Q. We had to fire a good worker because of
A. The easy answer: Say what you want. But if it were that easy, you wouldn’t be asking, and you’re right—it’s not as easy as it seems.
The primary legal concern about responding to references is the risk of a defamation lawsuit, but it’s not the only one. You also have to be concerned about the possibility of discrimination if you treat people differently because of a protected status, or retaliation for having engaged in protected activity. That’s why the traditional answer, which unfortunately remains a good one, is to have a standard policy that limits reference responses to neutral information such as the last position held and dates of employment. Then follow your policy.
I say “unfortunately” because such policies often end up hurting good workers, particularly ones who may have some characteristics where more explanation would be helpful, such as the good worker with an attendance problem.
- Wear kid gloves with accommodation requests; they are 'protected activity'
- Questions and answers about H1N1 flu and wage-and-hour laws
- California Supreme Court makes independent contractor status tougher for motor carriers
- EEO-1 compliance: Prepare to comply with the new EEO-1
- HR in the new year: 10 trends, 10 resolutions