Store Manager lies when businesses call for Job References

[LordPerrin]

As the title states, I've been finding my quest for a job being sabatoged by a vindicative former SM. I don't even put her down as a reference, or the store which she now works at. I was told the other day by a current employee that they "didn't agree with what she did to me." I asked about it, and it ends up that places calling to talk to other people I've put as references somehow are given a different number and speak to her. Where she lies and misleads them as to my work ethic.

Just wondering what some of you regulars on here would recommend.

I don't want to leave Blockbuster off of my resume or applications, seeing as how it's the only job I've had for 5 years.

[zooworker]

As the title states, I've been finding my quest for a job being sabatoged by a vindicative former SM. I don't even put her down as a reference, or the store which she now works at. I was told the other day by a current employee that they "didn't agree with what she did to me." I asked about it, and it ends up that places calling to talk to other people I've put as references somehow are given a different number and speak to her. Where she lies and misleads them as to my work ethic.

Just wondering what some of you regulars on here would recommend.

I don't want to leave Blockbuster off of my resume or applications, seeing as how it's the only job I've had for 5 years.
Find the proof this has happened, get a lawyer. No one is to comment about an employees work habits to people that call for reference. They are only to supply them with payroll phone#. This can get the SM fired.

[zooworker]

Sorry for the double post, but get someone to call that store asking for a fake reference about you and record it. Theres your proof.

[Lomithrandel]

I don't know if it is different down there in the US, but in Canada you cannot use an SM as a reference, you can only use HR which has more information about you than you may realise. An SM can't be more than a personal reference unfortunately, kind of sucks when you leave amicably.

[OzMan]

Did you see my post about how I found an "uninformed" SM that told me that the employee we were considering had stolen a TONNE of product from them?? The reason that I will not name the national retailer is.... that guy could get FIRED and SUED for giving out that information.

Best thing to do is contact a labour attorney. The "official" policy of BBI is (like every other major retailer) to only confirm employment dates. Hell, HR are the ONLY people authorised to give out this information, and even they will ONLY give out that information, won't even say if you are rehirable.

The ONLY thing you should be saying (as a SM) if someone calls you for a reference is "no comment" (tho you can say a lot with a "no comment") and give the HR phone number.

[zooworker]

The ONLY thing you should be saying (as a SM) if someone calls you for a reference is "no comment" (tho you can say a lot with a "no comment") and give the HR phone number.
tone of your voice would mean alot in that.:D

[AmazonBitch]

Sorry for the double post, but get someone to call that store asking for a fake reference about you and record it. Theres your proof.

Good idea, but check your state laws about recording conversations first. Some states allow it if only one party is aware of the recording, but other states require that all parties are aware. If you state if like this it would not hold up in court.

Go to an attorney. Let them hire 2 PI's to do a quick call and then sign an affadavit as to what was said by your ex SM. As far as the SM giving reference info - this is only company policy. Giving false reference information is, however, against the law (which is why the policy is as such).

The technical term is that it is unfairly interfering with economic opportunity.

Hiring an attorney on a "you get a percentage of my winnings" basis would be the best way to go.

[AmazonBitch]

I don't know if it is different down there in the US, but in Canada you cannot use an SM as a reference, you can only use HR which has more information about you than you may realise. An SM can't be more than a personal reference unfortunately, kind of sucks when you leave amicably.

In the US payroll will only release your title and you hire and discontinuance dates. I know because I called HR, posing as a possible employer, for my own reference after I left out of sheer curiosity. I even tried to get more info out of them - they will refuse.

Bite me on the double post - I haven't been here in a bit and I'm rusty. :cool:

[AmazonBitch]

Did you see my post about how I found an "uninformed" SM that told me that the employee we were considering had stolen a TONNE of product from them?? The reason that I will not name the national retailer is.... that guy could get FIRED and SUED for giving out that information.

Best thing to do is contact a labour attorney. The "official" policy of BBI is (like every other major retailer) to only confirm employment dates. Hell, HR are the ONLY people authorised to give out this information, and even they will ONLY give out that information, won't even say if you are rehirable.

The ONLY thing you should be saying (as a SM) if someone calls you for a reference is "no comment" (tho you can say a lot with a "no comment") and give the HR phone number.

The breech of policy is not enough to sue on. Policy is not the law, it can just get the person fired. Legally a previous employer can say anything they want about you as long as it is true and doesn't violate employment laws (i.e. 10 protected classes, etc...)

It's the giving out of FALSE information that is the problem. Not only is it slander but also intefering with economic opportunity. Which leave it open for a lawsuit on both ends.

