[{"data":1,"prerenderedAt":461},["ShallowReactive",2],{"document-reference-check-letter-D601":3},{"document":4,"label":29,"preview":11,"thumb":30,"thumb600":31,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":32,"breadcrumb":36,"related":42,"customDescModule":182,"customdescription":6,"mdFm":183,"mdProseHtml":460},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Reference Check for [Applicant name] - [Social security number] Dear [former employer name], A former employee of your company, [Applicant name], has applied for a position with our company. As part of interview process, we are hereby requesting background information from you on this employee. [He/she] has given us permission to request such information from you and a copy of such request is attached hereto. Please provide us the following information concerning this former employee: Dates of employment: Positions held: Responsibilities: Last total salary and bonus while employed: Reason given for terminated/leaving: ",null,"Reference Check Letter","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/reference-check-letter-D601.png","https://templates.business-in-a-box.com/imgs/250px/601.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#601.xml",{"title":15,"description":6},"reference check letter",[17,20,23,26],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/",{"label":24,"url":25},"Letters to Applicant","/templates//letters-to-applicant/",{"label":27,"url":28},"Background & Reference Check","/templates/background-reference-check/","Reference Check Letter Template","https://templates.business-in-a-box.com/imgs/400px/601.png","https://templates.business-in-a-box.com/imgs/600px/601.png",[33,17,20,23,26],{"label":34,"url":35},"Templates","/templates/",[37,38,39],{"label":34,"url":35},{"label":18,"url":19},{"label":40,"url":41},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[43,47,51,55,59,63,67,71,75,79,83,87,91,105,121,136,151,166],{"label":44,"url":45,"thumb":46,"extension":10},"Personal Reference Check Letter","/template/personal-reference-check-letter-D599","https://templates.business-in-a-box.com/imgs/250px/599.png",{"label":48,"url":49,"thumb":50,"extension":10},"Educational Reference Check Letter","/template/educational-reference-check-letter-D570","https://templates.business-in-a-box.com/imgs/250px/570.png",{"label":52,"url":53,"thumb":54,"extension":10},"Reference Check Phone Script","/template/reference-check-phone-script-D602","https://templates.business-in-a-box.com/imgs/250px/602.png",{"label":56,"url":57,"thumb":58,"extension":10},"Driving Record Check Letter","/template/driving-record-check-letter-D569","https://templates.business-in-a-box.com/imgs/250px/569.png",{"label":60,"url":61,"thumb":62,"extension":10},"Reference on Qualifications","/template/reference-on-qualifications-D604","https://templates.business-in-a-box.com/imgs/250px/604.png",{"label":64,"url":65,"thumb":66,"extension":10},"Reference Request and Release","/template/reference-request-and-release-D605","https://templates.business-in-a-box.com/imgs/250px/605.png",{"label":68,"url":69,"thumb":70,"extension":10},"Reference Checking Form","/template/reference-checking-form-D603","https://templates.business-in-a-box.com/imgs/250px/603.png",{"label":72,"url":73,"thumb":74,"extension":10},"Request for Reference","/template/request-for-reference-D499","https://templates.business-in-a-box.com/imgs/250px/499.png",{"label":76,"url":77,"thumb":78,"extension":10},"Background Check Policy","/template/background-check-policy-D13419","https://templates.business-in-a-box.com/imgs/250px/13419.png",{"label":80,"url":81,"thumb":82,"extension":10},"Personal Recommendation and Reference","/template/personal-recommendation-and-reference-D494","https://templates.business-in-a-box.com/imgs/250px/494.png",{"label":84,"url":85,"thumb":86,"extension":10},"Request for Character Reference","/template/request-for-character-reference-D497","https://templates.business-in-a-box.com/imgs/250px/497.png",{"label":88,"url":89,"thumb":90,"extension":10},"Request for Employment Reference","/template/request-for-employment-reference-D498","https://templates.business-in-a-box.com/imgs/250px/498.png",{"description":92,"descriptionCustom":6,"label":93,"pages":8,"size":9,"extension":10,"preview":94,"thumb":95,"svgFrame":96,"seoMetadata":97,"parents":99,"keywords":98,"url":104},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":98,"description":6},"job offer letter long",[100,102],{"label":18,"url":101},"human-resources",{"label":21,"url":103},"hire-employee","/template/job-offer-letter-long-D12769",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":120},"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":113,"description":6},"employment agreement_at will