Construction Employee Management Florida

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

Awning Works, Inc.
(727) 524-1118
14115 B 63 Way N.
Clearwater, FL
W.G. Mills, Inc.
(727) 533-8511
5584 Rio Vista Drive
Clearwater, FL
Structure Solutions, LLC.
727-423-2091
7140 12th st nw
largo, FL
CLICK'S CONSTRUCTION,INC.
772-778-1945
1527 20th Street
Vero Beach, FL
Lazer of SW FL Inc
239-289-1994
1988 sagebrush circle
naples, FL
JNL Cleaning & Restoration
(904) 282-9617
4320 Chinchilla Ct
Middleburg, FL
Hammond Brothers Construction
813-917-7951
18215 edgewood dr.
Spring Hill, FL
New Leaf Construction
239.594.5323
1030 Collier Center Way
Naples, FL
Gator Custom Blinds
352-867-0448
1871 N.E. 23rd St.
Ocala, FL
M & A Windows, Inc.
(954) 298-7537
6165 SW 160th Terr
Davie, FL

 


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

Awning Works, Inc.

(727) 524-1118
14115 B 63 Way N.
Clearwater, FL

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