California law restricts the dissemination of credit information to an employee’s creditors who contact you.1 Although you can respond to requests to verify employment dates and job duties, only respond to third parties with employment information if a written release explicitly identifies the information to be disclosed and authorizes you to disclose it. To prevent inappropriate disclosures, require that requests for information be made in writing. Decline to answer questions relating to an employee’s prospects for future or continued employment, citing organization policy as the reason.
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