employee",[115,116,117],{"label":18,"url":101},{"label":21,"url":103},{"label":118,"url":119},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":122,"descriptionCustom":6,"label":123,"pages":124,"size":125,"extension":10,"preview":126,"thumb":127,"svgFrame":128,"seoMetadata":129,"parents":130,"keywords":134,"url":135},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[131],{"label":132,"url":133},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":137,"descriptionCustom":6,"label":138,"pages":139,"size":9,"extension":10,"preview":140,"thumb":141,"svgFrame":142,"seoMetadata":143,"parents":145,"keywords":144,"url":150},"[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":144,"description":6},"employee dismissal letter",[146,147],{"label":18,"url":101},{"label":148,"url":149},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":165},"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","3","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":159,"description":6},"non disclosure agreement nda",[161,162],{"label":118,"url":119},{"label":163,"url":164},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":167,"descriptionCustom":6,"label":168,"pages":169,"size":170,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":175,"keywords":180,"url":181},"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},[176,177],{"label":18,"url":101},{"label":178,"url":179},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":184,"reviewer":195,"quick_facts":199,"at_a_glance":201,"personas":205,"variants":226,"glossary":247,"clauses":272,"how_to_fill":318,"common_mistakes":349,"faqs":366,"industries":391,"comparisons":408,"diy_vs_pro":423,"related_template_ids_curated":436,"schema":447,"classification":449},{"meta_title":185,"meta_description":186,"primary_keyword":187,"secondary_keywords":188},"Reference Check Letter Template (Free Word)","Free reference check letter template for verifying a candidate's employment history and character. Used in 190+ countries. Free Word and PDF download.","reference check letter template",[15,189,190,191,192,193,194],"employment reference check letter","reference verification letter template","reference check request letter","candidate reference letter template","reference check form template","reference check letter word",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":182,"signature_required":182},"easy",{"what_it_is":202,"when_you_need_it":203,"whats_inside":204},"A Reference Check Letter is a formal written request sent by an employer or hiring manager to a candidate's listed referee asking for verification of employment history, job performance, and professional character. This template is a free Word download you can edit online and export as PDF, covering all standard inquiry points in a single one-page letter.\n","Use it at the final stages of a hiring process, after a verbal offer or conditional acceptance, when you need documented confirmation of a candidate's background before formally onboarding them.\n","A structured letter with your company header, a clear purpose statement, specific questions about the candidate's role and performance, a confidentiality assurance for the referee, and your contact details for the response.\n",[206,210,214,218,222],{"title":207,"use_case":208,"icon_asset_id":209},"HR managers","Standardizing the reference-check process across all new hires","persona-hr-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Small business owners","Verifying a finalist candidate's background without a dedicated HR team","persona-small-business-owner",{"title":215,"use_case":216,"icon_asset_id":217},"Hiring managers","Requesting written responses from referees for senior role candidates","persona-operations-director",{"title":219,"use_case":220,"icon_asset_id":221},"Staffing agencies","Collecting reference responses on behalf of client employers","persona-staffing-agency",{"title":223,"use_case":224,"icon_asset_id":225},"Nonprofit executives","Conducting due diligence on volunteer coordinators or program managers","persona-nonprofit-exec",[227,230,234,237,241,244],{"situation":228,"recommended_template":7,"slug":229},"Requesting a written reference from a previous employer","reference-check-letter-D601",{"situation":231,"recommended_template":232,"slug":233},"Asking a personal or character referee rather than a former employer","Character Reference Request Letter","request-for-character-reference-D497",{"situation":235,"recommended_template":236,"slug":229},"Following up after no response to an initial reference request","Reference Check Follow-Up Letter",{"situation":238,"recommended_template":239,"slug":240},"Providing a completed reference to another employer on behalf of a former employee","Employment Reference Letter","request-for-employment-reference-D498",{"situation":242,"recommended_template":243,"slug":229},"Verifying academic credentials and institutional references","Academic Reference Check