[{"data":1,"prerenderedAt":538},["ShallowReactive",2],{"document-reference-check-phone-script-D602":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":180,"customdescription":6,"mdFm":181,"mdProseHtml":537},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"Employment Reference Phone Script When telephoning another company to conduct a reference check, be sure to introduce yourself, giving [YOUR NAME] and title, where you are calling from, and explain the reason for your call. Try to speak with the applicant's supervisor. Make sure the person you do speak to has the authority to give references. Give the person you are speaking with the name of the applicant, the position they are applying for and the supposed dates of employment with their company. Offer to fax a release if the person you are speaking to is reluctant to give information. Applicant's Name: Date: Position Applied For: Dept.: Person Conducting Check: Title: ",null,"Reference Check Phone Script","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/reference-check-phone-script-D602.png","https://templates.business-in-a-box.com/imgs/250px/602.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#602.xml",{"title":15,"description":6},"reference check phone script",[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 Phone Script Template","https://templates.business-in-a-box.com/imgs/400px/602.png","https://templates.business-in-a-box.com/imgs/600px/602.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/",[43,47,51,55,59,63,67,71,75,79,83,87,91,107,120,137,149,165],{"label":44,"url":45,"thumb":46,"extension":10},"Reference Check Letter","/template/reference-check-letter-D601","https://templates.business-in-a-box.com/imgs/250px/601.png",{"label":48,"url":49,"thumb":50,"extension":10},"Personal Reference Check Letter","/template/personal-reference-check-letter-D599","https://templates.business-in-a-box.com/imgs/250px/599.png",{"label":52,"url":53,"thumb":54,"extension":10},"Educational Reference Check Letter","/template/educational-reference-check-letter-D570","https://templates.business-in-a-box.com/imgs/250px/570.png",{"label":56,"url":57,"thumb":58,"extension":10},"Phone Policy","/template/phone-policy-D13431","https://templates.business-in-a-box.com/imgs/250px/13431.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},"Phone Memo","/template/phone-memo-D104","https://templates.business-in-a-box.com/imgs/250px/104.png",{"label":80,"url":81,"thumb":82,"extension":10},"Background Check Policy","/template/background-check-policy-D13419","https://templates.business-in-a-box.com/imgs/250px/13419.png",{"label":84,"url":85,"thumb":86,"extension":10},"Personal Recommendation and Reference","/template/personal-recommendation-and-reference-D494","https://templates.business-in-a-box.com/imgs/250px/494.png",{"label":88,"url":89,"thumb":90,"extension":10},"Request for Character Reference","/template/request-for-character-reference-D497","https://templates.business-in-a-box.com/imgs/250px/497.png",{"description":92,"descriptionCustom":6,"label":93,"pages":8,"size":9,"extension":10,"preview":94,"thumb":95,"svgFrame":96,"seoMetadata":97,"parents":99,"keywords":105,"url":106},"[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","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":98,"description":6},"verification of employment and letter of recommendation",[100,102],{"label":18,"url":101},"human-resources",{"label":103,"url":104},"References & Recommendations","references-recommendations","verification employment letter recommendation","/template/verification-of-employment-and-letter-of-recommendation-D501",{"description":108,"descriptionCustom":6,"label":109,"pages":8,"size":9,"extension":10,"preview":110,"thumb":111,"svgFrame":112,"seoMetadata":113,"parents":115,"keywords":118,"url":119},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: offer of letter of recommendation Dear [Contact name], The fact that you will be leaving our firm shortly has been brought to my attention. We are very sorry to lose you inasmuch as your work has always been most satisfactory and we were hoping that you would remain with the [YOUR COMPANY NAME] for many years to come. I understand that you are leaving for personal reasons that have nothing to do with this organization. I will be happy to provide you with a letter of recommendation, if you so request. You may find this helpful in securing a position with another firm. Please advise my secretary of your intent in this matter so that we can have it prepared for you before your departure. I know that I speak for everyone here at [YOUR COMPANY NAME] in wishing you the very best of luck in the future. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Offer of Letter of Recommendation","https://templates.business-in-a-box.com/imgs/1000px/offer-of-letter-of-recommendation-D493.png","https://templates.business-in-a-box.com/imgs/250px/493.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#493.xml",{"title":114,"description":6},"offer of letter of recommendation",[116,117],{"label":18,"url":101},{"label":103,"url":104},"offer letter recommendation","/template/offer-of-letter-of-recommendation-D493",{"description":121,"descriptionCustom":6,"label":122,"pages":123,"size":9,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":129,"keywords":128,"url":136},"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":128,"description":6},"employment agreement_at will employee",[130,131,133],{"label":18,"url":101},{"label":21,"url":132},"hire-employee",{"label":134,"url":135},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":138,"descriptionCustom":6,"label":139,"pages":8,"size":9,"extension":10,"preview":140,"thumb":141,"svgFrame":142,"seoMetadata":143,"parents":145,"keywords":144,"url":148},"[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":144,"description":6},"job offer letter long",[146,147],{"label":18,"url":101},{"label":21,"url":132},"/template/job-offer-letter-long-D12769",{"description":150,"descriptionCustom":6,"label":151,"pages":152,"size":153,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":158,"keywords":163,"url":164},"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. 