My son was in an organization’s training program and was let go when the background check revealed that his driver’s license record showed some tickets. None of them were DUI’s — just speeding and one accident that was just his automobile and nobody was injured. His job doesn’t require driving, and there’s no company vehicle. Why would they fire him? Do they even have the fitting to take a look at his record? He’s a great kid and a tough employee and this seems so unfair. Should I get a lawyer?
Oh, Dad. Every parent feels the pain of their kids, and I understand why you’re upset.
It’s very likely that your son signed a release that allowed the background check, because that’s what the law requires.
The law also requires that if they will take adversarial motion due to what was within the background check that they explain the explanation why, and provides the person a likelihood to reply.
That’s in case the data is wrong or to supply more context.
Based on what you’re telling me, something doesn’t add up.
I can’t imagine an employer terminating a trainee that made it through their recruiting process simply because of a speeding ticket and a minor automobile accident, particularly if driving isn’t an element of his job.
Are you sure that your son is telling you the complete story?
As for an attorney, I all the time advise searching for counsel to get clarity a couple of situation, even when it’s just to assist understand that there wasn’t any illegal motion in order that they’ll put their mind comfortable and move on.
My work partner doesn’t pull his weight. If I don’t compensate, our projects will fail. I’m bored with covering for him and handling the additional work, but I also don’t need to look bad, and I don’t need to get him in trouble. What do you suggest?
Tell your slacker buddy that if he doesn’t start doing his fair proportion, you aren’t going to cover for him or let him make you look bad.
Tell him specifically what you expect, and if he doesn’t deliver, then you definately either keep covering and carrying the burden, otherwise you tell your boss what’s occurring.
You’ve given him a shot to get his act together — you don’t owe him more.
Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande
My son was in an organization’s training program and was let go when the background check revealed that his driver’s license record showed some tickets. None of them were DUI’s — just speeding and one accident that was just his automobile and nobody was injured. His job doesn’t require driving, and there’s no company vehicle. Why would they fire him? Do they even have the fitting to take a look at his record? He’s a great kid and a tough employee and this seems so unfair. Should I get a lawyer?
Oh, Dad. Every parent feels the pain of their kids, and I understand why you’re upset.
It’s very likely that your son signed a release that allowed the background check, because that’s what the law requires.
The law also requires that if they will take adversarial motion due to what was within the background check that they explain the explanation why, and provides the person a likelihood to reply.
That’s in case the data is wrong or to supply more context.
Based on what you’re telling me, something doesn’t add up.
I can’t imagine an employer terminating a trainee that made it through their recruiting process simply because of a speeding ticket and a minor automobile accident, particularly if driving isn’t an element of his job.
Are you sure that your son is telling you the complete story?
As for an attorney, I all the time advise searching for counsel to get clarity a couple of situation, even when it’s just to assist understand that there wasn’t any illegal motion in order that they’ll put their mind comfortable and move on.
My work partner doesn’t pull his weight. If I don’t compensate, our projects will fail. I’m bored with covering for him and handling the additional work, but I also don’t need to look bad, and I don’t need to get him in trouble. What do you suggest?
Tell your slacker buddy that if he doesn’t start doing his fair proportion, you aren’t going to cover for him or let him make you look bad.
Tell him specifically what you expect, and if he doesn’t deliver, then you definately either keep covering and carrying the burden, otherwise you tell your boss what’s occurring.
You’ve given him a shot to get his act together — you don’t owe him more.
Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande
