Construction Employee Management Illinois

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

Refacing Pros Inc.
847-520-9763
140 Shepard Ave
Wheeling, IL
Gold Coast Bath Systems
312-587-3344
631 W North Ave.
Chicago, IL
All Tech Builders Inc.
847-541-1111
P.O.Box 38
Wheeling, IL
ROC Construction Inc.
847 368-8098
1930 Avalon Dr.
Wheeling, IL
Golden Stone
847-520-8810
140 shepardAve
Wheeling, IL
Principal Construction Management and Design
(309) 694-5012
2407 N. Main Street
East Peoria, IL
Altorfer, Inc.
(309) 694-1234
1 Capitol Drive
East Peoria, IL
Boley Tool & Machine Works Inc.
(309) 694-2722
1044 Spring Bay Road
East Peoria, IL
Hiltabrand Tile
(309) 363-9448
140 Woodrow Dr.
Peoria, IL
C T Gabbert Remodeling & Const Inc
(309) 637-2110
1323 Sw Adams St
Peoria, IL


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

Refacing Pros Inc.

847-520-9763
140 Shepard Ave
Wheeling, IL

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