I have a query regarding references for former employees. Recently, we have handled a few contentious disciplinary cases where employees have been dismissed for sexual harassment.
As with most companies, we only confirm dates of employment and job title in our employment references. However, we have been discussing the implications of this in the HR office. While we do not wish to be indiscreet, or put the Company in a risky position, we do think we have a moral responsibility to warn prospective employers if we have dismissed someone for sexual harassment. Is there a 'safe' way to do this?
