Eligible to rehire disclosure policy in Illinois

[LdiJ]

You mean he quit his job without having another one already lined up.

Boy, was that ever a bad move.

The situation was of such nature, that he left on a spur of the moment, although he hadn't been planning on quitting. It was an ongoing conflict with total lack of communication, he was working overtime but being paid less for that than his regular hourly wage, and expected to work every weekend although it wasn't his regular schedule. When he confronted his boss about the overtime pay, she said "well, it's better than nothing".
One morning when he went to work and saw that more work had already been piled up, he just left... with no notice.
He tried calling her, but she doesn't answer the phone, and doesn't return messages.

There is no point in called her. If an employer would actually break the law by paying someone less than their regular hourly rate, when they are supposed to be paying time and a half, they are going to be spiteful and give a bad reference. They will pretty much do it to everybody that doesn't roll over and play dead.

 

[adjusterjack]

The situation was of such nature, that he left on a spur of the moment, although he hadn't been planning on quitting. It was an ongoing conflict with total lack of communication, he was working overtime but being paid less for that than his regular hourly wage, and expected to work every weekend although it wasn't his regular schedule. When he confronted his boss about the overtime pay, she said "well, it's better than nothing".

He should have been filing a wage claim with the state while he was still there and could be gathering the appropriate documentary evidence.

Again, another bad move.

 

[jkel0912]

There is no point in called her. If an employer would actually break the law by paying someone less than their regular hourly rate, when they are supposed to be paying time and a half, they are going to be spiteful and give a bad reference. They will pretty much do it to everybody that doesn't roll over and play dead.

He was paid salary and commission, so he was never sure if she was doing something illegal by paying him less for overtime. We still don't know.

 

[LdiJ]

He was paid salary and commission, so he was never sure if she was doing something illegal by paying him less for overtime. We still don't know.

Ok, the salary plus commission bit could possibly make a difference on the overall pay for a period when overtime was involved. No one on an internet forum is going to be able to give you valid advice on that issue, you would need someone local who could actually review the pay stubs.

However, still, an employer who says "its better than nothing" whether they are behaving legally or not, is going to be spiteful to any employee who leaves over it.

 

[PayrollHRGuy]

As HR specialists, how likely would it be for a potential employer to send a potential employee in for a drug test and a required physical exam, and then withdraw the job offer after checking with the previous employer?

I would normally do the stuff that costs less first though I'm often put into a position where I'm forced by time restraints to them simultaneously. So, you really never know. A physical exam is no small cost so I would generally be pretty dang sure I was going to hire someone before I sent them for that.

 

[PayrollHRGuy]

You mean he quit his job without having another one already lined up.

Boy, was that ever a bad move.

The situation was of such nature, that he left on a spur of the moment, although he hadn't been planning on quitting. It was an ongoing conflict with total lack of communication, he was working overtime but being paid less for that than his regular hourly wage, and expected to work every weekend although it wasn't his regular schedule. When he confronted his boss about the overtime pay, she said "well, it's better than nothing".
One morning when he went to work and saw that more work had already been piled up, he just left... with no notice.
He tried calling her, but she doesn't answer the phone, and doesn't return messages.

See that is exactly the sort of things that a would be employer should have known about. It is a good reason to leave.

It is also a REAL good reason to contact your State or Federal Department of Labor and file a wage claim. Here is a link to information on that for IL https://www.illinois.gov/idol/FAQs/Pages/How-To-File-A-Claim.aspx

 

[FlyingRon]

As HR specialists, how likely would it be for a potential employer to send a potential employee in for a drug test and a required physical exam, and then withdraw the job offer after checking with the previous employer?

Quite likely in our case. The background check, reference check, and drug test are the LAST steps after the person conducting the interview has given the thumbs up. We normally kick them all off in parallel.

I still remember one call I got one day after an employee quit about ten minutes ahead of me going in to fire him.

HR: Mr. Lee gave you as a reference.
ME: Oh, he did, did he?
HR: You were unaware of this, I take it?
ME: Yes.
HR: Would you like to give him a reference?
ME: It would probably be better for him if I didn't.
HR: I understand.