Damage control during job hunt....

[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.)

[Catty1]

Kim - is there anything your hubby could do through temp agencies? There are many kinds...

Driving school bus? I don't know what it pays there, but might be worth a shot. Maybe fore a private school (they pay better).

And if this thing does blow wide open to the national headline stage, well, he won't be alone - and, ironically, might open the doors to more and different job opportunities.

I am glad the union got angry about SOMETHING - you indicated they haven't been all that helpful before.

{{{{hugs}}}}

[kuhio98]

Kim ~ I am so sorry about this. The stress on you and hubby must be horrible. If it all blows up -- and they make him an offer to just "go away" think about getting legal counsel. A lawyer could help make sure that a severence package includes a training/school stipend. If hubby is going to be starting a new career, they might as well help finance the schooling.

We have a family member who had a horrible time in the public school system. He is very femine and the faculty made his life miserable. He left the school system and is teaching at a private school. He loves it and they love him. If hubby still wants to teach, is that an option?

[jennielynn1970]

Dang. What is it with school districts in this area?? Bethlehem is going down the tubes as well. Our assistant to the superintendent quit in the middle of the school year and went to Kutztown (he is a sucky guy, so I'm glad he's gone, but still... it speaks volumes about our district to leave like that).

Why didn't the union rep know anything, or is he saying he didn't know anything?? Didn't the person from hubby's school report to the union person, or is that person trying to keep on the good side of the district?

I hate all the game playing that goes back and forth. I don't like the work situation I have at my school, but there's not much I can do about it, although I'm glad it's not so bad that there's legal issues. Gosh. I feel horrible for Grant.

The one principal I worked with really black balled the one teacher I had worked with. She was a 1/2 day kinderg. teacher, and wanted to be full time. The principal talked her into working in the standards office that had just been instituted back when NCLB was started. Well, this principal used her like her own personal gopher. It was horrible. Then when the teacher went to look for jobs in other districts, the principal talked so much crap about her, she couldn't get a job anywhere, and the principal was preventing her from getting any of the full time positions in other schools in our district. It wasn't until our principal retired, and about a year later, this teacher finally got a full time position in another school. It was horrible how she was abused and treated, but the union couldn't do anything either.

When administrators have power, and they don't want to take responsibility for what is going on, they will just pass it on to someone beneath them. It just sucks. Hopefully something will happen and Grant will get another job, and karma will bite this administrator in his butt.

[Cataholic]

Dang, ES, you beat me too it! I hate how trials get in the way of my real interests....like PT!