Writing EmploymentLetter Employment
Instructions for the creation of a job certificate
It is the obligation of the arbitrator to reveal only the information of relevance to the position for which the previous or former employee has submitted an application. There are two main objectives of a reference: The arbitrator may provide the following general guidelines: the date on which the employment relationship with the university began and ended, the professional designation of the person, a brief outline of the most important tasks and the employee's responsibilities, all positions that the employee had before the position he had ( "or the present position") at the time of dismissal, and how long he exercised these tasks, where the person withdrew from the employment relationship with the university, the reasons for the dismissal, i.
Particular caution is required when including the following information in a reference: Any statement in a link should not relate to any complaint or difficulty that has not been made to the individual involved. It may be invoked if a warning is up to date if it is pertinent to the position for which the official has submitted an application.
However, a case still under examination in which no discipline has been decided should not be submitted in writing. An exception to this rule may apply, for example, if the claimed breach of discipline is a serious misdemeanour that could impair the employee's aptitude for the workplace. Any information concerning a person's bodily or intellectual wellbeing is also "sensitive person-related data" within the meaning of privacy laws and should not be divulged unless the person has given his or her express consent to such information being divulged.
An arbitrator is not obliged to reveal a "spent" or recent sentence of an employee or former employee and it is likely that a potential employee will conduct his own controls. For this reason, the person's prior agreement in writing should be obtained before replying. Special attention is needed if a person who has previously alleged that the university or an employee has been unlawfully discriminated against writes a notice or refuses to give it.
Likewise, a link shall not be discrimination in its own terms or implicit in its own name. If the termination is contested, the positive referencing may be incompatible with the grounds for termination.