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Construction Employee Management Connecticut

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

Accura Construction LLC
203-6487107
9 Abbott ST
Danbury, CT
Sayles Restoration, LLC
203-245-2205
PO Box 1056
Madison, CT
Black Dog Remodeling
(203) 329-8878
3043 High Ridge Road
Stamford, CT
B&M Builders
860-983-8388
po box 232
glastonbury, CT
Burnham Building LLC
860 282 7107
1909 Main Street
South Windsor, CT
Supreme Millwork LLC
860-417-6112
1695 litchfield rd
Watertown, CT
Tri State of Branford
203-483-5482
65 North Branford Rd.
Branford, CT
Connecticut Homeowner Hotline
877-424-4440
Serving the entire state of Connecticut
West Haven, CT
T Duggan Woodworking
203-487-6325
54 Research Drive
Stamford ct, CT
Rhodes Pump Service
203-481-5666
2351 Boston Post Road
Guilford, CT


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

Accura Construction LLC

203-6487107
9 Abbott ST
Danbury, CT
www.accuraconstruction.com
Read more about Construction Employee Management

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