离职证明老板使绊子怎么办由刀豆文库小编整理，希望给你工作、学习、生活带来方便，猜你可能喜欢“正规的离职证明怎么写”。
离职证明：老板使绊子怎么办？
有些公司很重视求职者老东家的意见，哪怕前老板只是在推荐信中表现得不够积极都有可能使你丢掉中意的新工作，更不用提负面评价了。本文教你如何处理这个问题。
亲爱的安妮：我拜读了您那篇关于出于Dear Annie: I read your article about quitting over 道德考虑而辞职的文章，我自己的情况多少ethics, and I have a somewhat related question about my 与此也有点相关，因此向您提问。最近我和own situation.I was recently forced out of my job, 老板发生了争执，部分原因就在于道德问题，following a dispute with my bo that was partly about 此后我被迫离职。我和律师以及本地的劳工
他们都认为如果我决定起诉这家公司的话，我很可能能够赢得官司，可是我无意卷入旷
日持久、成本高昂的诉讼。
不过，我和人力资源部门达成了离职协ethics.I spoke with both an attorney and the local labor board, and because of the unusual circumstances surrounding my firing, they both think that I could win in court if I decided to sue the company, but I'm not interested in a long, costly legal battle.However, I did work out a separation agreement with
human resources.One of the provisions in it states that 委员会谈过，由于我被解雇的情况很不寻常，议，其中一个条款就是：如果有人要求原雇my former employer will not discu the reasons for my 主提供离职证明，公司不得透露我离职的原departure with people who ask for a reference.I suspect 因。可是，我怀疑前老板违反了这份协议，my old bo is violating this agreement, because I just 因为有家公司本来已经答应聘用我，但招聘had a job offer withdrawn after the hiring manager 经理与我的前老板联系后却反悔了。我该怎contacted this person.Keeping in mind that I really don't 么办？重申一下：我真的不想打官司。——want to sue, what can I do about this? –Norm 诺姆
Dear Norm: This problem is a lot more common than
亲爱的诺姆：这个问题相当常见，并不you might think.Even without a separation agreement 像你想得那么特殊。就算没有离职条款来专that specifically prohibits a former employer from 门限制前雇主不得说离职雇员的坏话，多数badmouthing an ex-employee, most big companies have 大公司也都有统一的政策，除了员工的在职blanket policies in place that permit references to confirm 时间和工作头衔之外，不得透露其它任何信
息。
不幸的是，如同其他众多公司政策，上
述规定也得不到切实执行。
Allison & Taylor公司专门分析推荐信的真实含义，公司执行董事海蒂•艾莉森指nothing more than dates of employment and job title.Unfortunately, like so many corporate policies, these are honored mainly in the breach.“About 99% of the time, people we call for a reference don't even ask who we are before they start talking,” says Heidi Allison, managing director of Allison & Taylor, a
firm that specializes in finding out what people's 出：“约99%的情况下，我们打电话要求提供references are actually saying about them.推荐材料时，对方都不问我们是谁，就开始
大讲特讲。”People's tendency to reveal more than they're
supposed to isn't new, but Allison notes that it's gotten
人们一向容易逾越应有范围，透露过多worse since the receion started.“HR departments now 信息，这不是什么新鲜事，不过艾莉森指出，have a lot of young, inexperienced staffers answering the
经济衰退开始后，这个问题更严重了。“人phones.Sometimes when we've been referred to them 事部门现在有许多年轻而缺乏经验的员工接by managers we've called, they've read us someone's 听电话，有时候我们给经理们打电话，但却entire personnel file verbatim--the good, the bad, and 会转到这些年轻员工那里，他们甚至会逐字the indifferent,” she says.逐句把前员工的整个个人档案读给我们听—
—无论好话、坏话还是废话。”她说
“还有些公司根本就不再设立内部的人
事部门，”她补充说，“因此咨询前员工表
现的请求会被转到其他方面的员工那里。他
们忙得很，这本来也不关他们的事情，况且“Or some companies have no in-house HR department at all anymore,” she adds.“So a request for a reference gets shuffled around to employees in other areas.They're busy, it isn't really their job, and they may not be familiar with company policy, so they have a tendency to say whatever pops into their heads.” Yikes.他们也不熟悉公司的相关政策，因此倾向于Even a le-than-enthusiastic tone of voice or a terse 想到什么就说什么。” “no comment” can be as damaging as a negative remark.So how can you make sure the people you're giving as
就连不甚热情的语调或者简明扼要的“无可奉告”都有可能像负面评价一样影响references aren't sinking your prospects?
你的形象。那么，如何保证向潜在雇主提供In your case, where you have reason to believe your 的“推荐人”不会毁掉你的前途呢？ bo is violating your separation agreement, a poible
solution is a cease-and-desist letter, written by an
考虑到你的情况，你有理由认为前老板attorney on your behalf, reiterating the terms of the 违反了离职协议，那么解决方法之一是请律agreement and requesting that the bo abide by it.师以你的名义发一份“停止侵权警告函”，重申离职协议的条款，要求前雇主恪守协议。
