Providing reference letters: should you or shouldn’t you – or does it make a difference? Part II
In the vast majority of cases, there is absolutely no reason for an employer not to provide a positive letter of reference for a dismissed employee. As discussed below, this conclusion is based upon two general points:
1) There is little or no risk in providing an honest, good faith reference;
2) Organizations can benefit financially if a dismissed employee finds new employment quickly.
Rudner Law, Employment / HR Law & Mediation
4 minutes read
October 8, 2009
Providing reference letters: should you or shouldn’t you – or does it make a difference? Part I
In the vast majority of cases, there is absolutely no reason for an employer not to provide a positive letter of reference for a dismissed employee. As discussed below, this conclusion is based upon two general points:
1) There is little or no risk in providing an honest, good faith reference;
2) Organizations can benefit financially if a dismissed employee finds new employment quickly.
Rudner Law, Employment / HR Law & Mediation