[BC] Termination

[PeterH5322]

 >Every group broadcaster has a 'No hire list'. They might not be in writing,
 >but they nontheless exist. A few VP's have told me this is not true, they
 >consider everyone equally, but based upon what dozens have told me privately
 >who would know, the VP's are lying. After all, the have to....these might
 >well be illegal too.

A "blacklist" exists within almost every corporation.

It exists, usually, on a former employee's "termination interview"
document.

A "check box" named "do not rehire". It is set by the terminating manager
[ * ] , with the approval of that manager's HR rep.

However, I have seen former employees who had been marked "do not rehire"
be rehired, provided the hiring manager's executive chain was different
from the terminating manager's executive chain, and the hiring manager's
executive chain made a good case (to HR) that the former employee's
skills were necessary for the business purpose.

It is my understanding that this is illegal only if an employee's "do not
rehire" (i.e., "blacklist") status is disclosed to another corporation.

Normally, such disclosure would only be made by an HR rep, anyway, and
then only under special circumstances, although prospective hiring
managers will often attempt to get the terminating manager to make such a
disclosure.

The strangest case I encountered was a prospective employee who listed a
certain large "blue" corporation as a reference.

Inquiries resulted in a terse letter from "blue's" HR department which
stated:


"So-and-so worked for us from <starting date> to <ending date> with an
ending salary of <dollars per annum>.

"He is a loyal American".


Two lines, and that's all there was.

Bizarre.


[ * ] Here I am making no distinction between "voluntary termination"
(the employee resigned), and "involuntary termination" (the employee was
fired for cause).

Many terminating employees think they are leaving in good stead should
they and HR agree to mark their file as a voluntary termination.

However, there is often such a thing as "resigned to avoid termination",
and this may be handled in a separate way, which is actually a third
category of termination, and which is usually very bad news for the
former employee.

For, who is to know whether one resigned over something as innocuous as a
difference in employee or manager "style", or over something much more
substantive?