Wondering the best direction to go to see what HR has on myself for an incident over a decade ago that was a COBC. I've heard you can request some form of inquiry, etc and if it's long enough have it cleared or get details on what they have on file.
Looking for advice in best direction to take without causing too much of a stir.
I'd rather not expose to many skeletons but at the same time with this being so long ago I'd hope this would be past me and wouldn't be held against me. Examples if i happen to get laid off and try rehire at a later date or other purposes.
Thanks for any advice. Especially those with particular insight.
11 replies (most recent on top)
Crazy the differing responses. That stuff won't be still on record to it never leaves your record.
This isn't necessarily a case of wanting to come back but more so told by HR at one time i could bridge some time from previous incident (of which i have documentation telling me so) to being told afterwards i can't. And that amount of time would be extremely beneficial as far as seniority is concerned.
However if i have the union try to file some grievance or pursue via another avenue I'm wondering beforehand if this incident is still even on record, if it is to what details and lastly if it's even worth it for me to pursue with the possibility of skeletons exposed.
You current manager makes the recommendation on whether to rehire you when you exit the business. Given the incident happened 10 years ago, unless current mgr had something against you, they would likely select the option to rehire you. If they say no it requires, vp hr approval and it better be a good reason for fear of being sued. Assume the complaint was likely shredded in the iron mountain bin.
Looking at my old HR book, it used to be, Written Warning or higher stayed on the permanent record.
It'll never be taken off. Consider this, if you are in the interview, and that gets brought up, do you still want to work in that regime? I would ID that person as toxic, going back that far, even going back to look at such materials, and then bring it up in an interview? Of which, would have nothing to do with the task at hand. I would move through the interview and keep on moving, and not hold out hope for that one. If offered, then may consider it, the question being brought u that you fear, hopefully you had your well prepared elevator speech in hand, undid him, and he wanted to see how well you handed it, and to demonstrate that you have learned and moved on. It's not an admission of guilt.
Thanks for the responses. It's not necessarily because I'm worried about it. It's more so because I'm contemplating pursuing something that would be extremely beneficial for me and in doing so this maybe brought up. Which has me wondering if it's even on record still or i can preemptive about it and have it taken off.
It's not worth it, as it's now so long ago. Apparently, you're letting the incident and the actors live rent agree in your head. Most no one, or at least no one that matters either remembers, or are on the payroll. Digging into it to any degree, will only poke the bear, and bring attention to it where it wasn't before, and stir the mud pot. If anyone knows you, knows it was BS. The people who did this injustice to you, including potential collateral damage people, either don't remember, or are no longer with the company, those left standing are your friends, and know you were wronged. If you're worried about it holding you back, preventing you from moving up, I'm sure it did for the 1st 5 or so years, but most real true managers generally don't go way back in records, if at all, seeing what other managers did, like use the A&D/Amplify or a PIP, an old HR COBC violation, etc as a weapon against you. Most of them know that's a dirty pool trick, and it covering the misgivings of a bad manager and not their faked target. In short, leave it alone, and try to move on, and apply for all the high-level jobs you can and don't bring up the distant past. Be prepared, if it gets brought up in an interview, have an elevator speech to address it in your back pocket, like how you'd chalked that old negative experience as a learning lesson and how you steer clear of toxic people. Best of luck to you, and put hat old BS, as hard as it is to do, in your rear-view mirror.
wouldn't be surprised if you 'pocket file' is long gone. i am a former AVP, about 10 years ago, during a round of mass layoffs, a secretary for a VP (both took a buyout at the time) fedex'd me a box of "pocket files" for about a dozen people who did NOT report to my organization... I deep sixed all of it.
They will use what they want from your file, when they want. Your permanent file will always contain every violation. I wouldn’t consider a rehire if let go previously. You’re just asking for them to give you a conditional rehire.
Why anyone would want to be put back on the payroll at this sh!tty company after being released is beyond me...
There is no COBC!! I’ve seen and heard things that people would be arrested for and they are still working!!
Give a written request to your supervisor to review your pocket file. Make a copy for yourself and a copy for the Union if needed. Make sure to push for a date this can take place. A reasonable time frame can be 10 business days. If they can not accommodate you in a reasonable time ask for a reason and then get the Union involved. Flag anything past 3yrs. Ask for it to be removed. Check with the Union if that is correct. Most COBC stays in permanently.
Let sleeping dogs lie.