Q–Someone I know in human resources at a company where I had sent my resume told me that my employer had made negative statements about me and divulged confidential information.
Fifteen years ago, I lost my driver’s license on a drunken driving charge. I had had alcohol-related problems until several years ago. I joined Alcoholics Anonymous, lost 50 pounds, began dressing nicely, became reliable, more confident, less arrogant and more professional. Everyone who knows me has complimented me, including my employer, who also wrote a letter to help me petition for the return of my driving privileges.
I’ve worked extremely hard to get where I am, and I just want my employer to stop giving out information to damage my future job possibilities. Since I stopped drinking, I arrive early to work and have no behavioral problems. I hinted to our own human resources department that I know it has given out references on me, but I can’t be specific because I don’t want to endanger the person who told me this in confidence.
You advised another correspondent (June 30) that suing an employer should be the last resort, but who can I turn to for help?
A–People looking for a free ride have been known to file frivolous or fraudulent suits, but your situation is different.
You should be applauded for straightening out your life. Because of the nature of alcoholism, you’ll have to stay at it forever. But you have a right to seek a new and better job, and your company’s damaging disclosure of your past and its refusal to acknowledge your current condition must be dealt with by an attorney. Don’t ever feel guilty for asking for what you think you deserve.
Q–I’ve been laid off three times in four years and have only four years in the computer field. What do I do about my job history when I’ve had so many involuntary changes?
A–Being laid off due to cuts is nothing to be ashamed of, but you probably will have to explain it in your cover letter. The most you could be blamed for is not researching the company properly before accepting the position.
You are probably not asking the right things in the interviewing process. Some acceptable questions are: How long have you been in business? How many employees do you have? What has your growth rate been? What is your turnover rate?
If an interviewer can’t or won’t directly answer you, you should steer clear so you won’t wind up as another statistic. Keep in mind that accepting jobs with too many failing companies will be viewed as poor judgment.
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Problems on the job? Write to Lindsey Novak, At Work, Financial Department, 4th Floor, Chicago Tribune, 435 N. Michigan, Chicago, Ill. 60611, or, via e-mail: AtWorkbyLN@aol.com. No phone calls, please. Answers will be supplied only through the newspaper.
