Does anybody have any experience of keeping lists of ex-employees that
they would not re-employ. We have had some incidents where English
Language teachers who were sacked from one office, were later
re-employed at another. In one case the two ring-leaders of a strike in
one of our teaching centres in Turkey, were later re-employed in a
teaching centre in Japan. In another very bizarre case, a teacher
applied for a teaching job off the back of a previous posting in Cairo,
which fortunately he did not get, because it was only later on that the
Cairo office told us he had been accused of sexual harassment on eight
occasions, and had written his manager a very strange confessional
letter after he'd left stating that he spent most of his time surfing
the net for porn, and was a sex addict.
I can't see why, in principle, we shouldn't be able to keep a list of
names of employees we would not want to re-employ. The problem is what
should warrant someone's name being added, and what should not. How
often should this be reviewed? Etc. etc. Clearly in the second example,
we have a duty of care to protect other employees/students from being
sexually harassed. But in the first example, could we justify not
re-employing those two teachers just because of their trade union
activity? Could we also justify adding someone's name just because, for
example, their time-keeping record was poor?
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