What I get pissed of about is how so many people bitch about corporate america being able to get away with treating employees so badly, and how they are so mistreated on the job, but when they have a clear opportunity to stand up for what is right and wrong, do something about it, and possibly make a large sum of $$ they are too fucking lazy. Instead we have a bunch of "Dee, Dee Dee" (as Carlos Mencia would say) assholes running around suing everyone for everything when they aren't entitled to shit. Yeah, and people wonder why I'm pessimistic about humanity....

[LordPerrin]

Found out a little more information.

Apparently she was quoted as telling the prospective employer that "I wouldn't hire him if he was the last person on Earth." Never did she mention my work ethic, my ability at most tasks, etc... Nor could she have told them the truth about why she was so pissed off.

I was given a two days notice to "transfer" stores, to another city 40 miles away, without any type of raise or incentive. Not to mention I was told that the store I was going to already had an ASM, but was also told that they could have two. Which in this area, as well as most in the US, all stores have 1 ASM. Or sales manager, whatever it's changed to now. So I told her I would work out my final week there, and that would be my notice.

I didn't expect 3 other employees, including a shift leader, a SL in training and a CSR to follow suit over how I was treated.

Now I believe she views that as my fault, misleading all potential employers. As of now I've been unemployed for 5 and a half months. Thank god I had a nice amount saved up to live off of.

That count for anything?

[OzMan]

The breech of policy is not enough to sue on. Policy is not the law, it can just get the person fired. Legally a previous employer can say anything they want about you as long as it is true and doesn't violate employment laws (i.e. 10 protected classes, etc...)


Well, I was going with the idea that BBI would fire her (for violating policy) and that she could be sued (for lying).

Not sure if what she said in this case can be counted as "lying", but just as "non-compete" clauses often can't be enforced, especially on lower-level employees (under the "economic opportunity" idea), I would think this would still be worth pursuing.

[LordPerrin]

I realized I should've clarified the topic. Not necessarily lying, but she has been destroying my credibility on purpose and for no apparent reason. It appears just so that she can keep me from being hired anywhere, just her personal enjoyment.

[zooworker]

I realized I should've clarified the topic. Not necessarily lying, but she has been destroying my credibility on purpose and for no apparent reason. It appears just so that she can keep me from being hired anywhere, just her personal enjoyment.
You need to take Amazons advice, don't let this go on anymore. You have rights.

[Suli]

Not sure about the rest of ye but in Maryland you can't even say someone was fired.

[DraconianSM]

I thought employees were responsible for their own reference checks. A lot of businesses now have the applicants acquire their reference checks and submit the document to the hiring manager. Proof of employment is about all they get.

Also, if you leave Blockbuster on bad terms and are separated as "not eligible for re-hire", then other companies that use the same hiring system Blockbuster uses will also reject applications.

[LordPerrin]

I didn't leave on bad terms. I gave them as much notice as they gave me that I had to switch stores. As well as the manager saying that she would always put in a good word for me as a reference.

[turtletime]

What I get pissed of about is how so many people bitch about corporate america being able to get away with treating employees so badly, and how they are so mistreated on the job, but when they have a clear opportunity to stand up for what is right and wrong, do something about it, and possibly make a large sum of $$ they are too fucking lazy. Instead we have a bunch of "Dee, Dee Dee" (as Carlos Mencia would say) assholes running around suing everyone for everything when they aren't entitled to shit. Yeah, and people wonder why I'm pessimistic about humanity....

I so agree with you there!! My hubby has started a class action lawsuit against some former employers for refusing to pay him overtime. Over a six week time period, he had $4000 in o/t that is unpaid. We went to L&I, and finally to an attorney. I have some friends and family who ask if it's really worth it to fight over something like that, specially since they were trying their damndest to black list my hubby in his recent job search. I pointed out that 4k over 6 weeks totals about $35,000 a year...so, yeah, it's worth it!! Not to mention the fact that somebody has to stand up to these companies!!!

OP - get an attorney!!!!!!!!!!!!!!!

AB - thumbs up on the triple posts!! :D

[OzMan]

Also, if you leave Blockbuster on bad terms and are separated as "not eligible for re-hire", then other companies that use the same hiring system Blockbuster uses will also reject applications.

How, exactly, does that work.

You're talking about information protected by privacy laws (esp if there is ANY medical information in there), as well as access to information that BI may not want to make public... so, how, exactly, do other companies have access to BBI's files??

[orbitdvd]

I thought employees were responsible for their own reference checks. A lot of businesses now have the applicants acquire their reference checks and submit the document to the hiring manager. Proof of employment is about all they get.

Also, if you leave Blockbuster on bad terms and are separated as "not eligible for re-hire", then other companies that use the same hiring system Blockbuster uses will also reject applications.


I've often wondered if BBV would hire me back. I stuck around to move a store, and left on good terms. The bad blood came after. :rolleyes:


marc

[DraconianSM]

How, exactly, does that work.