Letter",{"situation":245,"recommended_template":246,"slug":229},"Conducting a structured phone-based reference with a written summary","Reference Check Form",[248,251,254,257,260,263,266,269],{"term":249,"definition":250},"Referee","A person listed by a job candidate who can speak to their professional performance, conduct, or character.",{"term":252,"definition":253},"Employment Verification","Confirmation from a past employer of a candidate's job title, dates of employment, and eligibility for rehire.",{"term":255,"definition":256},"Conditional Offer","A job offer made to a candidate that becomes binding only after specified conditions — such as a satisfactory reference check — are met.",{"term":258,"definition":259},"Release of Information","Written consent from a candidate authorizing a named referee to disclose employment details to a prospective employer.",{"term":261,"definition":262},"Rehire Eligibility","A past employer's indication of whether they would re-engage the candidate — widely used as a proxy for overall performance and conduct.",{"term":264,"definition":265},"Due Diligence","The process of independently verifying material facts about a candidate before finalizing a hiring decision.",{"term":267,"definition":268},"Confidentiality Assurance","A statement in the reference check letter promising the referee that their response will be used only for hiring purposes and will not be shared with the candidate.",{"term":270,"definition":271},"Background Check","A broader verification process covering criminal history, credit, education, and identity — distinct from a reference check, which focuses on professional opinion.",[273,278,283,288,293,298,303,308,313],{"name":274,"plain_english":275,"sample_language":276,"common_mistake":277},"Sender and recipient header","Identifies your organization's name and address, the date, and the referee's full name, title, and organization.","[YOUR COMPANY NAME] | [ADDRESS] | [DATE] | Attn: [REFEREE FULL NAME], [TITLE], [REFEREE COMPANY NAME]","Addressing the letter to a generic department such as 'Human Resources' instead of a named individual — this often results in the letter being routed to a general inbox and never answered.",{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Subject line","A clear one-line label identifying the purpose and the candidate's name so the referee can process the letter instantly.","Re: Reference Check for [CANDIDATE FULL NAME] — Application for [JOB TITLE]","Omitting the subject line entirely, which forces the referee to read the full body before understanding why you contacted them.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Opening and purpose statement","Introduces your organization, explains that you are considering the candidate for a specific role, and states that the candidate has provided the referee's name.","We are considering [CANDIDATE FULL NAME] for the position of [JOB TITLE] at [YOUR COMPANY NAME]. [CANDIDATE FIRST NAME] has provided your name as a professional reference and has consented to this inquiry.","Failing to mention that the candidate authorized the contact — referees may decline or give guarded responses if they are unsure whether the candidate consented.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Employment verification questions","Asks the referee to confirm the candidate's job title, employment dates, and primary responsibilities during their time at the organization.","Could you confirm the following: (1) [CANDIDATE FIRST NAME]'s job title and department; (2) dates of employment (from [DATE] to [DATE]); (3) primary responsibilities in that role.","Asking only yes/no verification questions without asking about responsibilities — you lose the chance to spot title inflation or scope misrepresentation.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Performance and competency questions","Invites the referee to comment on the candidate's work quality, key strengths, and areas for development relevant to the role being filled.","In your view, what were [CANDIDATE FIRST NAME]'s greatest strengths in this role? Were there any areas where you observed a need for further development?","Asking only about strengths and omitting development areas — referees who are prompted for both tend to give more credible, balanced responses.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Rehire eligibility question","Asks directly whether the previous employer would rehire the candidate and, if not, why — the single most diagnostic question in a reference check.","Would you re-engage or rehire [CANDIDATE FIRST NAME] if the opportunity arose? If not, could you share the reason?","Skipping this question to avoid awkwardness. A 'no' or hedged response to rehire eligibility is the clearest signal a reference check can produce.