Application help.....quick!

Published

I have an interview with VNA and am filling out the application right now. Some of you know the details, but for those who don't, I was terminated from my last job for a hokey reason and my union is fighting it. For the interview set up via the headhunter, she told me to list someone at the hospital that I knew would not sabotage me (lots of those, most of the staff and physicians are on my side). For this application for the second interview, they specifically ask for permission to contact my previous and current employer and then I have to sign a consent form giving that employer permission to discuss anything asked about me.

Given the circumstances of how/why I'm no longer there, I'm not comfortable with this, but if I don't, I probably won't even be considered, right?

No, no.....the recruiter is helping me with one interview. She told me to provide friendly names for that one. The other interview is the one asking for permission.

It is against California State Law for any previous employer to give out anything more that the date of hire, how long you worked for that company and whether or not you would be available for rehire.

What they are asking you to sign is not legal in California.

Up Vote Up Vote ×

Are you sure about that?

Will the HR's know it's illegal to answer any other questions, then?

Up Vote Up Vote ×
Are you sure about that?

Will the HR's know it's illegal to answer any other questions, then?

I own my own business. I'm sure. They can ask you to sign whatever they want, but it is ILLEGAL to ask a former employer ANYTHING but these three things:

1. Date of Hire.

2. Length of Employment.

3. Is the employee eligible for rehire by your company?

This has been on the books in California for over 20 years...

You can double check this with the State Department and the Department of Fair Employment and Housing.

http://www.ss.ca.gov/

http://www.dfeh.ca.gov/Statutes/feha.asp

Up Vote Up Vote ×
Specializes in Vents, Telemetry, Home Care, Home infusion.

no such regs in pa. i was asked one time why rn not eligible for rehire and wrote on reply "no temps recorded on patients homecare notes x 1 month"

rn called me and reamed me out, tried telling me that psych patiients were refusing to have temps taken and how dare i ruin her job prospects...tried discussing no temps taken on notes and that's when she resigned. however, i had called pts as part of qi process to confirm denial after it became a pattern, pts told me rn 's thermometer broke. not gonna be a party to permitting bad practices be fostered off on another agency that can cause patient harm.

most of time confirm doh and reason i was informed leaving agency if asked and give broad answer if non-stellar employee. anyone leaving due to firing/problems, defer to hr --thankfuly rare occurance.

would also leave option blank, and discuss at interview. can always write on form " permisison for doh/ discharge only" if company will allow.

after 5 years of hiring, those that badmouth prior employer excessively during interview, usually ones to leave you high and dry. those that sucinctly sum up problem situation without excessive finger pointing, are ones i've hired and grateful for escaping toxic environment.

good info here: reference checks

[color=#0073bf]reference checking services for job seekers

were you fired? did you leave an employer on bad terms? are you concerned about what your ex-boss might say about you to a future employer? if so, you may want to consider using a reference checking service to discover what your past employers are saying about you.

Up Vote Up Vote ×
Specializes in Nurses who are mentally sicked.
It is against California State Law for any previous employer to give out anything more that the date of hire, how long you worked for that company and whether or not you would be available for rehire.

What they are asking you to sign is not legal in California.

We also have something very similar to that in New York.

Up Vote Up Vote ×
No such regs in PA. I was asked one time why RN not eligible for rehire and wrote on reply "No temps recorded on patients homecare notes x 1 month"

RN called me and reamed me out, tried telling me that psych patiients were refusing to have temps taken and how dare I ruin her job prospects...tried discussing no temps taken on notes and that's when she resigned. However, I had called pts as part of QI process to confirm denial after it became a pattern, pts told me RN 's thermometer broke. Not gonna be a party to permitting bad practices be fostered off on another agency that can cause patient harm.

Most of time confirm DOH and reason I was informed leaving agency if asked and give broad answer if non-stellar employee. Anyone leaving due to firing/problems, defer to HR --thankfuly rare occurance.

Would also leave option blank, and discuss at interview. Can always write on form " permisison for DOH/ discharge only" if company will allow.

After 5 years of hiring, those that badmouth prior employer excessively during interview, usually ones to leave you high and dry. Those that sucinctly sum up problem situation without excessive finger pointing, are ones I've hired and grateful for escaping toxic environment.

Unless you are with the HR department, it is NOT LEGAL in California for a prospective employer to contact you regarding an employee that worked at your hospital.

Up Vote Up Vote ×
Specializes in Vents, Telemetry, Home Care, Home infusion.

ca state regs info:

subject: employee reference checks references sections law ...

small business owner’s background check guide

univ of michigan guidelines---- recruiting and employment services

similar to process i follow using health system reference check form after candidate gives permission to contact employer---now part of our online application. after reference check done, formal interview held and decision to hire made, more extensive background check performed by outside company.

background check precautions for pre-employment screening

is there a duty to disclose in employment references? (honesty is ...

de regs for healthcare facility, requires service letter completed:

service letter form. the required service letter shall be a form provided by the department of labor, office of labor law enforcement. the service letter form shall be signed by the current or previous employer and shall be filled out by that employer. the service letter form is a checklist requiring information about the type of work performed by the employee; the duration of the employment; the nature of the employee's separation from employment; and information as to any reasonably substantiated incidents involving violence, threat of violence, abuse or neglect by the person seeking employment.

delaware department of labor division of industrial affairs ...

check your states department of labor for specific state regulations

Up Vote Up Vote ×

outstanding research, karen. it never ceases to amaze me how you can amass so much pertinent information in such little time.

that said, the first link refers to state employees, who are under a seperate set of regulations that the civilian sector.

the second link refers to background checks only. they may check on a person's "work ethic" or history via interviews with friends, family and "business associates", but they cannot violate the rules set down by the fair employment and housing act that i've already outlined.

Up Vote Up Vote ×
+ Join the Discussion