[{"data":1,"prerenderedAt":477},["ShallowReactive",2],{"document-post-employment-reference-policy-D726":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":476},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"POST-EMPLOYMENT REFERENCE POLICY It is the policy of [YOUR COMPANY NAME] only to provide prospective employers with references regarding former employees who have worked for the company within the past three years.",null,"Post-Employment Reference Policy","1",24,"doc","https://templates.business-in-a-box.com/imgs/1000px/post-employment-reference-policy-D726.png","https://templates.business-in-a-box.com/imgs/250px/726.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#726.xml",{"title":6,"description":6},[16,19],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Company Policies","/templates/company-policies/","post employment reference policy","Post-Employment Reference Policy Template","https://templates.business-in-a-box.com/imgs/400px/726.png","https://templates.business-in-a-box.com/imgs/600px/726.png",[27,16,19],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":17,"url":18},{"label":34,"url":35},"Offboarding & References","/templates/offboarding-and-references/",[37,41,45,49,53,57,61,65,69,73,77,81,85,102,117,130,145,161],{"label":38,"url":39,"thumb":40,"extension":10},"Request for Employment Reference","/template/request-for-employment-reference-D498","https://templates.business-in-a-box.com/imgs/250px/498.png",{"label":42,"url":43,"thumb":44,"extension":10},"Post-Employment Information Release Agreement","/template/post-employment-information-release-agreement-D679","https://templates.business-in-a-box.com/imgs/250px/679.png",{"label":46,"url":47,"thumb":48,"extension":10},"Employment Relations Policy","/template/employment-relations-policy-D13442","https://templates.business-in-a-box.com/imgs/250px/13442.png",{"label":50,"url":51,"thumb":52,"extension":10},"Outside Employment Policy","/template/outside-employment-policy-D13429","https://templates.business-in-a-box.com/imgs/250px/13429.png",{"label":54,"url":55,"thumb":56,"extension":10},"Request for Reference","/template/request-for-reference-D499","https://templates.business-in-a-box.com/imgs/250px/499.png",{"label":58,"url":59,"thumb":60,"extension":10},"Employment At Will Policy","/template/employment-at-will-policy-D713","https://templates.business-in-a-box.com/imgs/250px/713.png",{"label":62,"url":63,"thumb":64,"extension":10},"Reference on Qualifications","/template/reference-on-qualifications-D604","https://templates.business-in-a-box.com/imgs/250px/604.png",{"label":66,"url":67,"thumb":68,"extension":10},"Personal Recommendation and Reference","/template/personal-recommendation-and-reference-D494","https://templates.business-in-a-box.com/imgs/250px/494.png",{"label":70,"url":71,"thumb":72,"extension":10},"Request for Character Reference","/template/request-for-character-reference-D497","https://templates.business-in-a-box.com/imgs/250px/497.png",{"label":74,"url":75,"thumb":76,"extension":10},"Reference Check Letter","/template/reference-check-letter-D601","https://templates.business-in-a-box.com/imgs/250px/601.png",{"label":78,"url":79,"thumb":80,"extension":10},"Reference Request and Release","/template/reference-request-and-release-D605","https://templates.business-in-a-box.com/imgs/250px/605.png",{"label":82,"url":83,"thumb":84,"extension":10},"Reference Checking Form","/template/reference-checking-form-D603","https://templates.business-in-a-box.com/imgs/250px/603.png",{"description":86,"descriptionCustom":6,"label":87,"pages":8,"size":88,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":100,"url":101},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Company Credit Account Approval TO WHOM IT MAY CONCERN: This will confirm that [Name] has been employed by [Company name] for approximately [Duration]. During his tenure of employment, he has displayed a unique ability to identify and solve problems. He has been instrumental in the streamlining our accounting department. His experience in the accounting and finance area has been a valuable asset, one which can be of great value to any company utilizing his services","Verification of Employment and Letter of Recommendation",513,"https://templates.business-in-a-box.com/imgs/1000px/verification-of-employment-and-letter-of-recommendation-D501.png","https://templates.business-in-a-box.com/imgs/250px/501.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#501.xml",{"title":93,"description":6},"verification of employment and letter of recommendation",[95,97],{"label":17,"url":96},"human-resources",{"label":98,"url":99},"References & Recommendations","references-recommendations","verification employment letter recommendation","/template/verification-of-employment-and-letter-of-recommendation-D501",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":88,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":116},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":110,"description":6},"employee dismissal letter",[112,113],{"label":17,"url":96},{"label":114,"url":115},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":118,"descriptionCustom":6,"label":119,"pages":120,"size":88,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":125,"url":129},"TERMINATION AGREEMENT This Termination Agreement (\"Agreement\") is entered into effect as of [DATE], BETWEEN: [PARTY A NAME] (\"Party A\"), an individual with their main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [PARTY B NAME] (\"Party B\"), an individual with their main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] PURPOSE OF THE AGREEMENT The Parties agree to terminate and conclude a previously existing agreement or relationship, as described in the agreement titled [Specify the Title of the Agreement], executed on [Effective Date of the Previous Agreement], hereinafter referred to as the \"Previous Agreement.