Antoinette Carter on Thursday, September 01, 2005 at 4:02 PM said:-
> Unfortunately, the miracle of modern technology does not extend in our
> case to a centralised HR function. Each and every office/teaching
> centre, of which there were 212 at the last count, in 110 countries
> worldwide, has their own personnel records and they are not accessible
> outside of that office. So short of contacting every office, there is
> no way of checking whether someone has been previously employed.
Clearly the regulations and accepted practices from of each of the 110
countries in question would need to be incorporated into any centralised
database to assure legality and compliance within each territory.
There are potentially some reasonably complex data security and access
issues to be applied on a field-by-field basis, which in manual systems will
be dealt with by knowledgeable staff members. Whilst that should not be
anything out of the ordinary in this world of computerisation and DP
trans-border data flows it can take some time for a systems analyst to
compile.
Ian W
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]]On Behalf Of Antoinette Carter
> Sent: Thursday, September 01, 2005 4:02 PM
> To: [log in to unmask]
> Subject: Re: "Do not re-employ" Lists
>
>
> Unfortunately, the miracle of modern technology does not extend in our
> case to a centralised HR function. Each and every office/teaching
> centre, of which there were 212 at the last count, in 110 countries
> worldwide, has their own personnel records and they are not accessible
> outside of that office. So short of contacting every office, there is
> no way of checking whether someone has been previously employed.
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]] On Behalf Of Paul Ticher
> Sent: 01 September 2005 15:57
> To: [log in to unmask]
> Subject: Re: [data-protection] "Do not re-employ" Lists
>
> Presumably you keep records of staff for some time after they have left,
> and presumably through the miracle of modern technology you could check
> quite quickly whether an applicant for a post was a previous employee.
> It would then be OK in my book to say on your application form that
> *relevant* information from any previous employment with you would be
> taken into account in deciding whether to re-employ them. After all,
> you could find yourself putting someone on the "Do not re-employ" list
> for crashing the company car three times in a month, but they might be
> perfectly suitable for a desk job. It's similar to the violent warning
> marker question. You have a legitimate interest in protecting the
> organisation (and/or its staff and customers), provided you act as
> fairly as reasonably possible to the individuals.
>
>
> Paul Ticher
> 0116 273 8191
> 22 Stoughton Drive North, Leicester LE5 5UB
>
> I hereby require any recipient of this message not to use my personal
> data for direct marketing purposes.
>
>
> ----- Original Message -----
> From: "Antoinette Carter" <[log in to unmask]>
> To: <[log in to unmask]>
> Sent: Thursday, September 01, 2005 3:27 PM
> Subject: "Do not re-employ" Lists
>
>
> 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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