How the work-help helps us
In most cases, it is therefore a cause for joy when the certificate flings into the house. We see black on white, what we have done.
Often positive surprises are also present, as we can read here again how diverse the tasks are, which have been transferred to us.
A testimony that makes us proud?
The testimony should not be a cause for concern, but should provide us with a tremendous opportunity - to be proud of ourselves.
Because feedback on our strengths and weaknesses is often not yet the order of the day. This is why some will know it, this quiet, nagging little voice that keeps asking us: "Am I good at what I do?"
Questions about the topic of work safety
But it is not uncommon for the certificate to be a reason to go to a lawyer, also because of the notorious “wording codes” that employers do not always favorably incorporate.
Besides, there are also some other basics that are interesting to this official document. For this post has Dr. Job answered some general questions that crop up around the topic of work time and again.
Interesting basic knowledge for your next work certificate
1. Who actually writes our testimonies?
There is really no binding rule for this. In larger Companywho often call an HR department their own, this is normally the responsibility of your responsible HR representative.
In smaller companies, however, it sometimes happens that you are asked to write your own testimony - or parts of it. The result will then be checked by your boss. If that happens, there is a lot of work for you. However, writing your own testimonial offers advantages. Because with it you can steer the result of the certificate from the beginning in positive paths.
2. Are employers obliged to issue a certificate?
The answer is: jein. The employer is not obliged per se to issue a certificate to the employee. However, the employee has a legal right to such a person if he specifically demands it. The period for the claim is fixed for a period of three years after the end of the employment relationship and expires at the end of this period.
3. What are the different types of testimony?
A distinction is made between a simple, a qualified and an intermediate certificate. The simple testimonial leaves out the personal assessment, it is a brief description of the period and extent of employment.
The qualified certificate contains all the points mentioned in Question 4 - it includes the evaluation of the social behavior and the performance. Finally, the intermediate report can be issued during the continuation of employment and usually takes place for reasons within the company, such as a change of the superior.
4. Are there specific formal requirements for a testimony?
Definitely yes. The certificate must be in the format DIN A4 and on company paper, be dated and include an introduction to the person who receives the certificate.
This is followed by a job description - in a qualified employment certificate, an evaluation of the employee's performance and social behavior. Subsequently, the reason is given, from which the employment relationship is terminated. Last but not least wishes for the future and a signature with date and possibly company stamp are made.
5. What are the points in the testimony?
First and foremost, a bad testimony is better than no testimony! This means: staff members become suspicious when an activity can not be attested with a certificate - not so good certificates, however, can be explained in a personal interview. In the present evidence, personnel managers pay particular attention to formulations on the topics of performance and social behavior.
And HOW the employee is dismissed can also be a clear statement: How exuberant is the employee “fired”? Can it be determined from the wishes whether the company likes to or does not like to dismiss the employee? Sentences like: "He was always trying hard to do the job to our full satisfaction", which actually means: "He made an effort but was not successful", can be too muffled joy with regard to the next testimony to lead.
6. Am I entitled to a good testimony?
According to case law, job references must be at least “satisfactory”. If a poorer certificate is issued, the employer must be able to justify this with evidence.
If, on the other hand, you request a certificate that is “satisfactory” or better, you are asked yourself: Here you must be able to prove that you deserve such an assessment.
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