\" TERMINATION OF PREVIOUS AGREEMENT 2.1 The Parties hereby terminate the Previous Agreement and agree that it is no longer in effect or enforceable. 2.2 All rights, obligations, and responsibilities arising from the Previous Agreement are hereby concluded, and the Parties are released from any further obligations under the Previous Agreement. RELEASE OF CLAIMS 3","Termination Agreement","3","https://templates.business-in-a-box.com/imgs/1000px/termination-agreement-D13787.png","https://templates.business-in-a-box.com/imgs/250px/13787.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13787.xml",{"title":125,"description":6},"termination agreement",[127,128],{"label":17,"url":96},{"label":114,"url":115},"/template/termination-agreement-D13787",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":134,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":139,"keywords":143,"url":144},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[140,141],{"label":17,"url":96},{"label":20,"url":142},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":146,"descriptionCustom":6,"label":147,"pages":120,"size":88,"extension":10,"preview":148,"thumb":149,"svgFrame":150,"seoMetadata":151,"parents":153,"keywords":152,"url":160},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":152,"description":6},"non disclosure agreement nda",[154,157],{"label":155,"url":156},"Legal Agreements","business-legal-agreements",{"label":158,"url":159},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":88,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":176},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":169,"description":6},"employment agreement_at will employee",[171,172,175],{"label":17,"url":96},{"label":173,"url":174},"Hire an Employee","hire-employee",{"label":155,"url":156},"/template/employment-agreement_at-will-employee-D541",false,{"seo":179,"reviewer":191,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":226,"glossary":252,"sections":283,"how_to_fill":329,"common_mistakes":365,"faqs":382,"industries":410,"comparisons":427,"diy_vs_pro":439,"educational_modules":452,"related_template_ids_curated":455,"schema":463,"classification":465},{"meta_title":180,"meta_description":181,"primary_keyword":22,"secondary_keywords":182},"Post Employment Reference Policy Template (Free Word)","Free post employment reference policy template covering response scope, authorized spokespersons, and disclosure limits. Used in 190+ countries. Free Word and PDF download.",[183,184,185,186,187,188,189,190],"employee reference policy template","employment reference policy word","reference check policy template","post employment reference letter policy","hr reference policy template","employee reference response policy","former employee reference policy","reference disclosure policy template",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":196,"legal_review_recommended":177,"signature_required":177},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A Post Employment Reference Policy is an internal HR document that defines exactly what information the organization will disclose — and to whom — when a former employee's prospective employer calls for a reference. This free Word download gives you a structured, ready-to-edit policy you can tailor to your disclosure limits, authorized spokespersons, and documentation requirements, then export as PDF for your HR handbook.\n","Use it whenever your organization receives reference requests for former employees, or when standardizing how managers and HR staff respond to background check inquiries. It is especially critical after any termination for cause, layoff, or departure under dispute.\n","A purpose statement, scope and applicability rules, definitions of permitted and prohibited disclosures, authorized spokesperson designations, response procedures for written and verbal requests, documentation and record-keeping requirements, and consequences for policy violations.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"HR managers","Standardizing reference responses across all departments and locations","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Establishing a consistent reference protocol without an in-house legal team","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"Operations directors","Ensuring managers do not deviate from approved disclosure language","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":217},"Legal and compliance officers","Reducing defamation and negligent referral liability from ad hoc responses","persona-legal-counsel",{"title":219,"use_case":220,"icon_asset_id":221},"Startup founders","Putting a reference framework in place before the first employee departure","persona-startup-founder",{"title":223,"use_case":224,"icon_asset_id":225},"Staffing