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Construction Employee Management Indiana

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

J. Hilbert Construction
(812) 637-1267
4024 Maple Ridge Drive
West Harrison, IN
Certified Construction Services LLC.
317-586-0986
1570 bayberry Dr.
Greenfield, IN
Steel City Home Improvement Company, Inc.
219-769-3002
6930 Broadway
Merrillville, IN
WRM Services And Contracting
(502) 552-6473
1830 Old Hickory CT.
New Albany, IN
Doors and More
812 343 1715
222 Deaver Rd.
Columbus, IN
Lindsey Remodeling and Home Improvements
317-341-5876
6025w. big hurricane rd.
Martinsville, IN
SH&S
(260) 420-4559
1702 E. Wayne St.
Fort Wayne, IN
Global Alternative Energy Solutions
773-331-7865
1475 Aetna
Gary, IN
Ceramic Construction Inc.
(513) 235-6732
21916 Greenwood Drive
Lawrenceburg, IN
Steve Gray Renovations Inc
317 596-0928
7111 Fremont Ct
Indianapolis, IN

 


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

J. Hilbert Construction

(812) 637-1267
4024 Maple Ridge Drive
West Harrison, IN
Read more about Construction Employee Management

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Related Local Event
Remodeling Show 2009
Dates: 10/27/2009 - 10/30/2009
Location: Indianapolis Convention Center
Indianapolis, IN
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