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No she finally quit. Thing is, rent's been payed for this month but is due next month, and if I'm payed monthly it won't come through in time regardless, and I've got no money and already loaned £500 from my parents.
I thought the only bad thing they could really say in your reference would be in reply to 'Would you employ this person again?' to which they can say no. They can also say if you were dismissed from your job. But I had the impression that references were quite vague anyway.
I also 'know of' someone who works at Barracuda Bar - but I don't recall her mentioning how bad it is.
I haven't heard any complaints from Barracuda Manchester. It's Barracuda Wrexham everyone hates.
*keeps everything crossed for you*
Even your legs?
The manager isn't a nice person, he's very two faced which is something that can't be changed unfortunately. I'm ashamed to ever have worked for such an unpleasent person... Even if the supervisors are Ok.
As far as I'm concerned I hope the place burns down. :grump:
Having looked through the resources, it seems to me (I'm no expert) that this isn't law exactly but is the guidelines all companies follow so that they can't be sued for false references, as such. If they just say "Mr. X worked here from 01/02/2004 to 12/05/2004 as a cleaning boy" then they can't really get done.
Again, I'm no expert, thats all I've picked up from reading the sources. They all seem to contradict each other. Anyway Chaos - I think legal action would probably be a bit too difficult on your own, you could always see if a workers union would support you though, they're all for workers rights....
Dies with excitement at the thought of chaos working at the airport - gogogo its so exciting I spent a week there once...
Even them. :yes:
Law One:
As far as I know in North America, it is not illegal to give a bad work related referrence if it is justly earned. Also, giving a false positive reference can lead to being sued for damages if you knowingly gave a false positive reference about an ex-employee to a prospective employer and that ex-employee caused harm or damage to their new employers business.
Law Two:
It is illegal to terminate or threaten to terminate an employee due to a medical condition unless said condition hinders the employees ablity to do his or her job, or said condition threatens the health and wellbeing of those who the employee interacts with during the course of their work day.
Law Three:
No contest if you are referring to illegal drugs and drug use.
Law Four:
There is no law that states a manager can or cannot be drunk. This is purely an internal matter for the company. Unless of course the managers drunkness threatens the wellbeing and health at the worksite.
Law Five:
Not against the law, however it does show a bad lack of maturity, sensitivity and intelligence on the part of the management staff.
However, one thing I have learned as a manager.....there are always two sides to story.....we have heard your side, it would be interesting to hear the other side.....
It depends on the sensitivity of the job.....if its job in banking, I sure as hell would want to check up on the background of any potential new hire.
I manage a trucking company here and by Canadian Law, I have to contact every company a potential new driver has worked for in the past and get his rec
With spelling like that, I am not too surprised....mind you, I should talk......
That's exactly what I was going to put. Minus the part about your spelling!
i think youll find that a manager in charge of staff and customers being drunk is a legal matter as you will find most places of employment will have a public liability insurance certificate and if the person in charge is drunk then the insurance is invalidated and in the uk you cannot open your premises without a valid insurance certificate so if the boss is drunk under our laws no insurance, no opening, if this was reported to health and saftey, your current place of employment would come under investigation and if the complaint was upheld the company can lose its trading licence on the said premises.
Do you really think an employment tribunal will go ahead if a boss tells employees a colleague is going to be fired?? Data protection - break it down. There was no data given, therefore needs no protection. She could only go to a ET if she quit and claimed constructive dismissal on these areas. And how many times do I have to say it - you asked for a reference, you have to take the bad with the good. An employer will however, be careful as they will not want to be held libellous for any comment that may not be fair or accurate or is indeed misleading. If they are misleading, unfair or inaccurate then you may be able to sue for libel as it is a written document..... but the success is minimal and the process lengthy and expensive.
Reference fact sheet