agencies","Managing reference inquiries for placed workers across multiple client employers","persona-staffing-agency",[227,231,235,239,242,245,249],{"situation":228,"recommended_template":229,"slug":230},"Company-wide policy for all employee departures","Post Employment Reference Policy","post-employment-reference-policy-D726",{"situation":232,"recommended_template":233,"slug":234},"Providing a positive written reference for a specific former employee","Employee Reference Letter","reference-check-letter-D601",{"situation":236,"recommended_template":237,"slug":238},"Confirming employment dates and title only with no further comment","Employment Verification Letter","verification-of-employment-and-letter-of-recommendation-D501",{"situation":240,"recommended_template":119,"slug":241},"Documenting the terms of an employee's departure and severance","termination-agreement-D13787",{"situation":243,"recommended_template":132,"slug":244},"Outlining general HR conduct standards and workplace rules","employee-handbook-D712",{"situation":246,"recommended_template":247,"slug":248},"Collecting a signed consent before responding to a reference request","Employee Consent and Authorization Form","overtime-authorization-form-D677",{"situation":250,"recommended_template":104,"slug":251},"Documenting the reason for and terms of an employee's dismissal","employee-dismissal-letter-D508",[253,256,259,262,265,268,271,274,277,280],{"term":254,"definition":255},"Reference Request","A formal or informal inquiry from a prospective employer or third party seeking information about a former employee's work history or character.",{"term":257,"definition":258},"Authorized Spokesperson","The specific individual — typically an HR representative — designated by the organization as the only person permitted to respond to reference inquiries.",{"term":260,"definition":261},"Neutral Reference","A limited-disclosure response confirming only employment dates, job title, and eligibility for rehire, without positive or negative characterization.",{"term":263,"definition":264},"Defamation","A false statement of fact communicated to a third party that damages a person's reputation — a primary legal risk when providing negative references without documented support.",{"term":266,"definition":267},"Qualified Privilege","A legal protection available in many jurisdictions that shields good-faith reference providers from defamation liability when disclosing job-relevant information without malice.",{"term":269,"definition":270},"Negligent Referral","Liability arising when an employer provides a misleading positive reference for a former employee who later harms their new employer, concealing known misconduct.",{"term":272,"definition":273},"Employment Verification","A narrow confirmation of objective employment facts — start date, end date, and title — that does not include performance or conduct commentary.",{"term":275,"definition":276},"Rehire Eligibility","An internal classification — typically 'eligible,' 'ineligible,' or 'conditional' — indicating whether the organization would re-engage the former employee.",{"term":278,"definition":279},"Release of Liability","A signed consent form from the former employee authorizing the employer to disclose specific information to third parties in response to reference requests.",{"term":281,"definition":282},"Separation Agreement","A contract signed at departure that may include mutual non-disparagement clauses, which constrain what either party can say about the other in a reference context.",[284,289,294,299,304,309,314,319,324],{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Purpose and policy statement","Explains why the policy exists — to protect the organization from legal liability, ensure consistency, and treat former employees fairly — and states the organization's default disclosure position.","[COMPANY NAME] is committed to responding to post-employment reference inquiries in a consistent, legally sound, and fair manner. This policy establishes the framework for all responses to reference requests regarding current or former employees.","Writing a vague purpose clause that says only 'to comply with applicable law.' Without articulating the consistency and fairness rationale, managers don't understand why deviating — even helpfully — creates risk.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Scope and applicability","Defines which employee categories are covered (full-time, part-time, contractors, interns), which types of inquiries the policy governs (verbal, written, background check platforms), and which company locations or subsidiaries must follow it.","This policy applies to all [COMPANY NAME] employees, former employees, and contractors across all business units and locations. It governs written, verbal, and third-party platform reference requests received by any employee or agent of the company.","Excluding contractors or interns from scope. Reference requests for these workers carry the same liability exposure as for direct employees, and an unaddressed inquiry defaults to ad hoc manager responses.