A Word About Employment-Related Defamation
At some point in time, most employer-employee associations must come to an end. The worker may move on to a new vocation, physically move to a dissimilar city or state, or might reach the age of retirement and stop working. Equally, the employer may be forced to decrease staff, go out of business, or unite with another company. Whatever the reason may be, it is probable that both the employer and employee treat the departure with professionalism, nevertheless of the personal situations that may exist.
When an individual transfers on to search for alternate employment, he or she often must count on recommendations from former employers. Some professions find employers to be very close-knit, and supervisors may express with peers concerning the performance of former employees. In most cases, the law delivers protection against false statements and intended sabotage on the part of an employer. You can have a peek at www.amity-law.com/employment-lawyer-los-angeles to get employment attorneys at your service.
It is against the law for a supervisor or business owner to purposely lie about an employee's performance to stop him or her from getting a job. Such actions may be measured as employment-related defamation.
Employers should be cautious not to intentionally disrupt former employees because of personal reasons. If the former worker did not accomplish up to expectations, it is perfectly okay to give that analysis, but it is typically a good idea to have certification to back up such declarations. If the employee does not have a record of pitiable performance, statements to the contrary should not be made.