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Construction Employee Management Michigan

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

Ken Engelking Builders
269-806-8776
3598 Babylon Rd.
Allegan, MI
Maloney Tile and Marble
(734) 513-5041
28156 n. clements circle
livonia, MI
M.J. Whelan Construction
248-684-4649
620 N. Milford Rd
Milford, MI
Paramount Painting Contractors L.L.C.
586-365-8585
21274 Atlantic
Warren, MI
Lincorp | Home Remodeling, Renovations & Restoration
248-788-4950
7290 Carlyle Crossing
West Bloomfield, MI
The Drywall Lady
734. 425. LADY
30750 Rosslyn
Garden City, MI
DE FAUW DESIGN AND REMODELING
(586) 698-8021
18640 MACK AVE. BOX 36141
GROSSE POINTE FARMS, MI
DE FAUW DESIGN INTERIOR DESIGN AND REMODELING
586 698-8021
18640 MACK AVE., BOX 36141
GROSSE POINTE FARMS, MI
hani mortada
(313) 478-6800
5717 horger
dearborn, MI
Parko Home Restorations
734-812-3884
43812 Leeann Lane
Canton, MI


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

Ken Engelking Builders

269-806-8776
3598 Babylon Rd.
Allegan, MI
Read more about Construction Employee Management

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