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Confidentiality assurance","Assures the referee that their response is confidential, will be used only for this hiring decision, and will not be shared with the candidate.","Your response will be treated as strictly confidential and used solely in connection with our hiring process for this position. It will not be disclosed to [CANDIDATE FIRST NAME].","Omitting the confidentiality assurance — referees who are unsure whether the candidate will see their response often give bland, unhelpful answers to protect the relationship.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Response instructions and deadline","Tells the referee how and where to respond — email, enclosed form, or phone — and sets a clear deadline.","Please reply by [DATE] by email to [YOUR EMAIL ADDRESS] or by phone at [YOUR PHONE NUMBER]. If you prefer to complete a written form, one is enclosed for your convenience.","Setting no deadline, which causes reference checks to stall indefinitely while a candidate's start date approaches.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Closing and signature block","Thanks the referee for their time, provides your name and title, and includes your direct contact details.","Thank you for taking the time to assist us. Sincerely, [YOUR FULL NAME] | [TITLE] | [YOUR COMPANY NAME] | [EMAIL] | [PHONE]","Closing without a direct phone number — referees who prefer to respond verbally have no way to reach you and may not respond at all.",[319,324,329,334,339,344],{"step":320,"title":321,"description":322,"tip":323},1,"Enter your company header and the date","Replace the placeholder header with your organization's name, address, and today's date. This establishes the letter's official provenance.","Use your company letterhead if available — a branded header increases response rates from corporate HR departments.",{"step":325,"title":326,"description":327,"tip":328},2,"Address the letter to a named individual","Enter the referee's full name, job title, and organization in the recipient block. Obtain this from the candidate before sending.","Ask candidates to notify their referees that a letter is coming — a heads-up call from the candidate can cut response time by several days.",{"step":330,"title":331,"description":332,"tip":333},3,"Fill in the subject line with the candidate's name and role","Complete the subject line with the candidate's full name and the exact job title they are being considered for.","Match the job title in the subject line to the one on the candidate's application — discrepancies can prompt referees to query the request.",{"step":335,"title":336,"description":337,"tip":338},4,"Confirm the candidate's consent in the opening paragraph","State that the candidate provided the referee's name and has given consent for this inquiry. If you have a signed release form, reference it here.","Attaching a one-line candidate consent statement reduces the chance of a referee declining on privacy grounds.",{"step":340,"title":341,"description":342,"tip":343},5,"Customize the performance questions for the role","Replace the generic competency questions with two or three specific to the position — for a sales role, ask about quota attainment; for a management role, ask about team size and retention.","Limit questions to five or fewer. Referees who receive a page of questions often respond to fewer than half of them.",{"step":345,"title":346,"description":347,"tip":348},6,"Set a specific response deadline","Enter a response-by date that gives the referee five to seven business days while still fitting your hiring timeline.","Follow up by phone one day before the deadline if no response has arrived — most unanswered references result from a busy week, not an unwillingness to respond.",[350,354,358,362],{"mistake":351,"why_it_matters":352,"fix":353},"Not confirming candidate consent before sending","Contacting a referee without the candidate's documented consent can breach data-privacy expectations and cause the referee to alert the candidate, damaging trust before the hire is finalized.","Collect a signed reference-release form from the candidate before dispatching any reference check letters, and reference that consent in the letter body.",{"mistake":355,"why_it_matters":356,"fix":357},"Sending to a generic department address","Letters addressed to 'HR Department' or 'To Whom It May Concern' are routinely deprioritized or lost in shared inboxes, causing reference checks to expire.","Ask the candidate for their referee's direct name, title, and email address before sending the letter.",{"mistake":359,"why_it_matters":360,"fix":361},"Omitting the rehire eligibility question","Without this question, a referee can give a glowing response about a candidate they would never hire again — leaving you with an incomplete picture.","Always include a direct rehire question and leave space for the referee to explain a 'no' or 