You're talking about information protected by privacy laws (esp if there is ANY medical information in there), as well as access to information that BI may not want to make public... so, how, exactly, do other companies have access to BBI's files??

I believe it is tied into the "Uni-Cru" system. When you separate an employee you put a reason for separation into the BEC (employment center) as well as their status eligible/not eligible for re-hire. Other stores use the Uni-Cru system, hence the possibility of not having your application go through at a potential employer who uses Uni-Cru.

[AmazonBitch]

Also, if you leave Blockbuster on bad terms and are separated as "not eligible for re-hire", then other companies that use the same hiring system Blockbuster uses will also reject applications.

This is not true. As stated many times in this thread BB will only give out hire dates and position. They are not allowed to disclose whether or not you are rehireable etc..

[AmazonBitch]

I believe it is tied into the "Uni-Cru" system. When you separate an employee you put a reason for separation into the BEC (employment center) as well as their status eligible/not eligible for re-hire. Other stores use the Uni-Cru system, hence the possibility of not having your application go through at a potential employer who uses Uni-Cru.

That's a total crock of shit. Employment records are confidential. Just because a company uses the same hiring firm or screening company doesn't mean that legally sealed files can be shared around. And if this isn't enough of a point - I know a programmer who works at Unicru and it works nothing like that.

[DraconianSM]

That's a total crock of shit. Employment records are confidential. Just because a company uses the same hiring firm or screening company doesn't mean that legally sealed files can be shared around. And if this isn't enough of a point - I know a programmer who works at Unicru and it works nothing like that.

I think we are talking about two different topics. I agree 100% with what you said in regard to reference checks. Currently, reference checks are obtained from the employee to give to the potential employer. It used to be the potential employer could call Blockbuster payroll and verify employment. The new way is a confidential as can be.


My prior point dealt with whether or not the application comes up as "Meets Requirements" or "Does Not Meet Minimum Requirements". For the most part the way the potential employee answers the questions will dictate what is rejected or not. But I have been told from a reliable DTSM that an employee separated with "not eligible for rehire" will have problems with future applications at businesses using the same electronic screening process. If there is even the remote possibility of truth to that, I believe it would be wise to leave on good terms.

[AmazonBitch]

My prior point dealt with whether or not the application comes up as "Meets Requirements" or "Does Not Meet Minimum Requirements". For the most part the way the potential employee answers the questions will dictate what is rejected or not. But I have been told from a reliable DTSM that an employee separated with "not eligible for rehire" will have problems with future applications at businesses using the same electronic screening process. If there is even the remote possibility of truth to that, I believe it would be wise to leave on good terms.

There is absolutely no truth to that. As stated, not only is it illegal, but I know a programmer that works for Unicru and the system does not work like that.

[Oompaloompa]

One suggestion I have is that from now on when you list a contact # for reference use the reference check phone # so they have no opportunity to speak to your SM. I put that number on all my apps so I don't have to worry about my store wondering if I'm quitting.

But I would say that it would be difficult to sue simply for the SM saying that she would not hire you if you were the last person on earth. The problem with that from I just learned in my law class is that she is merely voicing an opinion. You may be able to sue though since it is to a potential employer, I dunno. If she makes a specific accustaion about something then you could definitely have something

But like I said, just list the BBV HR # thing for reference checks from now on and you shouldn't have that problem anymore.

[LordPerrin]

They never told any employees here in the area about a contact number for references. Not sure if that is to cover their own backs, so they can do what she did or not.

[BBVTyrant]

They never told any employees here in the area about a contact number for references. Not sure if that is to cover their own backs, so they can do what she did or not.

It's been my experience that this company doesn't tell their employees a lot of things. Many trinkets of info are just waiting to be discovered on your own. This number is published in the Reference/Contacts tab of your Bluebook. That's the only way I found out of its existence when I managed.

[EXSM]

I give my prospective employers the reference line for BB, and tell them that it is a BB policy not to give information in regards to reference checks.
But it never works. Two times now, a BB store was contacted, and employees gave specific information on me. Fortunately, I didn't make many enemies.
What this original poster stated is quite possible, but maybe it's not even the manager doing it. It could very well be a shift leader, or even a CSR whom the manager decided to discuss with the other employees, that you are an unethical person. Have someone call up the store, and do a mock reference check to verify for yourself if you want.

[OzMan]

I give my prospective employers the reference line for BB, and tell them that it is a BB policy not to give information in regards to reference checks.
But it never works. Two times now, a BB store was contacted, and employees gave specific information on me.

Well, hell, can you really blame the prospective employer??

As I have said before, I make friends, and get whatever information I possibly can.

As a former SM, I can't believe you wouldn't try to do the same to get any info on applicants that you could.