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Authorized spokespersons","Names the only individuals — typically HR and a designated backup — permitted to respond to any reference inquiry. All other staff must redirect requesters to the authorized contact.","All reference inquiries must be directed to [HR DEPARTMENT / HR MANAGER TITLE]. Employees who receive a reference request must redirect the caller to [HR CONTACT EMAIL / PHONE] and not provide any information independently. The backup spokesperson is [TITLE].","Allowing former managers to respond independently 'as long as they keep it positive.' Unsanctioned positive references can constitute negligent referral if they omit known misconduct.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Permitted disclosures","Lists the specific categories of information HR is authorized to confirm — typically employment dates, job title, department, and rehire eligibility classification — and nothing beyond that without a signed release.","Without a signed release from the former employee, [COMPANY NAME] will confirm only: (a) dates of employment, (b) most recent job title, (c) department or business unit, and (d) rehire eligibility status (eligible / not eligible / conditional).","Including salary confirmation in the default permitted list without checking local pay transparency laws — some jurisdictions restrict employers from disclosing or inquiring about salary history.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Prohibited disclosures","Explicitly lists what may not be shared under any circumstances — performance ratings, disciplinary history, reasons for departure, personal conduct details, or any protected-class information.","The following information shall not be disclosed: performance ratings or reviews, disciplinary records, details of the reason for separation, medical or personal information, and any information that references a protected characteristic under applicable law.","Omitting the reason for separation from the prohibited list. Disclosing that an employee was 'terminated for misconduct' — even accurately — without proper documentation exposes the company to defamation or discrimination claims.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Extended disclosure with signed release","Describes the optional process by which the former employee may consent in writing to a broader reference, authorizing the company to discuss performance or conduct in addition to the neutral-reference defaults.","If a former employee wishes [COMPANY NAME] to provide information beyond the standard neutral reference, they must submit a signed Release of Reference Information form ([FORM REF NUMBER]). HR will confirm receipt and respond to the requester within [5] business days.","Accepting a verbal or email consent from the former employee in place of a signed release. Only a signed, specific authorization is defensible if the disclosure is later disputed.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Response procedures","Step-by-step instructions for how HR handles an inbound request: verify the requester's identity, log the inquiry, confirm the former employee is in scope, deliver only permitted disclosures, and document the response.","Upon receiving a reference inquiry: (1) verify the requester's identity and organization, (2) log the request in [HR SYSTEM / LOG NAME] with date, requester, and former employee name, (3) confirm the individual is a former employee, (4) provide only permitted disclosures, and (5) save a written record of the response.","Skipping the requester identity verification step. Disclosing employment information to an unverified caller can violate privacy laws and expose personal data to social engineering attacks.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Documentation and record-keeping","Specifies how long reference inquiry records are retained, where they are stored, and who may access them — typically in the former employee's personnel file for the same retention period as other employment records.","All reference inquiry logs and response records shall be retained for [7] years from the date of response in the former employee's personnel file or the company's HRIS. Access is restricted to HR personnel and authorized legal counsel.","Storing reference logs separately from the personnel file. Fragmented records make it difficult to reconstruct the full response history if the company faces a defamation claim or regulatory inquiry years later.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Policy violations and consequences","States that unauthorized disclosures constitute a policy violation subject to disciplinary action up to termination, and that employees who receive a reference lawsuit or legal notice must immediately notify HR and legal.","Any employee who provides a reference response outside the scope of this policy may be subject to disciplinary action, up to and including termination. Receipt of any legal notice related to a reference response must be reported to [HR / LEGAL] within [24] hours.","Framing consequences as discretionary ('may be subject to review') rather than definitive. Vague consequence language reduces deterrence and weakens the policy's defensibility in litigation.",[330,335,340,345,350,355,360],{"step":331,"title":332,"description":333,"tip":334},1,"Insert your company name and effective date","Replace all [COMPANY NAME] placeholders throughout the document and add the policy's effective date in the header. Confirm the version number if your organization