不想打官司。——诺姆
However, I did work out a separation agreement with human resources. One of the provisions in it states that my former employer will not discuss the reasons for my departure with people who ask for a reference. I suspect my old boss is violating this agreement, because I just had a job offer withdrawn after the hiring manager contacted this person. Keeping in mind that I really don't want to sue, what can I do about this? –Norm
亲爱的诺姆:这个问题相当常见,并不像你想得那么特殊。就算没有离职条款来专门限制前雇主不得说离职雇员的坏话,多数大公司也都有统一的政策,除了员工的在职时间和工作头衔之外,不得透露其它任何信息。
Dear Norm: This problem is a lot more common than you might think. Even without a separation agreement that specifically prohibits a former employer from badmouthing an ex-employee, most big companies have blanket policies in place that permit references to confirm nothing more than dates of employment and job title.
不幸的是,如同其他众多公司政策,上述规定也得不到切实执行。
Unfortunately, like so many corporate policies, these are honored mainly in the breach.
Allison & Taylor公司专门分析推荐信的真实含义,公司执行董事海蒂·艾莉森指出:“约99%的情况下,我们打电话要求提供推荐材料时,对方都不问我们是谁,就开始大讲特讲。”
"About 99% of the time, people we call for a reference don't even ask who we are before they start talking," says Heidi Allison, managing director of Allison & Taylor, a firm that specializes in finding out what people's references are actually saying about them.
人们一向容易逾越应有范围,透露过多信息,这不是什么新鲜事,不过艾莉森指出,经济衰退开始后,这个问题更严重了。“人事部门现在有许多年轻而缺乏经验的员工接听电话,有时候我们给经理们打电话,但却会转到这些年轻员工那里,他们甚至会逐字逐句把前员工的整个个人档案读给我们听——无论好话、坏话还是废话。”她说
People's tendency to reveal more than they're supposed to isn't new, but Allison notes that it's gotten worse since the recession started. "HR departments now have a lot of young, inexperienced staffers answering the phones. Sometimes when we've been referred to them by managers we've called, they've read us someone's entire personnel file verbatim -- the good, the bad, and the indifferent," she says.
“还有些公司根本就不再设立内部的人事部门,”她补充说,“因此咨询前员工表现的请求会被转到其他方面的员工那里。他们忙得很,这本来也不关他们的事情,况且他们也不熟悉公司的相关政策,因此倾向于想到什么就说什么。”
"Or some companies have no in-house HR department at all anymore," she adds. "So a request for a reference gets shuffled around to employees in other areas. They're busy, it isn't really their job, and they may not be familiar with company policy, so they have a tendency to say whatever pops into their heads." Yikes.
就连不甚热情的语调或者简明扼要的“无可奉告”都有可能像负面评价一样影响你的形象。那么,如何保证向潜在雇主提供的“推荐人”不会毁掉你的前途呢?
Even a less-than-enthusiastic tone of voice or a terse "no comment" can be as damaging as a negative remark. So how can you make sure the people you're giving as references aren't sinking your prospects?
考虑到你的情况,你有理由认为前老板违反了离职协议,那么解决方法之一是请律师以你的名义发一份“停止侵权警告函”,重申离职协议的条款,要求前雇主恪守协议。
In your case, where you have reason to believe your boss is violating your separation agreement, a possible solution is a cease-and-desist letter, written by an attorney on your behalf, reiterating the terms of the agreement and requesting that the boss abide by it.
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2011-09-13 09:22 编辑:kuaileyingyu
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