As the economy shrinks, unemployment is growing. Chances are, the jobless rate will continue to rise for the next several months.
If your organization plans to lay off workers or already has, brace yourself. Lots of former employees are going to list you and your managers as references when they seek new jobs. That means it’s time to make sure you have policies in place on how to handle reference-check calls. Start training managers about your policy now—before someone says something that invites a former employee to sue.
It’s almost inevitable. With more applicants than job openings, many job seekers will be disappointed. A few will get angry, suspecting that the only reason they lost out on a new job is that someone at their former employer bad-mouthed them in some way.
Answering the call
When prospective employers of your former employees call, the safest policy is to provide only the basics: dates of employme...(register to read more)
- Handle supervisor harassment with a good policy, timely investigation and independent review
- Refer to the rule book: Hiring and promotion policies belong in your employee handbook
- Health & safety: Understanding North Carolina's OSHA law
- Consent doesn't mean it wasn't harassment
- Phrase job offers carefully to avoid confusion, lawsuits