Pre-Employment
In our efforts to employ qualified persons at LOYOLA, all candidates for employment will be
subject to a background investigation. Former employers, personal references, and educational
institutions may be contacted. Falsification, omission, or misrepresentation of information will be
cause for denial of employment. If falsification or omissions are discovered after employment,
the employee is subject to immediate termination.
The Human Resources Department will conduct all pre-employment investigations.
Reference Requests from Outside Companies
All inquiries regarding a current or former LOYOLA employee must be referred to the Human
Resources Department. Supervisors and employees are not permitted to release any information.
Should an employee receive a written request for a reference, the employee shall refer the
request to the Human Resources Department for handling. LOYOLA employees are not
permitted to issue a reference letter on any current or former employee.
LOYOLA employees are not permitted to release information about any current or former LOYOLA
employee over the telephone. All telephone inquiries regarding a current or former employee of
LOYOLA must be referred to the Human Resources Department.
In response to an outside request for information regarding a current or former LOYOLA
employee, the Human Resources Department will verify or furnish only an employee’s name,
dates of employment, and job title. No other data or information regarding any current or former
LOYOLA employee will be furnished unless LOYOLA is required by law to furnish the information.
Current employees are permitted to give a personal reference, however, the reference will not be
Company endorsed. Company letterhead may not be used for personal references.
Requests for Employment Information for Employee Personal Business
In order to facilitate personal business, an employee may request the Human Resources Manager
to release employment date, job title, and salary information by telephone or fax.
- Progress is satisfactory
- Reevaluate on a specified date
- Termination
When the employee’s progress is satisfactory, the employee will continue in LOYOLA’S
employment as an at-will employee.
When the supervisor notates areas of concern relative to the employee’s performance,
reevaluation may be scheduled for a specified date (no later than 90 days). The time frame is
based on the seriousness of the performance problem and the length of time required to improve
performance.
When the supervisor deems there are performance and/or attendance problems and the
employee may not be suited for the job, the supervisor must contact the Human Resources
Department to discuss the specific problems. If termination is decided, either the supervisor,
higher level manager in line of supervision, or the Human Resources Manager will inform the
employee of the termination.
The Three Month Performance Evaluation must be discussed with the employee. Both the
employee and the supervisor are required to sign the evaluation form before the supervisor
forwards it to the Human Resources Department. All employees are entitled to a copy of their
performance evaluation upon request.
The employee’s signature indicates they have seen the form and does not necessarily indicate
that they agree with its contents. If the employee refuses to sign the form, that should be so
noted in the presence of a witness.
|
