Construction Employee Management Minnesota

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

Plekkenpol Builders, Inc
(952) 888-2225
401 East 78th St.
Minneapolis, MN
Bald Eagle Construction, Inc
651-357-6599
5131 Long Ave.
White Bear Lake, MN
Paragon Renovations
(701)361-0562
1705 11th Street North
Moorhead, MN
Roger' Fab Shop
763-389-2468
29114 113 th st
Princeton, MN
D L Compton construction Inc.
218-828-9876 218-820-6297
5290 county rd 45
Brainerd, MN
RCP Fine Finish, Inc.
(763) 545-9447
6122 Olson Memorial Hwy.
Golden Valley, MN
HARTERT BUILDERS, LLC
(507) 280-8504
2436 Salem Heights Lane SW
Rochester, MN 55902, MN
Aspen Remodelers Inc.
612-490-3560
17021 Fish Point Rd SE
Prior Lake, MN
Aero Construction Co. Inc.
612-408-0222
2129 Brunswick Av. N.
Mpls, MN
AACE Handyman Home Maintenance & Remodeling Services
952-649-1382
7355 210 th St. East
Prior Lake, MN


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

Plekkenpol Builders, Inc

9528882225
401 East 78th St.
Minneapolis, MN

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