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Originally Posted by pan6467
As for Steve and Sue being a couple, if you don't have proof and you make that accusation and it again becomes his word against yours and they believe him...... you could find yourself on the bad end of a slander lawsuit. Plus, Steve and his bosses just blow you off as a disgruntled ex-employee.
And if it is true he believed you to be looking down her shirt, there is the possibility that he could always have her say she had problems with you and that is why he moved you away from her. So instead of you blowing the whistle on their relationship, they turn the tables and you're looking at being labelled a sexual harrasser.
In all honesty man, it truly isn't worth the hassle or the worries. The more you worry about it and blow it up the worse it will be for you and the harder it will be to find a job.
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There's a lot of truth/wisdom in the above.
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PS: as far as references go..... if you do use them (and having been a Mccy D's manager I don't see why you would) they cannot legally say anything about you other than date of hire and date left. They cannot say if you quit or were fired.... they cannot give out salary info.... they cannot legally answer any questions.
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You sure about that salary part? I was under the impression that dates of employment and salary level were legit.
There are other ways, though. When I'm checking references, I just say, "If your organization had a job opening, would you consider this person for re-hire?"
I've been told by an attorney that this is legal.
One other way is to use the information provided by the applicant. Example: "The applicant told me it was his responsibility to keep a fleet of trucks running at your business."
If the applicant grossly exaggerated his importance, there will be a snort from the person you're talking to.
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Most companies only confirm employment dates and refuse any other contacts...... as policy to avoid any possibility of lawsuits.
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But a great many small businesses don't know the legalities and will say a lot more than they should.