[vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” bg_color=”#6e298d” text_color=”light” class=”title-text-row” css=”.vc_custom_1605020501348{padding-top: 50px !important;padding-bottom: 50px !important;background-color: #622d50 !important;}” z_index=””][vc_column][vc_column_text]

BOP NEWSLETTER • February 2024

[/vc_column_text][vc_separator type=”small” position=”center” width_in_percentages=”yes” width=”30″ up=”20″ down=”20″ color=”#ffffff”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”grid” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css=”.vc_custom_1664400144781{padding-top: 20px !important;padding-bottom: 20px !important;}” z_index=””][vc_column][vc_widget_sidebar sidebar_id=”sidebar”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” bg_color=”#9a55b9″ text_color=”light” row_id=”qa” el_id=”qa” css=”.vc_custom_1605020359946{background-color: rgba(159,124,145,0.1) !important;*background-color: rgb(159,124,145) !important;}” z_index=””][vc_column][vc_empty_space height=”80px”][vc_single_image image=”2276″ img_size=”500×200″ alignment=”center” qode_css_animation=””][vc_empty_space height=”40px”][/vc_column][vc_column width=”1/6″][/vc_column][vc_column width=”2/3″][vc_column_text]Q: May an employer be sued due to the contents of a post-termination reference?

A: Yes, absolutely. This is where the majority of employment-related defamation claims get started. If the employer makes any false statements about former employees that are damaging to their reputation – particularly those that may affect whether the individual gets hired – it could be exposed to a claim for defamation. The easy way to avoid defamation claims is to stick to the facts when making post-termination references. Many businesses will provide references that only include basic information like date of hire, employment tenure and date of organizational exit. If, however, a more detailed reference is preferred, it should include only factual information. Employers should try to stay away from providing an opinion regarding a former employee as that type of information could be viewed as false and damaging, depending on how it’s phrased.[/vc_column_text][vc_empty_space height=”40px”][/vc_column][vc_column width=”1/6″][/vc_column][vc_column][vc_empty_space height=”80px”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern”][vc_column][templatera id=”1431″][/vc_column][/vc_row]