uses a policy versioning system.","Use the exact legal entity name — not a brand name — so the policy is clearly attributable to the employing entity in any dispute.",{"step":336,"title":337,"description":338,"tip":339},2,"Name the authorized spokesperson and backup","Enter the job title and contact details — not a personal name — for the designated HR reference spokesperson and a backup. Using titles rather than names means the policy stays valid through personnel changes.","Include a generic HR email address (e.g., references@company.com) as the inbound contact point so all requests are logged automatically.",{"step":341,"title":342,"description":343,"tip":344},3,"Set your default neutral-reference scope","Decide which fields your organization will confirm without a signed release — typically employment dates, final job title, and rehire eligibility. Remove salary from the default list if your jurisdiction restricts salary history disclosure.","Check your state or provincial laws on salary history before finalizing the permitted disclosures list — at least 20 US states and several Canadian provinces have restrictions.",{"step":346,"title":347,"description":348,"tip":349},4,"Customize the prohibited disclosures list","Review the prohibited disclosures section and add any company-specific categories — performance improvement plan participation, internal investigation status, or equity forfeiture — that your legal counsel advises keeping confidential.","If your organization uses a non-disparagement clause in separation agreements, cross-reference it here so HR applies it consistently.",{"step":351,"title":352,"description":353,"tip":354},5,"Attach or reference your release consent form","Link to or append your signed release form so the extended-disclosure section is immediately actionable. If you do not have one, create a simple one-page form that identifies the former employee, the requesting party, and the specific information authorized for release.","Date-stamp the release form — a blanket signed release is weaker than one tied to a specific requester and a specific inquiry.",{"step":356,"title":357,"description":358,"tip":359},6,"Define the response log format and retention period","Specify whether HR logs requests in your HRIS, a shared spreadsheet, or a dedicated folder, and confirm the retention period aligns with your broader employment records policy — typically 5–7 years.","A simple log with six fields — date, requester name, requester organization, former employee name, information provided, and HR initials — satisfies documentation requirements for most audits.",{"step":361,"title":362,"description":363,"tip":364},7,"Distribute and acknowledge receipt","Add the policy to your employee handbook and HR operations manual. Have current HR staff and any manager who might receive a reference call sign an acknowledgment confirming they have read and understood it.","Run a 30-minute training session for front-line managers specifically on the redirect script — 'Please contact HR at [EMAIL]' — so they do not improvise when caught off guard by a phone inquiry.",[366,370,374,378],{"mistake":367,"why_it_matters":368,"fix":369},"Allowing managers to respond independently","Even a well-intentioned positive response from a former manager can constitute negligent referral if it omits known misconduct, exposing the company to third-party liability claims.","Name a single HR spokesperson in the policy and provide all managers with a one-line redirect script to use when a reference call reaches them directly.",{"mistake":371,"why_it_matters":372,"fix":373},"No signed release before extended disclosure","Disclosing performance or conduct details without written consent from the former employee can breach privacy obligations and undermine the company's defense in a defamation claim.","Require a signed, date-specific release form that names the requesting party before HR provides any information beyond the neutral-reference defaults.",{"mistake":375,"why_it_matters":376,"fix":377},"Omitting prohibited disclosures for reason of termination","Confirming that an employee was 'fired for cause' — even accurately — without a signed release and documented evidence creates defamation exposure and can trigger wrongful termination counterclaims.","Explicitly list reasons for separation among prohibited disclosures and train HR to respond only with rehire eligibility status when pressed.",{"mistake":379,"why_it_matters":380,"fix":381},"Skipping the requester identity verification step","Reference inquiries from unverified callers can be pretexting attempts — disclosing employment details to an impersonator violates privacy obligations and can expose sensitive HR data.","Require HR to confirm the requester's name, employer, and contact number, then call back on a verified company number before providing any information.",[383,386,389,392,395,398,401,404,407],{"question":384,"answer":385},"What is a post employment reference policy?","A post employment reference policy is an internal HR document that defines what information the organization will share — and who is authorized to share it — when a former employee's prospective employer requests a reference. It sets a standard neutral-reference floor, limits unauthorized disclosures, and creates a documentation trail that protects the company from defamation and negligent referral liability.