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Construction Employee Management Missouri

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

Schweiger Construction Company
(816) 523-5875
8300 Troost Ave
Kansas City, MO
Walton Construction Company, LLC
(816) 753-2121
3252 Roanoke Rd.
Kansas City, MO
Majestic Homes And Remodeling LLC
(573) 489-0992
1108 Falcon Dr.
Columbia, MO
Twin Traffic Marking Corp.
(913) 428-2575
626 N. 47th St.
Kansas City, MO
S. M. Wilson & Co.
(913) 322-3900
13316 W. 98th St.
Lenexa, MO
Saint Louis Group Design/Build, Inc.
(314)865-4422
P.O. Box 16522
St. Louis, MO
Accents Home Remodeling
913 980-4144
3601 S Noland Rd. #10
Independence, MO
Meyer Brothers Building Co.
(816) 246-4800
200 N.E. Missouri Dr., Ste. 100
Lee's Summit, MO
THE OFFICE HANDYMAN.COM 816-786-2459
816-786-2459
1812 w 49 th street
Kansas City, MO
Turner Construction Company
(816) 283-0555
2345 Grand Blvd., Ste. 1000
Kansas City, MO


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

Schweiger Construction Company

8165235875
8300 Troost Ave
Kansas City, MO
Read more about Construction Employee Management

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