When disputed employment information affects a professional opportunity
Information provided by a former employer can affect hiring decisions, professional licensing, law-enforcement lateral transfers, and other career opportunities. When a client believes that inaccurate, misleading, or retaliatory information may have been communicated, the first challenge is often determining exactly what was said and by whom.
Midsouth Defense Group conducts confidential, independent fact-finding to examine disputed employment references and background information. Our objective is to document the statements made, compare them with available evidence, and establish a factual record—not to assume that a disputed statement is false.
Scope of assistance
What we can investigate
Each assignment is tailored to the client’s concerns, available documentation, and lawful investigative scope.
- Disputed employment and professional references
- Employment history, separation circumstances, and rehire-status verification
- Statements made by former supervisors, managers, or coworkers
- Conflicting information involving dates, positions, duties, or performance
- Disputed disciplinary, misconduct, or integrity-related allegations
- Background-investigation inconsistencies and supporting documentation for attorney or authorized reviewer consideration
Confidential & Pretextual Employment Reference Investigations
When a conventional records review cannot determine what a former employer or supervisor may be communicating to prospective employers, a controlled employment-reference inquiry can help establish and document the information being provided in a hiring context.
Where lawful and appropriate, an investigator may conduct a controlled reference inquiry while presenting as a prospective employer or authorized representative in order to document the information communicated by the former employer or supervisor.
How the investigative process works
- 01Initial case review
Identify the disputed information, relevant employers, available records, and scope of the assignment.
- 02Controlled reference inquiry
When appropriate and lawful, seek a reference in a hiring context to establish what is communicated.
- 03Statement documentation
Preserve the details through lawful notes or recordings where permitted by applicable law.
- 04Independent corroboration
Compare relevant statements with employment records, separation documents, timelines, and witness accounts.
- 05Factual reporting
Prepare an organized report identifying verified facts, disputed claims, and any unresolved questions.
A careful evidentiary approach
What we look to verify
Depending on the case, the investigation may examine statements about employment dates, positions held, job performance, disciplinary history, reasons for separation, or rehire eligibility. It may also review whether information supplied during an employment background check conflicts with available records.
Information obtained during a controlled reference inquiry can be compared with official employment records, separation documents, prior statements, and other available evidence. Any inconsistencies are documented so the client and, where appropriate, legal counsel can evaluate what was communicated and how it compares with the underlying record.
Documentation & next steps
Information you can bring to counsel
When relevant, findings can be organized for the client’s attorney or another authorized reviewer. The materials may help clarify a disputed background report, support a request for record correction, or inform a decision about further action.
The purpose of these investigations is to document facts, verify records, identify inconsistencies, and preserve relevant information for the client’s use. Midsouth Defense Group does not determine whether a statement is legally defamatory or whether unlawful retaliation occurred; those conclusions are reserved for qualified legal counsel and the appropriate decision-maker.