Damn Lawyers, damn lawyers, damn lawyers

[Guy McDonald <guym -at- DAKA -dot- COM>]

Geoff Hart brought up several good openings on the certification
discussion.  I noticed that Dan Martillotti focused on experience criteria
in the hiring process.  My take from Geoff's point is somewhat different,
and I believe it deserves attention by employers.

Geoff's idea:

>  2. Identify (through the employer?) what the candidate's
>  role was in producing the work.

------------------------------------------
My note:  BEWARE of "damn lawyers".  In my home state (Washington), an
employer can be sued for information that he/she provides during a referral
check.

After discussing this several years ago with my "damn lawyer", it was
decided that I would only provide:

1.  individual employment data (i.e., his/her length of employment)
2.  method of departure by the individual (terminated or quit)
3.  whether I would:

a.  hire the individual again
b.  not hire the individual again

Until I see otherwise, this advice from my damn lawyer will prevent:

a.  lawsuits by disgruntled employees
b.  inappropriate and/or unethical comments by myself

I would like to know if other states hold similar protection to the job
hunter against former employer referrals.  Perhaps this is a spin-off of
the Privacy Act?  More than likely, some employee set precedence by
litigating a similar complaint.  To many of you this is old news, but
considering the ramifications it warrants exposure again.  And as a side
note, the idea of forming committee's to initially certify/license a
technical writer would make my damn lawyer's wallet bulge even more.  To
that I say............ "to hell with the damn lawyers"

Guy McDonald
guym -at- daka -dot- com

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