Damage control during job hunt....

[kuhio98]

If his current principal wants him gone, why wouldn't he talk him up -- say he walks on water -- to get rid of him?

Does he just want him around to keep torturing him?

[Medusa]

Try this affirmation; it's worked for me and a friend of mine who was out of work for over a year and she got hired w/in days of affirming it over and over again daily. "All employment doors are now open to (hubby's name). All employment channels are now free to (hubby's name). The whole wide world now says 'yes' to (hubby's name)." Keep saying it or better yet, if he's receptive to it, have hubby say it, until he gets the job he wants. It works miracles.

[Catty1]

I think calmly confronting the principal - best with a registered letter - requesting a list of reasons why he would not be hired back might be the ticket.

Following up on kuhio98, adding that if his job performance is unsatisfactory, he is more than happy to come to a mutual agreement about moving on, if the principal can recommend him to another position. (Maybe having to focus on things he does right will be a good mental exercise for this person!)

Another point - In Canada, or in Alberta, it is ILLEGAL for a prospective employer to ask ANYTHING about your previous job performance. All they are allowed to verify is that you are working, or did work, where you did.

He might want to state up front at interviews that the interviewer will get a negative reference when they call the school. He can simply say he has made attempts to rectify the situation, with no success.

If he has friends, particularly within the school, that he can use as personal/professional references, they can back up that he is good, and validate his current difficulties with the principal, again without getting into the 'gossip' arena.

There IS a perfect spot for your hubby - you just wait!

[Freedom]

Another point - In Canada, or in Alberta, it is ILLEGAL for a prospective employer to ask ANYTHING about your previous job performance. All they are allowed to verify is that you are working, or did work, where you did.

If he has friends, particularly within the school, that he can use as personal/professional references, they can back up that he is good, and validate his current difficulties with the principal, again without getting into the 'gossip' arena.

There IS a perfect spot for your hubby - you just wait!

First point, I believe it is the same here. That is why they ask "would you hire this person again?" It is the only way to do it.

Great suggestion to use colleagues from the "touchy spot" as references!

[NoahsMommy]

I've had this issue countless time due to my illness and because I work in the medical field (it actually pertains to ANY field), most of my past employers wont hire me due to my illness.

I've started working with temp agencies, and they become your reference. Tell him to be honest and the temp agency will speak up for him. He can also be honest in his interview and tell them that he's leaving on 'not so great terms' that pertain to morals and honesty. He can tell them that his current principal is giving him a bad name because he (your hubby) is standing up to the dishonesty, etc. going on.

It is a really hard position to be in. My working with these temp agencies that either are in my field (medical temp agencies for 6 months or regular temp agencies off and on) have given me my credibilty back.

I wish you both lots of luck. You both truly deserve it.

Hugs, Kelly

[NoahsMommy]

He can also give direct names and phone numbers of any higher ups that he has a good relationship with, along with co-workers that can speak to what the current situation is....so if a call is put in to this jerk principal, the new employer will have all his/her info to make an educated decision.

I too, believe there is a perfect spot for him. Whereever that may be, they will be more than LUCKY to have him!

btw, in the U.S. (or maybe its a state-by-state thing, but I'm almost 100% certain its a country-wide law) employers can legally only ask a few, vague questions, such as:
'How long did he/she work for you?'
'Is he/she rehirable?'
'Did he/she have a problem with attendance?'
Vague, but will be able to give a picture.

They cannot ask: 'Can you tell me about this former employee?' or any questions that lead to personal information, such as 'Why is this employee leaving your company?', 'Where there any disciplinary problems with this employee?', 'Has this person been arrested? Did he/she steal from you?' etc, etc...

Some times, if your former employer is extremely rigid or overly conservative, wont even answer the "would you hire this person again?" question! When I left State Farm, my former boss, with whom I had a fabulous relationship with, told me that State Farm's position on those types of questions was that they could NOT answer them. All they could answer were, "Did he/she work for you?" and "How long did he/she work for you?" that's it! <---this kinda worked for me in the "attendance" area, even though my absences were approved and my management and co-workers were amazing with me.

By law and former employers are only allowed to answer in "yes", "no", or "not applicable" -type answers so as to avoid any lawsuits.

[Edwina's Secretary]

btw, in the U.S. (or maybe its a state-by-state thing, but I'm almost 100% certain its a country-wide law) employers can legally only ask a few, vague questions, such as:
'How long did he/she work for you?'
'Is he/she rehirable?'
'Did he/she have a problem with attendance?'
Vague, but will be able to give a picture.

They cannot ask: 'Can you tell me about this former employee?' or any questions that lead to personal information, such as 'Why is this employee leaving your company?', 'Where there any disciplinary problems with this employee?', 'Has this person been arrested? Did he/she steal from you?' etc, etc...

Some times, if your former employer is extremely rigid or overly conservative, wont even answer the "would you hire this person again?" question! When I left State Farm, my former boss, with whom I had a fabulous relationship with, told me that State Farm's position on those types of questions was that they could NOT answer them. All they could answer were, "Did he/she work for you?" and "How long did he/she work for you?" that's it! <---this kinda worked for me in the "attendance" area, even though my absences were approved and my management and co-workers were amazing with me.

By law and former employers are only allowed to answer in "yes", "no", or "not applicable" -type answers so as to avoid any lawsuits.

Sorry...but this is all wrong. An employer can ask anything they want. An employer can answer anything they want to answer.

Many employers have a policy that they will not give out any information except dates of employment and position held, but it is not the law. (I recommend my clients not to give out any other information.)

If fact, if an employer fails to disclose certain imformation to a prospective employer they can be held liable. (Such as if there was illegal activity, violence...that type of thing.)

[Lady's Human]

As much as we disagree, maybe you should PM Sara (Edwina's Secretary)?
IIRC, this is her ballpark.

[BitsyNaceyDog]

I don't have any advise to give. I wanted to wish your husband luck in his job hunt. The others have said it and I too believe that he will find the perfect place.

[Ginger's Mom]

If his current principal wants him gone, why wouldn't he talk him up -- say he walks on water -- to get rid of him?

Does he just want him around to keep torturing him?

Because he doesn't want to damage his own reputation by recommending a "trouble maker." Catnapper, please don't think I believe that is what your husband is, I am just saying that from the viewpoint of the principal.

I think Sandie's idea is a good one. Be straight forward, indicate that you are leaving your present job for a reason other than advancement, so that they know that the present job is not anxious to hire you back and why before they make the phone call.