Giving references of an employee may not be as easy as it may seem to be. With legal suits dominating the labor court rooms, there is a high probability that you too may be dragged into a legal suit by an ex-employee for giving negative reference.
You may feel that you have the right to state the truth about your ex-employee but you should also be ready to have hard evidence to prove it before the law. References of former employees must be handled meticulously to avoid unwarranted legal battles.
As an employer you are cannot afford to avoid such an impending situation. The best way to deal with a problem is to face it head on. While giving reference of your ex-employee stick to the basic details and do not indulge into unnecessary details.
Given below are some tips on giving straightforward reference:
Step 1 – Verify if the employee has worked for your organization. Do not give any negative feedback even when asked by the other employer. State that your company has nothing personal against any of its present or ex-employees and you can only disclose facts related to job title, responsibilities or duties assigned to him.
Step 2 – Confirm if the employee worked in your firm. Mention the duration of his or her service in your organization.
Step 3 – Let the current employer have a word with the HR team of your organization to furnish details related to the compensation, incentives and allowances provided to the ex-employee.
Step 4 – Provide the necessary documents such as the resignation letter and a relieving letter to the ex-employee which could be of much use to subsequent employers.
Step 5 – Do not criticize your ex-employee before his current employer. Be fair and inform your ex-employee about what you have told about his job profile, duties and responsibilities to his current employer.