\n",{"question":387,"answer":388},"Why do companies adopt a neutral reference policy?","Neutral reference policies — confirming only employment dates, job title, and rehire eligibility — reduce legal risk from two directions simultaneously. A negative reference without thorough documentation exposes the employer to defamation claims. A positive reference that omits known misconduct can result in negligent referral liability if the former employee harms their new employer. A consistently applied neutral policy limits both exposures.\n",{"question":390,"answer":391},"Who should be the authorized spokesperson for reference inquiries?","In most organizations, the HR department — specifically a designated HR manager or generalist — should be the sole authorized spokesperson. Using a job title rather than a personal name keeps the policy current through staff changes. All other employees, including former direct managers, should redirect any reference call to HR using a scripted response.\n",{"question":393,"answer":394},"Can a company legally refuse to provide any reference?","In most jurisdictions, private employers are not legally required to provide substantive references beyond confirming basic employment facts. Refusing to comment beyond dates and title is a legitimate and widely practiced approach. However, some industries — notably financial services and healthcare — may have regulatory obligations to disclose specific conduct findings on standard reference forms. Consider consulting an employment lawyer for regulated sectors.\n",{"question":396,"answer":397},"What is the difference between a reference policy and an employment verification letter?","A reference policy governs how the organization responds verbally or in writing to inbound inquiries about former employees. An employment verification letter is a specific outbound document confirming objective employment facts — dates, title, and sometimes salary — usually for a former employee's own use. The policy determines what the letter may contain and who can issue it.\n",{"question":399,"answer":400},"Does the former employee need to consent before a reference is given?","For a standard neutral reference confirming dates and title, consent is not typically required in most jurisdictions. However, for extended disclosures covering performance, conduct, or reasons for departure, a signed release from the former employee is strongly recommended and in some jurisdictions legally required under privacy law. Always document whether a release was obtained before providing extended information.\n",{"question":402,"answer":403},"How does a non-disparagement clause in a separation agreement interact with this policy?","A non-disparagement clause in a separation agreement typically prohibits both parties from making negative statements about each other. Your reference policy should cross-reference any such clauses so HR knows which former employees are subject to mutual non-disparagement obligations. In practice, this means limiting responses to the neutral reference defaults for those individuals regardless of what a manager might want to say.\n",{"question":405,"answer":406},"How long should reference inquiry records be kept?","A retention period of 5–7 years from the date of the response is standard and aligns with typical employment records retention requirements in the US, Canada, and the UK. Records should be stored in the former employee's personnel file or HRIS and include the date, requester's identity, former employee name, and the specific information provided. Consult your legal counsel for jurisdiction-specific minimums.\n",{"question":408,"answer":409},"What should managers say if they receive a reference call directly?","Managers should use a scripted redirect: \"Our company policy requires all reference inquiries to go through HR. Please contact [HR EMAIL / PHONE NUMBER] and they will respond within [X] business days.\" They should not confirm or deny any information about the former employee, including employment dates, before the call is redirected. Brief all managers on this script annually.\n",[411,415,419,423],{"industry":412,"icon_asset_id":413,"specifics":414},"Financial Services","industry-fintech","FINRA Form U5 disclosures and regulatory reference obligations require financial firms to disclose specific conduct findings, making a policy that coordinates statutory and neutral-reference responses especially important.",{"industry":416,"icon_asset_id":417,"specifics":418},"Healthcare","industry-healthtech","Credentialing bodies and state licensing boards require healthcare employers to disclose clinical competency concerns, so the policy must distinguish between regulatory reporting obligations and standard employment references.",{"industry":420,"icon_asset_id":421,"specifics":422},"Technology / SaaS","industry-saas","High employee mobility and frequent reference checks between competing firms mean IP and non-disparagement considerations from separation agreements must be explicitly embedded in the reference response procedure.",{"industry":424,"icon_asset_id":425,"specifics":426},"Professional Services","industry-professional-services","Client-facing roles and professional licensing requirements make rehire eligibility classification and