Depends on who is asking, what they ask, and for what reason. Though it is generally avoided.
If it is a simple reference check (never minding why a terminating company would be listed as a ref...) then as little information as possible would be given; possibly as small as "so and so no longer works here and that is the limit of what we can disclose with them" in order to avoid a bad reference lawsuit.
If it is an employment verification firm, depending on how rigorous the verification, it may come up by direct questioning and this should be expected by all parties.
Some companies do have strict policies about not disclosing some/all details. I am aware of a few firms, that wether good or bad, have policies against providing any reference, similarly, to avoid any potential lawsuit.
Now, when it comes to unemployment, if an ex-employee files a claim, the gloves will very likely come off. If the company can avoid a claim being made against their account, that is the difference of a lot of money on a recurring basis. So in this sense, reason very much matters.
If it is a simple reference check (never minding why a terminating company would be listed as a ref...) then as little information as possible would be given; possibly as small as "so and so no longer works here and that is the limit of what we can disclose with them" in order to avoid a bad reference lawsuit.
If it is an employment verification firm, depending on how rigorous the verification, it may come up by direct questioning and this should be expected by all parties.
Some companies do have strict policies about not disclosing some/all details. I am aware of a few firms, that wether good or bad, have policies against providing any reference, similarly, to avoid any potential lawsuit.
Now, when it comes to unemployment, if an ex-employee files a claim, the gloves will very likely come off. If the company can avoid a claim being made against their account, that is the difference of a lot of money on a recurring basis. So in this sense, reason very much matters.