An integral component of pre-employment background checks, a character reference check is conducted by hiring managers, employers, and third-party service providers to gather insights into a job candidate’s past work experience, performance, skills, work ethic, and overall suitability for a given role. 

Beyond these assessments, this background check can also serve as a proactive measure to identify potential red flags in a candidate’s behavior or attitude, as character references can reveal patterns of poor teamwork, dishonesty, or unprofessional conduct—issues that may not surface through a résumé assessment or interviews alone. 

In this blog, we’ll explore how character reference checks on job candidates play a key role in preventing future workplace misconduct—supported by insights from real-world case studies.

Workplace Misconduct: Definition and Categories

Workplace misconduct encompasses a range of employee behaviors that violate organizational policies, disrupt operational integrity, or contravene established codes of conduct. These actions breach professional and ethical standards and undermine trust, accountability, and institutional values.

It can also negatively impact team morale and productivity while also exposing the company to reputational damage and legal liabilities. Addressing these behaviors is essential to maintaining a safe, equitable, and compliant work environment where employees can perform their roles without disruption or risk.

General Categories of Workplace Misconduct

Workplace misconduct generally falls into two categories: general and gross. While general misconduct may not be as severe as gross misconduct, both require timely intervention from managers to prevent disruption to workplace dynamics and operations.

General Misconduct (Minor Violations)

General misconduct refers to minor violations of workplace rules or policies that typically do not result in significant harm, pose safety risks, or warrant immediate employee termination. However, even these seemingly minor infractions must be documented and addressed to correct behavior and maintain workplace standards. Examples of these include:

  • Tardiness and Absenteeism (frequently arriving late, leaving early, or taking long breaks without approval)
  • Dress Code and Personal Appearance Violations (ignoring uniform or grooming standards)
  • Misuse of Company Time or Resources (using internet, phones, or equipment for personal purposes during work hours)
  • Minor Insubordination (disrespectful tone or mild refusal to follow instructions)
  • Poor Work Performance (missing deadlines, low productivity, or lack of motivation)
  • Disruptive Behavior (excessive talking, casual swearing, or non-serious workplace distractions)
  • Failure to Follow Procedures (skipping timekeeping rules or ignoring minor company policies)

Gross Misconduct (Serious Offenses)

Gross misconduct, on the other hand, involves serious violations that can harm the company’s reputation, breach legal or ethical standards, or threaten the safety of other employees. These offenses often warrant immediate suspension or termination. Examples of these include:

  • Theft and Fraud (stealing property, falsifying records, or manipulating timesheets)
  • Violence or Threats (physical assault or threatening behavior toward staff or clients)
  • Harassment and Discrimination (sexual harassment, bullying, or discriminatory actions)
  • Substance Abuse at Work (being under the influence of drugs or alcohol while on duty)
  • Breach of Confidentiality (sharing sensitive information without authorization)
  • Deliberate Property Damage or Sabotage (intentionally destroying or interfering with company assets)
  • Serious Insubordination or Illegal Acts (willfully defying lawful orders or engaging in unlawful conduct at work)

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Case Studies: Why Character Reference Checks Matter

The three real-world case studies below reveal how a lack of proper background checks can lead to serious risks—and why thorough character reference checks are crucial to prevent future workplace misconduct.

Case 1: Fresh Graduate with Poor Work Ethic

Background: A fresh graduate was hired by a big IT company in Manila. Within the first months, the employee often missed deadlines and demonstrated a lack of initiative in completing tasks. His colleagues even reported instances of the employee avoiding responsibilities and displaying an unprofessional attitude, especially during meetings. 

Key Issues: It was later revealed that there were no character reference checks with the employee’s former internship supervisors and academic mentors. The hiring manager simply relied on the résumé details and interviews. With this, there was no prior verification of the employee’s work habits and ethics, which are important for team dynamics and in meeting project deadlines.   

Implications: This case illustrates the importance of character reference checks even for fresh graduates. Internship supervisors and academic mentors can provide valuable insights into a candidate’s professionalism and reliability. Employers should not assume that a fresh graduate has a clean record and instead should seek verifiable feedback to mitigate the risk of hiring individuals with poor work ethics.

Case 2: Chronic Absenteeism and Tardiness of a Manufacturing Firm Worker

Background: In a manufacturing firm in Laguna, a newly hired worker was found to develop a pattern of chronic absenteeism and tardiness despite warnings, something that negatively affected the production schedules and placed extra burden on other workers.  

Key Issues: The lack of a thorough background check focusing on attendance and discipline was the key problem. Without assessing the applicant’s prior work habits, the company was unaware that the employee’s absenteeism and tardiness were persistent and predictable behaviors. This oversight led to wasted resources and operational inefficiencies.

Implications: This case illustrates the importance of incorporating attendance and disciplinary inquiries into character reference checks, particularly for roles requiring punctuality and reliability. Early verification of such work habits allows employers to make better hiring decisions and reduce disruptions caused by employee unreliability. 

Case 3: Sexual Harassment in a Local Retail Chain

Background: In a retail chain in Taguig, an assistant manager was hired, and within just a few months, multiple complaints of sexual harassment against him were raised by the store staff. It was later confirmed that similar complaints had been made at the employee’s previous workplaces.  

Key Issues: The absence of thorough background and character reference checks allowed prior misconduct to remain hidden. This lack of due diligence exposed the store staff to a hostile work environment and placed the company at risk of legal consequences and reputational harm.

Implications: This case demonstrates the critical importance of prioritizing character reference checks that delve into workplace behavior, particularly for supervisory roles with significant employee interaction. Employers who fail to verify an applicant’s past conduct risk increased turnover, workplace liability, and damage to their public image.

How We Conduct Character Reference Checks

We, at FilePino, follow a structured and legally compliant process in conducting character reference checks. We begin by securing the candidates’ written consent in accordance with the Data Privacy Act of 2012 (DPA). Working closely with them, we identify credible character references who can speak directly to the candidates’ qualifications, work ethic, and performance. 

We then contact these references via phone or email (or even conduct a site visit) and allow an open dialogue that encourages honest feedback. Detailed notes are taken during these conversations to ensure that all relevant insights are documented. Once completed, we compile the findings into a confidential background check report, which is then shared with the authorized hiring decision-makers. Read the full discussion here. 

… and you might just need our expertise.  

FilePino is a trusted leader in background check services in the Philippines. We ensure that our process of conducting character reference checks is legally compliant, straightforward, and efficient. 

Ready to hire our background check investigators for a character reference check? Set up a consultation with FilePino today! Call us at (02) 8478 5826 (landline) and 0917 892 2337 (mobile) or send an email to info@filepino.com.