Is an employer required to tell you why they withdrew an offer based on a background check? A friend recently received two job offers. He accepted one and rejected the other. The employer he accepted subsequently withdrew the offer because of what came up during a background check. He has asked the employer for the substance of the background check that was grounds for withdrawing the offer, but has not received any response. Is there any requirement that this information be shared, since it was the basis for terminating a contract? Furthermore, if one rejects an offer to accept another, does the withdrawal of the other offer constitute a tort, e.g., violation of promissory estoppal?
Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment – or to take another adverse action against you – must tell you, and must give you the name, address, and phone number of the agency that provided the information. Summary of Your Rights Under the Fair Credit Reporting Act Read some more of that document. It tells you that you have a right to see your file. It also tells you who to contact. Promissory estoppel is not something that is violated. It's a legal doctrine which can help enforce a promise made in the absence of a contract. Without more facts it's impossible to predict if promissory estoppel can help your friend. And if there aren't more facts it's unlikely that PE will help as this appears to be a routine job offer contingent on a background check. Now, the action based on a background check might be interesting especially if your friend is a member of a protected class. You can read more about this in the document I linked to.
As I understand it, the legal distinction here is: Whose choice was it that you not continue in your job? If the company was prepared to offer you an extension, until you told them that you were not interested, you are leaving of your own free will, and would not be entitled to redundancy rights. If your employer did not extend the contract when you would have been willing to continue, that is either a redundancy, or a dismissal of another kind. If you were dismissed for valid cause, you have no redundancy rights. if you were let go because of a lack of work, or because the employer decided not to have anyone doing that job, that I gather would be redundancy.
This is an increasingly common practice in the UK for dismissals, especially for reasons of redundancy. What is going on here is that they are attempting to enter into what until recently was known as a compromise agreement, and is now termed settlement agreement. Normally, when you are made redundant, you are entitled to statutory redundancy pay (amount depends on age and length of service; see https://www.gov.uk/redundant-your-rights/redundancy-pay). You can take this and do not need to sign anything. However, sometimes companies make slightly more generous offers in exchange for you agreeing not to take them to tribunal/court or discuss/disclose certain matters. This would often involve more money and an agreed reference. These agreements only have legal standing if you have taken legal advice from a person qualified to give it. The UK's national conciliation and arbitration service ACAS has information on settlement agreements at http://www.acas.org.uk/index.aspx?articleid=4395 Therefore the employer is offering to pay legal fees because they need you to get advice before you sign a document which protects them. They are suggesting solicitors because they know of solicitors willing to do this work for the price they are willing to pay. Some companies will do this for every dismissal and have a have a standard package for enhanced redundancy. Other companies decide for each case. Before you proceed to arrange a solicitor, you should check: That you are free to choose another solicitor who will do the same for £500. That this will be paid whether or not you agree to the terms. What your length of service is, what your statutory entitlement is and what the difference is between that and what you are being offered. You should also think carefully about whether you have any potential claims against the employer - for instance, if you think you are not being made redundant because the employer is doing less of a particular type of work but because you have raised issues of discrimination. You are probably being asked to give up your right to pursue this. In terms of choice of solicitor, a solicitor which gets work from employer recommendations probably won't be too forthright in encouraging you to challenge unfavourable terms (even if they do not work for employers). If you are a member of a trade union, they will be able to suggest lawyers who do settlement agreements for employees on a regular basis. If not (and I assume not as otherwise they would be helping you through this), I would suggest finding a firm that specialises in representing employees - some solicitors' firms like Thompsons and Morrish are pretty open about their focus.
There are a very few government surveys which it is a crime to lie in responding to, most notably, census related surveys. Proving that a representation is false with respect to some questions (e.g. race or nationality) are challenging to prove and the subject of lots of hypothetical discussion. But proving misrepresentation with respect to other matters (e.g. how old you are) could be easy. This kind of survey is probably the only one where there could be criminal consequences. In the context of an employer-employee relationship, proving causation of damages from an inaccurate survey response would be almost impossible as a practical matter, but a proving an instance of lying on a survey could constitute generalized evidence of dishonesty that could constitute grounds (at least in part with other evidence) for denying an unemployment benefits claim or terminating an employee who has civil service protections or who can only be terminated pursuant to an employment contract for cause. A similar analysis could apply if the person lying on the firm sponsored survey was (or was an officer or manager of) an independent contractor or agent or business partner of the firm of some type in a case seeking to terminate that relationship for cause (and possibly triggering liquidated damages under a contract between the parties). In the context of a generalized public opinion survey, at most, the firm asking the survey questions might have a right to sue for any amount that the person was paid to participate in the survey (this would also be true for employer/firm sponsored surveys and while the amount might be small, this dollar amount could be important to showing that there were &quot;some damages&quot; caused by fraud and thus preventing a fraud claim from being dismissed on a motion for summary judgment). Conceivably, taking money to complete a general purpose survey with an intent not to answer truthfully could give rise to a criminal mail or wire fraud claim under federal law, but even then, showing that the matter misrepresented was material in a survey context beyond a reasonable doubt would be hard and the FBI has a non-binding policy of not prosecuting mail and wire fraud cases involving private parties in cases where less than $75,000 is at stake absent extraordinary reasons for doing so.
The parenthesized part means that if you are being compelled by law to disclose some confidential information, you must promptly notify the company of that fact. They could they respond by trying to get you excluded as a witness, or to limit your testimony, but you don't have to care what they do once they've been notified that you were subpoenaed. It may well be that every time the opposing side asks you a question, "your" side will object, and the judge will decide whether to sustain or overrule the objection. The only way in which you would defer to the company lawyer is by not answering the question before the question is finished (i.e. give the attorney 2 seconds to voice an objection). You would not have to "bring" the employer's lawyer along to a deposition, but that lawyer would probably be present and would similarly raise objections, if he felt like it. Your duty is simply to tell the company that you are being compelled to testify. In case the police or a detective agency are investigating the matter and they come to interview you, you are not compelled by law to answer (or to hand over documents), therefore you are supposed to decline to answer (and you are not obligated to inform the company that someone asked a question). As for an administrative subpoena, the perhaps tricky part will be knowing whether you are being compelled to testify, or invited to testify. The wording of the paperwork should inform you whether this is compulsory.
I'm not a lawyer, but I am an NHS employee, and can more concretely answer your questions. Has any crime been committed, and if so, is there any point in pursuing this with the police? If so, how do I go about it? Yes, in-fact, several crimes have been committed. Firstly, NHS employees are prohibited from viewing patient's personal information that they are not specifically treating. In opening your letter from the NHS, the nurse in question violated this practice. It's a breach of both privacy and trust. This is taught at the NHS and the nurse would be aware of this. Secondly, by cancelling your appointment, the nurse has committed workplace fraud. They have impersonated a patient, and in doing so, cost the NHS money and time it won't get back by cancelling your appointment. Again, this is also taught within the NHS, and the nurse would be aware of this too. Thirdly, by cancelling your appointment, the nurse may have put a life in danger in doing so, which is effectively gross negligence at a minimum. Although this can be reported to the police, it'll be more effective to report it to the appropriate NHS bodies. Even if a crime has not been committed, I would think that at the very least, opening someone's mail and then impersonating them and cancelling the surgery would at least be viewed as unprofessional, especially for someone employed in the NHS. Is there a procedure for making a complaint against an NHS worker? There are several different approaches, given the various breaches of trust. As BlueDogRanch mentioned, you can file a compliant to NHS England, which includes via email. Be sure to get appropriate information like the nurse's name, address, and if possible any details (like appointment reference numbers) to aid the investigation. Secondly, because of the cost incurred via the malicious cancellation of an appointment, costing time and money (and running the risk of opening the NHS to litigation), you can also report the fraudulent aspects to the NHS Counter Fraud Authority.
Raise the question with your employer If you believe that you are an employee and not a contractor then there is presumably something you want from your employer. This may be additional wages and entitlements that you would have or will become entitled to for past or future work respectively. Or you may have been injured and want workers' compensation. Or terminated and you want redundancy pay. Whatever it is, work it out and raise the issue with your employer. You might want to consult an accountant or union to help you. They may acknowledge that you were incorrectly classified and give you what you want. Winner, winner, chicken dinner! Or they may dispute it. If so, you need to follow the dispute resolution processes at your workplace. These typically involve informal discussions, escalating to mediation and then to a workplace tribunal run by the government. You will almost certainly want to consult a lawyer or union to help you - given that you don't know where to start the learning curve is likely to be too steep. In virtually every jurisdiction if people are employees at law they can't choose not to be. in british-columbia the relevant law appears to be the Employment Standards Act although it's not unheard of in edge cases for a person to be an employee under one law (e.g. workers' compensation) and a contractor under another (e.g. income tax). From the linked site: The overriding question is “whose business is it?” Is the person who is doing the work doing it as a person in business for themselves? If you are working "for" your own business you are probably a contractor. If you are working "for" your employer's business you are probably an employee. For example, if you are an accountant with several dozen clients, maintain your own business premises and charge for your advice based on the amount quoted rather than by the hour, you're a contractor. If instead, you have 2 clients, work from their premises at set hours and get paid by the day or week, you're an employee with 2 jobs. In edge cases these are not cut and dried - Google are Uber driver's employees. In Australia: no. In California: yes. In the UK: yes.
In all likelihood, the judge's order related to data collection and reselling is not legally enforceable. They weren't parties to the expungement action, so the judge doesn't have jurisdiction over them. And, the First Amendment protects the right to say truthful things pretty absolutely. Arguably, if the sites provided the information without making clear that it might not be current because records were expunged or corrected, there might be a claim for negligent misrepresentation, false light, or even defamation, but I seriously doubt that even those claims would hold up. The language in the order might cause sites to comply out of not legally justified concern, or just a desire to be accurate, even if it is not enforceable. So, it doesn't hurt to bring that information to the attention of such sites and ask them to take down the information. But, when push comes to shove, I very much doubt that you would prevail in court enforcing that order against them. Certainly, if you do nothing, they will do nothing, because they are not psychic and have no idea that the court order related to those records has been entered. Even a valid and enforceable order directed at a party over whom a court has jurisdiction is not effective until the person ordered to comply with it has notice of the order. And, there is no system that gives sites like that notice without you taking action to inform them of an order.