A father wants to know if his son's company can fire him after a background check revealed that he has several tickets on his driver’s license record.
A father wants to know if his son’s company can fire him after a background check revealed that he has several tickets on his driver’s license record. Shutterstock

My son was in a company’s training program and was let go when the background check revealed that his driver’s license record showed some tickets. None of them were DUI’s — just speeding and one accident that was just his car and no one was injured. His job doesn’t require driving, and there’s no company vehicle. Why would they fire him? Do they even have the right to look at his record? He’s a good kid and a hard worker and this seems so unfair. Should I get a lawyer?

Oh, Dad. Every parent feels the pain of their kids, and I understand why you’re upset.

It’s very likely that your son signed a release that allowed the background check, because that’s what the law requires.

The law also requires that if they are going to take adverse action because of what was in the background check that they explain the reason why, and give the person a chance to respond.

That’s in case the information is incorrect or to provide more context.

Based on what you are telling me, something doesn’t add up.

I can’t imagine an employer terminating a trainee that made it through their recruiting process just because of a speeding ticket and a minor car accident, particularly if driving is not a part of his job.

Are you sure that your son is telling you the full story?

As for an attorney, I always advise seeking counsel to get clarity about a situation, even if it’s just to help understand that there wasn’t any unlawful action so that they can put their mind at ease and move on.

My work partner doesn’t pull his weight. If I don’t compensate, our projects will fail. I’m tired of covering for him and handling the extra work, but I also don’t want to look bad, and I don’t want to get him in trouble. What do you suggest?

Tell your slacker buddy that if he doesn’t start doing his fair share, you aren’t going to cover for him or let him make you look bad.

Tell him specifically what you expect, and if he doesn’t deliver, then you either keep covering and carrying the burden, or you tell your boss what’s going on.

You’ve given him a shot to get his act together — you don’t owe him more.

Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande