Q. What can or can’t we say about a lousy former employee?
A. Employers may not prevent or attempt to prevent—either verbally or in writing—discharged employees from obtaining new employment. North Carolina’s “blacklisting” law, however, does not prohibit an employer from furnishing to others a truthful statement as to the reason for a former employee’s discharge.
Regardless of this caveat regarding truthful statements, it is a good business practice to allow only designated members of the team to handle references and other communications about former employees.
- Have the supervisor or manager who did the hiring be the one to handle the firing
- 360° evaluations help when charge is 'Failure to get along'
- Evaluate work before switching to full time
- Ignoring discrimination policy may lead to punitive damages
- With DOL on the prowl, it's time to check your OT practices