'undecided' answer.",{"mistake":363,"why_it_matters":364,"fix":365},"Setting no response deadline","Reference letters without a deadline are treated as low priority and can stall for weeks, delaying onboarding or causing a candidate to accept a competing offer.","State a specific calendar date — five to seven business days from the letter date — and set a calendar reminder to follow up the day before.",[367,370,373,376,379,382,385,388],{"question":368,"answer":369},"What is a reference check letter?","A reference check letter is a formal written request sent by a prospective employer to a candidate's named referee asking for verification of employment history, job performance, and professional conduct. It creates a documented record of the reference inquiry and gives the referee time to compose a considered written response rather than reacting on the spot during a phone call.\n",{"question":371,"answer":372},"When should I send a reference check letter?","Send it after making a conditional offer or identifying a finalist candidate, before issuing a formal employment contract. Sending it too early in the process wastes the referee's time and can signal disorganized hiring. Sending it too late — after the contract is signed — removes its practical value as a verification tool.\n",{"question":374,"answer":375},"Does the candidate need to consent before I contact their references?","Yes. Contacting a referee without the candidate's knowledge and consent can violate privacy expectations and, in some jurisdictions, data protection regulations. Best practice is to collect a signed reference release from the candidate at the application stage and reference that consent explicitly in the letter.\n",{"question":377,"answer":378},"What questions should a reference check letter include?","Effective reference check letters ask for confirmation of job title and dates of employment, a description of key responsibilities, an assessment of the candidate's strengths and development areas, their suitability for the specific role being filled, and — most importantly — whether the referee would rehire them. Keep the list to five questions or fewer to maximize completion rates.\n",{"question":380,"answer":381},"Is a written reference check letter better than a phone call?","Both have value. A written letter gives the referee time to reflect and provides a documented record for your hiring file. A phone call often yields more candid, nuanced feedback because tone and hesitation are audible. Many HR teams use the written letter as the formal record and follow up with a brief call for context on sensitive responses.\n",{"question":383,"answer":384},"What should I do if a referee does not respond?","Follow up by phone or email one business day before your stated deadline. If there is still no response, contact the candidate to ask them to prompt their referee or offer an alternative contact. Document the attempts in your hiring file. Proceeding without a completed reference should be a conscious, recorded decision — not an oversight.\n",{"question":386,"answer":387},"Can I use the same reference check letter for every role?","A standard template works for most hires, but customize the performance questions for the specific role. For a management hire, ask about team size and people-development style. For a technical role, ask about relevant technical competencies. Role-specific questions yield far more useful responses than generic ones.\n",{"question":389,"answer":390},"How do I handle a negative or ambiguous reference response?","Treat a negative or evasive response as a data point, not an automatic disqualification. Note the specific concern, discuss it with the hiring manager, and consider speaking directly with the candidate to hear their account. If the response contradicts material claims on the candidate's resume, that is a more serious issue requiring a direct conversation before proceeding.\n",[392,396,400,404],{"industry":393,"icon_asset_id":394,"specifics":395},"Professional Services","industry-professional-services","Client-facing roles require reference questions focused on communication style, client relationship management, and the ability to handle confidential information.",{"industry":397,"icon_asset_id":398,"specifics":399},"Healthcare","industry-healthtech","Reference checks for clinical and patient-facing roles typically ask about adherence to protocols, conduct under pressure, and any patient safety concerns.",{"industry":401,"icon_asset_id":402,"specifics":403},"Education","industry-education","Schools and institutions ask referees to address classroom management, communication with students and parents, and commitment to safeguarding policies.",{"industry":405,"icon_asset_id":406,"specifics":407},"Technology / SaaS","industry-saas","Tech hiring references focus on collaboration in cross-functional teams, delivery against