If you did not communicate at all to those 7 consultants that left other gigs with that agency, then by all means find a way (WRITE a letter, preferably) o let your new Director know that 70% of the people that have left are not people you even know or have been communicating with. Make it clear that that your ex-consultancy has a retention problem with it's staff, but that you are not the cause of it, despite the efforts to scapegoat you. As proof, only 3 of the ten that have left came from your site - and that is evidence of a larger problem with your old agency, not with you.
Next, tell you new dirctor that you DO understand that he requires resources that are sourced from this agency, and that you are a professional and have nothing to gain from harming that relationship. For that reason you have taken his admonishment to heart in terms of not communicating compensation to any other employees. While it is impossible to prove a negative, let your new director know that you would be very happy to have him call and talk directly with those other employees.
Lastly, ask him if there is anything else you can do to help him or to help him resolve this with the old agency.
All in all, I think your new company would be more impressed with the level of cooperation and maturity shown by this than by hiring a lawyer at this point. And they are who you have to please...not your old agency.
Future Shock
Next, tell you new dirctor that you DO understand that he requires resources that are sourced from this agency, and that you are a professional and have nothing to gain from harming that relationship. For that reason you have taken his admonishment to heart in terms of not communicating compensation to any other employees. While it is impossible to prove a negative, let your new director know that you would be very happy to have him call and talk directly with those other employees.
Lastly, ask him if there is anything else you can do to help him or to help him resolve this with the old agency.
All in all, I think your new company would be more impressed with the level of cooperation and maturity shown by this than by hiring a lawyer at this point. And they are who you have to please...not your old agency.
Future Shock
Rock Hydra
Diamond Member
- Dec 13, 2004
- 6,466
- 1
- 0
I'm a manager at a financial services company. We've been told by HR not to talk to anyone regarding a previous employee becuase anything we say could be grounds for a slander case. We aren't even supposed to verify employment. Were just supposed to refer them to our HR people.
My company may be a little conservative but it does point to the fact that you may have a slander type case against your former employer.
My company may be a little conservative but it does point to the fact that you may have a slander type case against your former employer.
GeekDrew
Diamond Member
- Jun 7, 2000
- 9,099
- 19
- 81
No, I'm not.
I am not a lawyer, but I've spoken with a handful of paralegals and attorneys about it, and they've all said that it is illegal to terminate based on discussion of salary. I've previously discussed this in this forum, in a thread about someone being fired for just that. Important information quoted below; link to original thread.
Originally posted by: GeekDrew
WRONG you are.
I happened to be researching nursing homes tonight, and discovered that there are federal laws that prevent termination on the basis of discussing wages. I happen to have a very good friend in Chicago that is a paralegal, and whose brother is a lawyer... I gave them a shout, and they both confirmed that most employers do not know that the law is on the books, and many attorneys are making a lot of money from settlements regarding terminations over wage discussions.
I suggest that if you still believe that you are prohibited from discussing your wages, please contact an attorney ASAP, that is well versed in employee and employer rights.
Here happen to be three links to the same case:
National Labor Relations Board,
Petitioner/Cross-Respondent,
v.
Main Street Terrace Care Center,
Respondent/Cross-Petitioner.
http://www.nlrb.gov/nlrb/shared_files/decisions/327/327-101.htm
http://caselaw.lp.findlaw.com/cgi-bin/g...se.pl?court=6th&navby=case&no=00a0218p
http://accounting.smartpros.com/x27337.xml
I'm assured by my legal friends that there is plenty of other case law out there that will assist employees that have been wrongly fired for the reason that they were discussing their pay with another employee or with anyone else.
Hope that someone finds this useful.
I suggest you check out the three links, above.
I do not have more information than that available at the second, though I am assured by folks that know much more than I do that I am correct.
Powermoloch
Lifer
- Jul 5, 2005
- 10,084
- 4
- 76
I think the OP should revise his post and at least give a NAME for each company because this is very confusing.
Kanalua
Diamond Member
- Jun 14, 2001
- 4,860
- 2
- 81
Get a lawyer. IF you are absolutely honest about not bragging about your salary to others contacting a lawyer and subsequent action will solve this immediately. THe company trying to screw you over (hard to follow in your story) will basically have to prove in court their allegations...
if i hear any more crap from company ABC (consulting firm) i will heed this advice.
goku: i added names in.
Originally posted by: GeekDrew
No, I'm not.
I am not a lawyer, but I've spoken with a handful of paralegals and attorneys about it, and they've all said that it is illegal to terminate based on discussion of salary. I've previously discussed this in this forum, in a thread about someone being fired for just that. Important information quoted below; link to original thread.
Originally posted by: GeekDrew
WRONG you are.
I happened to be researching nursing homes tonight, and discovered that there are federal laws that prevent termination on the basis of discussing wages. I happen to have a very good friend in Chicago that is a paralegal, and whose brother is a lawyer... I gave them a shout, and they both confirmed that most employers do not know that the law is on the books, and many attorneys are making a lot of money from settlements regarding terminations over wage discussions.
I suggest that if you still believe that you are prohibited from discussing your wages, please contact an attorney ASAP, that is well versed in employee and employer rights.
Here happen to be three links to the same case:
National Labor Relations Board,
Petitioner/Cross-Respondent,
v.
Main Street Terrace Care Center,
Respondent/Cross-Petitioner.
http://www.nlrb.gov/nlrb/shared_files/decisions/327/327-101.htm
http://caselaw.lp.findlaw.com/cgi-bin/g...se.pl?court=6th&navby=case&no=00a0218p
http://accounting.smartpros.com/x27337.xml
I'm assured by my legal friends that there is plenty of other case law out there that will assist employees that have been wrongly fired for the reason that they were discussing their pay with another employee or with anyone else.
Hope that someone finds this useful.
I suggest you check out the three links, above.
I do not have more information than that available at the second, though I am assured by folks that know much more than I do that I am correct.
Wow someone who actually looks up their rights and labor laws and precedent cases instead of just taking a company policy as the word of God. Bravo!
sourceninja
Diamond Member
- Mar 8, 2005
- 8,805
- 65
- 91
Glad I dont have that problem. Although we are not supose to talk about our salary's. They are a matter of public record. Yea, i'm not supose to talk about something you can get from the library in a few minutes.
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