conduct disclosure particularly sensitive, with reputational risk flowing in both directions if references are mishandled.",[428,431,434,436],{"vs":233,"vs_template_id":429,"summary":430},"employee-reference-letter-D514","An employee reference letter is a specific outbound document written to support a named former employee's job search — it is positive by design and produced at the employer's or employee's request. A post employment reference policy governs how the organization handles inbound reference inquiries for all former employees, including those for whom no letter would be written. The policy determines whether and how a letter like that can be issued.",{"vs":237,"vs_template_id":432,"summary":433},"employment-verification-letter-D12780","An employment verification letter confirms objective employment facts — dates, title, sometimes salary — for a specific former employee, typically for housing, lending, or visa purposes. A reference policy is the broader governance framework that sets disclosure limits for all inbound inquiries, of which employment verification is just one narrow type. The policy defines what information the verification letter is permitted to include.",{"vs":132,"vs_template_id":244,"summary":435},"An employee handbook is an omnibus document covering all workplace policies, conduct standards, and benefits. A post employment reference policy is a standalone operational document that HR uses after an employee has left — it is typically included by reference in the handbook but maintained separately so it can be updated independently without reissuing the full handbook.",{"vs":119,"vs_template_id":437,"summary":438},"termination-agreement-D13401","A termination agreement governs the terms of a specific employee's departure — severance, non-disparagement, release of claims. A reference policy governs how HR responds to all future inbound inquiries about that former employee. The two documents work in tandem: the termination agreement may restrict what can be said; the reference policy operationalizes those restrictions for the HR team handling calls months or years later.",{"use_template":440,"template_plus_review":444,"custom_drafted":448},{"best_for":441,"cost":442,"time":443},"Small to mid-size businesses standardizing their reference response process for the first time","Free","1–2 hours to customize and distribute",{"best_for":445,"cost":446,"time":447},"Organizations in regulated industries, those with recent termination disputes, or companies with operations in multiple jurisdictions","$200–$500 for an employment lawyer to review","3–5 business days",{"best_for":449,"cost":450,"time":451},"Large enterprises with complex separation agreement portfolios, unionized workforces, or mandatory regulatory reference obligations","$800–$2,500 for a custom employment law firm engagement","1–3 weeks",[453,454],"defamation-and-reference-liability-explained","neutral-reference-best-practices",[234,238,251,241,244,456,457,458,459,460,461,462],"non-disclosure-agreement-nda-D12692","employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","job-offer-letter-long-D12769","how-to-review-employee-performance-D12595","fixed-term-contract-D13225","remote-work-agreement-D13282",{"emit_how_to":464,"emit_defined_term":464},true,{"primary_folder":96,"secondary_folder":466,"document_type":467,"industry":468,"business_stage":469,"tags":470,"confidence":475},"offboarding-and-references","policy","general","all-stages",[471,472,473,474],"offboarding","reference-policy","hr-operations","employee-records",0.95,"\u003Ch2>What is a Post Employment Reference Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Post Employment Reference Policy\u003C/strong> is an internal HR governance document that establishes exactly what information an organization will disclose — and who is authorized to disclose it — when a former employee's prospective employer, background screening firm, or other third party requests a reference. It sets a standard neutral-reference baseline, designates an authorized spokesperson, specifies which disclosures are permitted without a signed consent, and lists categories of information that must never be shared. Rather than leaving each reference response to the discretion of individual managers, the policy creates a single, repeatable procedure that every employee who might receive a reference call is trained to follow.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written reference policy, your organization's exposure runs in two directions at once. A manager who volunteers negative performance details about a former employee — even accurately — without documented support opens the company to defamation claims. A manager who provides an enthusiastic positive reference while omitting known misconduct can trigger negligent referral liability if the former employee later harms their new employer. Neither outcome requires bad intent; both stem from the absence of a clear procedure. A consistently applied policy closes both gaps: HR handles every inquiry, only permitted facts are confirmed, and every response is logged. The result is a defensible paper trail, consistent treatment of all former employees, and a clear answer for every manager who receives an unexpected reference call and needs to know exactly what to say.\u003C/p>\n",1781186031739]