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Construction Employee Management Georgia

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

Robbins Drywall
478-338-2823
Macon, GA
Prodigy Enterprise
404-918-5955
Cumming
Cumming, GA
FERNELL .INC
678-2018944
4177
ATLANTA, GA
Remodeler Connection
404-725-1494
1109 Cobb Parkway
Marietta, GA
Corporate Environments
404-679-8969
1636 N.E. Expressway
Atlanta, GA
Campbell"s Contracting Co.
404-966-4380
4069 Deerwood pkwy
Smyrna, GA
Shower Doors of Houston
404-348-2388
1234 Technology
Norcross, GA
Colonial Craftsmen Construction, Inc.
404-723-8062
1069 Falconcrest Dr
Lawrenceville, GA
DSN'S CONSTRUCTION, INC
678-758-5498
414 ELDER ST
FAIRBURN, GA
AUSTIN CONSTRUCTION COMPANY
678-886-1709
675 LOOKOUT COURT
LAWRENCEVILLE, GA


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

Robbins Drywall

478-338-2823
Macon, GA
Read more about Construction Employee Management

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