Question

You were the HR manager for Lac La Biche Enterprise from 1999 - 2013. In 2014, you began working for Cold Lake Consultants. Last week, an employee, John Doe, that once worked for LLB Enterprise applied for a job with your new company. Because of your previous job, you know that John missed many days of work because his mother has Alzheimer's. He received counselling because he went through a nasty divorce and had a drinking problem. Do you inform your current employer about John?

Answer 1

It is crucial to respect confidentiality and legal implications regarding a former employee's sensitive personal information. Disclosure of John Doe's past personal issues without consent could violate privacy laws and ethical standards, and should not be done unless it directly impacts current job performance.

Step-by-step explanation:

As a former Human Resources (HR) manager at Lac La Biche Enterprise and a current employee at Cold Lake Consultants, it is essential to consider the ethical and legal implications when dealing with confidential information about a former employee who has applied for a new position. When John Doe, a previous employee from LLB Enterprise, applies to your current company, the knowledge you have about his past should be handled with discretion and professionalism. You should not inform your current employer about John's personal issues, including his mother having Alzheimer's, his divorce, or his drinking problem unless there is a current and relevant concern that directly affects his ability to perform the job he is applying for.

Confidentiality and respect for personal privacy are key professional standards in HR. Disclosing such sensitive information without consent can violate privacy laws and ethical standards. The decision whether to share information should always be guided by its relevance to the job performance and in compliance with legal regulations concerning employee privacy.