There is a fair chance that a job seeker has left the employment of the former employer on bad terms. Whatever the circumstances, the applicant is faced with the difficulty that volunteering such information could harm the prospects of getting a new job. The job seeker may get away by being scant on detail in the CV. Being evasive during the job interview is likely to be more problematic. But how far does the duty to disclose go?
SENIOR STAFF AND FIXED-TERM CONTRACTS: A Warning for Employers
Fixed-term contracts can create unexpected risks for employers, particularly where senior staff and contract renewal are involved. What should employers consider before relying on the contract’s expiry?
In a society where lack of intergrity, honesty and corruption rules, the ruling by the LC is justified. Accounatbility is the key to good leadesrhip and it should be encouraged, cultivated in all spheres of employer and employee relations.
Very informative, does this mean even minor infringements must be disclosed at interviews and this should then be built into the inmterview process
Not all infringements need to be disclosed, but a job applicant must consider how relevant and important it might be to the prospective employer. Employers can save themselves a lot of agony and frustration later on if they ask the right questions during the interview process. These questions would vary depending on the nature and seniority of the job. Jan Truter for Labourwise
Very informative. Thank you.