Construction Employee Management Auburn AL

It's always difficult to let an employee go, but it's something that can't be helped. What you don't want to have happen is an employee suing you over a reference you give a prospective employer. “The best way to prevent problems when giving out references is to have the employee who's going to being sign a waiver agreeing to have you provide a reference,” says Bob Bregman, a senior research analyst for International Risk Management.

Local Companies

Opelika Winnelson Co
(334) 501-7473
PO Box 3523
Auburn, AL
Lakeside Christmas Tree Farm
(334) 821-8411
Auburn, AL
Lighting Showroom
(256) 831-7680
1700 S Quintard Ave
Anniston, AL
Anytime Maintenance Robertsdale
(251) 947-9049
Robertsdale, AL
H & J Home Maintenance
(256) 773-0560
1803 Smith St SW
Hartselle, AL
Tri-State Roofing & Remodeling Co Inc
(334) 792-4966
320 Southgate Rd
Dothan, AL
A-1 Remodeling and Repairs
(251) 990-4500
9190 US Highway 98
Fairhope, AL
Husband-On-Call
(251) 666-7520
2312 Highpoint Dr E
Mobile, AL
Bearden Construction
(256) 237-8560
Anniston, AL
Best Line Improvements
(256) 852-4737
1919 Winchester Rd NE
Huntsville, AL


It's always difficult to let an employee go, but it's something that can't be helped. What you don't want to have happen is an employee suing you over a reference you give a prospective employer. “The best way to prevent problems when giving out references is to have the employee who's going to being sign a waiver agreeing to have you provide a reference,” says Bob Bregman, a senior research analyst for International Risk Management. “It's also a good idea to agree, before the person leaves, on the nature of the information that's going to be provided.” If you and the soon-to-be ex-employee sign off on something in writing then the problem of liability for giving a defamatory reference is mitigated.

Bregman suggests the following when you get a reference call:

  • Poor performer. Agree beforehand only to give out dates of employment and salary. This protects you from saying something negative — and subjective.
  • So-so performer. It's better not to offer employee's performance information. In borderline instances, says Bregman, “It's better to say nothing and get an agreement in which you give out only dates of employment and salary.”
  • Laid off employee. From the employee's standpoint, it's better if you tell a prospective employer about the lay off. If the employee was a so-so or poor performer and you're asked whether you'd hire him or her back, you could say you don't have any work that fits his or her skills right now.
  • .
  • Click here to read full article from Remodeling

Featured Local Company

Nu-Bath Alabama

334-290-3830
102F Penser Blvd
Millbrook, AL
http://mynubath.com

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