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Construction Employee Management New Jersey

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

Home Sweet Home Improvements
609-876-8613
4 timbercrest dr
sewell, NJ
RJT Remodeling
973-919-2555
39 Eagles Notch Dr
Englewood, NJ
Wm. Blanchard Co.
(973) 376-9100
199 Mountain Avenue
Springfield, NJ
Quality 1st Basement Systems
800-671-3721
1160 State Street
Perth Amboy, NJ
Hance Construction, Inc.
(610) 691-2400
2171 Route 57
Washington, NJ
Hahr & Lyons Construction, LLC
(610) 691-2233
24 Cokesbury Road, Suite 8
Lebanon, NJ
Hilltop Construction
908 931-0567
Po box 410
Roselle Park, NJ
Empire Kitchen & Bath
908-624-9600
939 Rahway Avenue
Union, NJ
Polarome International Inc.
(201) 333-8700
200 Thedore Conrad Drive
Jersey City, NJ
Phillipsburg Frame & Hardware
(610) 770-1911
405 South Main Street
Phillipsburg, NJ

 


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

Home Sweet Home Improvements

609-876-8613
4 timbercrest dr
sewell, NJ
Read more about Construction Employee Management

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