References when applying internally

The post about references when laid off (below) made me think of this question:

What can be said from one manager to another when an internal candidate applies for a internal job?

In other words, we hired a gal from another department and it was never mentioned by the employee, her previous manager or HR that she is/was not able or available to work. Meaning, she has a long-standing unnamed illness which apparently keeps her from working most of the time. She works just long enough to build up her LOA, while still calling in constantly during her “work phase”, than goes back out again. She is protected, but WFC HR and the previous manager dumped their problem on our team rather than solving it themselves. And now, we are being told that we can’t hire anyone to fill her position since she is technically still on the books. End result is that 25 employees were thrown to the wolves in order to protect 1.

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Hate it when employees are sick. When will they learn the shareholders are more important than their health.

post @ukz+1jNq8IVD

if someone has followed all the rules about calling out and leaves, then there's nothing in their file to tell you, because it's all legit and your right (and theirs) as an employee to use PTO, leave etc as specified by policy.

Excessive calling out, depending on circumstances and whether the employee is exempt or non-exempt, can lead to a formal performance warning. If you are on a formal performance warning, you are required to disclose this to any internal hiring manager. So if you didn't get that in the reference check from the prior manager - that means she wasn't on a warning, probably because (as above) she was using her PTO and leave per policy. OR she wasn't, and the manager was too lazy/negligent to pursue the disciplinary path.

That said, recruiters don't have access to anything other than their prior performance rating.

See, this is why Wells stays in trouble. You all are suggesting an employee with a medical issue should be treated differently than everyone else.

If the employee has followed the correct procedure for time off then her job is protected and if she wants to apply to internal positions she is able to do that as well.

Wells Fargo managers are not well trained or knowledgeable. Therefore, their hiring decisions oftentimes make no sense and the best or better candidates are passed over and pushed out.

Post ID: @zew+1jNq8IVD

Our manager did speak with prior manager and said he did not give this employee a glowing review, but also didn’t mention any of the problems. He basically played his cards very close to his vest.

So recruiters don’t have access to employee personnel files? One would hope there would be something in the system which flags an employee who doesn’t show up for work from moving around within the bank.

We have one of those on our team who is on some extended medical but has not done any work for a long time and it is despicable.

Recruiters know nothing about stuff like that. It's all on her prior manager.

Did you speak directly to her prior manager for reference? if it's voice-voice there really aren't any restrictions on what can be said. As a manager, i've been in that situation and was candid with the inquiring manager (who of course didn't hire the tm in question).

If you spoke to them and they said nothing and gave her a glowing reco.., shame on them.

If you relied on written only (email), or thru the recruiter to 'check references' (which is a questionnaire type format) then you would never get something like this. The format doesn't allow for it.

Pretty much wide open. Sometimes the transferred employee will even be told the bosses discussed he/she. Not a big deal. Expect strengths and weaknesses as part of the discussion.

Thread regarding Wells Fargo & Co. layoffs

References when applying internally

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