sprint goals, and conduct during high-pressure release cycles.",[409,412,416,420],{"vs":239,"vs_template_id":410,"summary":411},"employment-reference-letter-D11881","An employment reference letter is written by a former employer about a candidate and given to that candidate to present to prospective employers. A reference check letter is sent directly by the prospective employer to the referee to solicit an independent assessment. The two documents serve opposite directions of the same process — one is candidate-provided, the other is employer-initiated.",{"vs":413,"vs_template_id":414,"summary":415},"Background Check Authorization Form","D{PLACEHOLDER_ID}","A background check authorization form collects the candidate's written consent to run a formal criminal, credit, or identity check through a third-party screening agency. A reference check letter is a direct professional inquiry to named contacts about work performance and character. Background checks surface factual records; reference checks surface professional opinions.",{"vs":417,"vs_template_id":418,"summary":419},"Job Offer Letter","job-offer-letter-long-D12769","A job offer letter presents the terms of employment to a candidate and is issued after the reference check is satisfactorily completed. A reference check letter is sent before the offer is finalized to verify the candidate's suitability. The reference check informs whether the offer should proceed; the offer letter formalizes the decision to hire.",{"vs":421,"vs_template_id":414,"summary":422},"Interview Evaluation Form","An interview evaluation form captures the hiring team's internal assessment of the candidate based on in-person or virtual interviews. A reference check letter gathers external third-party perspectives from people who have worked directly with the candidate. Both feed the same hiring decision but from different vantage points — one internal, one external.",{"use_template":424,"template_plus_review":428,"custom_drafted":432},{"best_for":425,"cost":426,"time":427},"HR managers, hiring managers, and small business owners conducting standard pre-hire reference checks","Free","5–10 minutes per letter",{"best_for":429,"cost":430,"time":431},"Organizations in regulated industries or those hiring for roles with access to sensitive data who want legal sign-off on the questions asked","$100–$300 (HR consultant or employment lawyer review)","1–2 business days",{"best_for":433,"cost":434,"time":435},"Large enterprises with complex compliance requirements integrating reference checks into a formal background-screening program","$500–$2,000 (HR consulting or legal drafting)","3–7 business days",[240,418,437,438,439,440,441,442,443,444,445,446],"employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734","general-non-compete-agreement-D882",{"emit_how_to":448,"emit_defined_term":448},true,{"primary_folder":101,"secondary_folder":450,"document_type":451,"industry":452,"business_stage":453,"tags":454,"confidence":459},"recruiting-and-hiring","letter","general","all-stages",[455,456,451,457,458],"recruiting","hiring","reference-check","employment-verification",0.95,"\u003Ch2>What is a Reference Check Letter?\u003C/h2>\n\u003Cp>A \u003Cstrong>Reference Check Letter\u003C/strong> is a formal written request sent by a prospective employer to a candidate's named referee — typically a former manager or senior colleague — asking for an independent assessment of the candidate's employment history, job performance, and professional conduct. Unlike a phone-based reference call, a written letter creates a documented record of the inquiry and gives the referee time to compose a considered, specific response. It covers confirmation of job title and dates of employment, key responsibilities, performance strengths and development areas, and — critically — whether the referee would rehire the individual.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Skipping a formal reference check, or conducting one without a written record, leaves your hiring decision based entirely on what a candidate has told you about themselves. A reference check letter closes that gap by giving a third party — someone who managed or worked alongside the candidate — a structured opportunity to confirm or contradict the claims on the resume. Without it, title inflation, exaggerated scope of responsibilities, and gaps in employment go undetected until after onboarding, when the cost of a poor hire is already in motion. A written letter also protects your organization by creating an auditable record of the pre-hire due diligence you conducted, which matters in regulated industries and in any situation where the quality of a hire is later called into question. This template gives you a complete, professional-grade reference check letter you can customize and send in under ten minutes.\u003C/p>\n",1781186026681]