Employer refusing to provide even verification

[mermer_rn, BSN]

So I asked about interpreting new managers behavior on this forum a few months ago (if any of you may remember ?) and took the hint and went PRN while I explored other jobs. I am in the process of applying for a job I'm really excited about, and went the route of honesty and informed my manager and director, as well as told them I planned to stay on in my current PRN position to help out when I'm able. 

Well fast forward, I was informed that that the job I was applying for was unable to verify my current employment....couldn't get an answer or call back from manager and couldn't get anywhere with HR and did I need to fill out a permission or release of some kind?  I reached out to my manager and director and was told not only would they absolutely not be giving me a reference, but they also would not verify my employment, history, qualifications, etc because it is "a policy we have, we are not allowed to give a reference or verification for a job outside of our facilities". I have been a good employee....I haven't made close friends or hung out with many people outside of work, but I never call in, have never been reprimanded or written up and have actually been nominated many times for daisy awards and such. I feel really personally targeted and now I feel extremely upset as I don't know how to verify my employment and don't understand why they won't. I looked into it and it is considered a courtesy not a legal obligation, but I can't help but feel it makes me look bad. I'm worried I now won't get the job. 

 

Has anyone experienced this?  Seen someone who has....been on the manager side of things like this?  I'm at a loss and honestly really hurt. I have given 3 years of excellent care, 1 year involuntarily on a COVID unit,  to this hospital and I feel like I'm just tossed in gutter. ?

[caliotter3]

The employer is deliberately sabotaging your efforts.  Just a different form of blacklisting without taking responsibility.  They could answer the phone and do their best to make certain you don't get the job, but they prefer the passive aggressive method; does not allow for you to have any legal recourse.  I knew an excellent nurse who found out that he was not getting anywhere in the job search because his (our) employer was deliberately lying about his job performance to prospective employers. The source that informed him about what was going on told him that is one way employers "keep" their good employees.  As for blacklisting in general, there could be many factors involved, to include personal power trips and vendettas. 

[NRSKarenRN, BSN, RN]

Sounds like this is retaliatory, although I have heard of a few facilities doing this to CYA from being sued or WERE SUED for not providing a consistent response for all employees thus could be considered discriminatory.

Do you have a copy of your last evaluation? That and a paystub copy should be able to prove employment and work performance. As a manager, I was told by HR to not give out any info except to verify date of hire and termination.  Often ended the call with " it was such a pleasure to work with XYX who was a reliable employee"  for those moving on from my department when they left in good standing. Otherwise, dates only given and told caller to contact HR.

Employment verification laws explained

Quote

Employment-verification laws govern every aspect of an employee’s tenure with a company, from the hiring phase through termination and beyond. Here, we’ll look at the laws governing employment verification—both those ensuring that an employee is eligible for work and those relating to the details of someone’s current or past employment.

Employers aren’t obligated to respond to calls to verify an individual’s employment for a third party unless the requests are made by federal entities....

Reference Checks and Employment Verifications: Do's and Don'ts

Quote

Decide what information to provide. When contacted for a job reference, it is considered a best practice to provide only limited information about former employees, such as dates of employment, positions held, and in some cases, final salary or hourly wage. This is generally a preferred approach, since the information is limited to factual and objective data. If you choose to provide more information, make sure you are providing it in good faith; the information is accurate and job-related; and you provide the same types of information about all former employees. Employers should be particularly sensitive to the risks associated with providing a negative reference. Before disclosing any negative job-related information, make sure you have thoroughly documented the issue at the time it occurred. For employment verifications, the information provided is generally limited to dates of employment, positions held, and pay history...

 

[FolksBtrippin, BSN, RN]

 

While it is reasonable for your manager not to give a reference, it is outrageously unprofessional of HR not to verify employment. 

Please out this hospital.

People need to know this about them.

 

[Emergent, RN]

Maybe give another co-worker as a reference. I'll bet a charge nurse would give you one. It seems like they want to keep you as an indentured servant.

[MunoRN, RN]

Your current employment is public record through both state and federal payroll taxes, you're prospective employer should know how to check to see if payroll taxes are currently being paid on your behalf and by whom.

If your current employer is saying they don't want to acknowledge you work for them then they are potentially guilty of tax fraud, and that you'll be happy to have state and federal governments investigate and then confirm your employment with them to anyone you see fit to tell.

 

[Jedrnurse, BSN, RN]

Wow. This facility has discovered a new low for employers. Is there some sort of award they're shooting for?

What kind of facility/organization is it?

[MelEpiRN]

Can you show them a pay stub?

I've heard of things like this existing, but usually it's on the manager/director side of things- as in HR can verify your employment but policy says managers do not speak to outside agencies. I do see in your comment that HR is being unhelpful, I'm sorry!

[Jedrnurse, BSN, RN]

How do they hire people? I bet they rely on references and verifications of employment...

[Hannahbanana, BSN, MSN]

20 hours ago, mermer_rn said:

I reached out to my manager and director and was told not only would they absolutely not be giving me a reference, but they also would not verify my employment, history, qualifications, etc because it is "a policy we have, we are not allowed to give a reference or verification for a job outside of our facilities".

OK, attach copies of your W-9 or W-2 that indicates how much the hospital  paid you last year (it’s in the file with your income taxes), your license, copies of your certifications, and so forth. There’s your documentation of employment and qualifications.  
Ask a friend to give you a reference (don’t disclose the favor to your current employer). Also, if this is a long-standing policy, the HR you’re applying to has probably run into this from these clowns before. Don’t delay on this. 
 

[JadedCPN, BSN, RN]

Obviously your current employer is handling this so inappropriately like others have already stated. But I am a little curiously surprised that your potential new employer is using this as a hold up instead of asking for other forms of verification. I would think they’ve encountered this before.

[FolksBtrippin, BSN, RN]

I just want to clarify that it's a good thing to not allow managers to give references. Protects everyone. Companies can and should be sued for libel when candidates don't get a job just because the manager didn't like the employee. Verification should be done by HR and they should only state when you were hired, when you left and your wage. That's it. If they refuse to do that much, they are not a place to work for and everyone needs to know it.