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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},[175],{"label":176,"url":177},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":182,"reviewer":195,"legal_disclaimer":199,"quick_facts":200,"at_a_glance":202,"personas":206,"variants":231,"glossary":258,"clauses":292,"how_to_fill":343,"common_mistakes":384,"faqs":409,"industries":440,"comparisons":465,"diy_vs_lawyer":479,"jurisdictions":492,"related_template_ids_curated":513,"schema":524,"classification":525},{"meta_title":183,"meta_description":184,"primary_keyword":185,"secondary_keywords":186},"Reference Check Phone Script Template | BIB","Free reference check phone script template for HR teams. Covers consent, employment verification, performance questions, and legal compliance.","reference check phone script template",[187,188,189,190,191,192,193,194],"reference check script","employment reference check template","phone reference check questions","reference check form template","candidate reference check script","hr reference check template word","professional reference check questions","reference check template free",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":201,"legal_review_recommended":199,"signature_required":199,"notarization_required":180},"medium",{"what_it_is":203,"when_you_need_it":204,"whats_inside":205},"A Reference Check Phone Script is a structured interviewing document HR professionals and hiring managers use to conduct consistent, legally compliant telephone reference checks on job candidates. This free Word download provides a scripted framework — covering consent confirmation, employment verification, performance questions, and documentation — that you can edit online and export as PDF or retain as a signed record in the candidate's hiring file.\n","Use it after a candidate has cleared your interview rounds and before a formal offer is extended. Any time you are calling a former supervisor, manager, or colleague to verify employment history and assess performance, a consistent written script protects both the interviewer and the organization from legal exposure.\n","Interviewer and candidate identification fields, reference consent confirmation, employment dates and title verification, structured performance and conduct questions, re-hire eligibility inquiry, a documentation and signature block, and legally prohibited question reminders to keep the call compliant.\n",[207,211,215,219,223,227],{"title":208,"use_case":209,"icon_asset_id":210},"HR managers","Standardizing reference calls across recruiters to reduce legal exposure","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Small business owners","Conducting reference checks without a dedicated HR team or legal counsel","persona-small-business-owner",{"title":216,"use_case":217,"icon_asset_id":218},"Hiring managers","Verifying a finalist candidate's employment history and performance before extending an offer","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Staffing agencies","Running compliant reference checks on candidates placed with client employers","persona-staffing-agency",{"title":224,"use_case":225,"icon_asset_id":226},"Startup founders","Vetting early hires where every team member has an outsized impact on culture and performance","persona-startup-founder",{"title":228,"use_case":229,"icon_asset_id":230},"Executive recruiters","Conducting senior-level reference checks that probe leadership style, strategic impact, and departure context","persona-executive-recruiter",[232,235,239,243,246,250,254],{"situation":233,"recommended_template":7,"slug":234},"Checking references for a standard professional or administrative hire","reference-check-phone-script-D602",{"situation":236,"recommended_template":237,"slug":238},"Collecting references in writing rather than by phone","Reference Check Form (Written)","reference-check-letter-D601",{"situation":240,"recommended_template":241,"slug":242},"Requesting a formal written employment verification letter","Employment Verification Letter","verification-of-employment-and-letter-of-recommendation-D501",{"situation":244,"recommended_template":245,"slug":238},"Checking references for a C-suite or senior executive candidate","Executive Reference Check Questionnaire",{"situation":247,"recommended_template":248,"slug":249},"Verifying professional licenses or credentials in a regulated field","Background Check Authorization Form","background-check-policy-D13419",{"situation":251,"recommended_template":252,"slug":253},"Providing a reference on behalf of a former employee","Letter of Recommendation","offer-of-letter-of-recommendation-D493",{"situation":255,"recommended_template":256,"slug":257},"Declining to provide a detailed reference as a former employer","Employment Reference Letter (Neutral)","request-for-employment-reference-D498",[259,262,265,268,271,274,277,280,283,286,289],{"term":260,"definition":261},"Reference Check","A pre-hire verification process in which an employer contacts a candidate's former supervisors or colleagues to confirm employment history and assess past performance.",{"term":263,"definition":264},"Consent Confirmation","A documented acknowledgment — typically from the candidate before the call — authorizing the former employer to release employment information to the prospective employer.",{"term":266,"definition":267},"Employment Verification","Confirmation of a candidate's job title, employment dates, and sometimes compensation at a prior employer, used to validate information on a resume or application.",{"term":269,"definition":270},"Re-Hire Eligibility","A question to the former employer asking whether they would rehire the candidate, which often serves as a proxy for overall performance and conduct.",{"term":272,"definition":273},"Defamation Risk","Legal exposure a reference-giver faces if they make false statements of fact about a former employee that damage the employee's reputation or employment prospects.",{"term":275,"definition":276},"Qualified Privilege","A legal protection available in many jurisdictions that shields a former employer from defamation liability when providing a reference in good faith and in the course of their duties.",{"term":278,"definition":279},"Negligent Hiring","A legal theory under which an employer can be held liable for harm caused by an employee if the employer failed to conduct reasonable pre-hire due diligence, including reference checks.",{"term":281,"definition":282},"Adverse Action","A formal decision not to hire a candidate based in whole or in part on background or reference information, which in the US triggers specific notice requirements under the FCRA.",{"term":284,"definition":285},"FCRA (Fair Credit Reporting Act)","A US federal law that regulates the use of consumer reports — including background checks obtained through third-party agencies — in employment decisions.",{"term":287,"definition":288},"Structured Interview","An interviewing method that uses a predetermined, consistent set of questions asked in the same order to all candidates or references, reducing bias and improving defensibility.",{"term":290,"definition":291},"Documentation Block","The section of the reference check script where the interviewer records the reference-giver's responses and signs to certify that the notes are an accurate record of the call.",[293,298,303,308,313,318,323,328,333,338],{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Interviewer and candidate identification","Records who conducted the call, on what date and time, the candidate's full name, and the position being filled — creating an auditable header for the hiring file.","Interviewer: [INTERVIEWER NAME], [TITLE] | Date: [DATE] | Time: [TIME] | Candidate Name: [CANDIDATE FULL NAME] | Position Applied For: [JOB TITLE] | Reference Name: [REFERENCE NAME] | Reference Title: [REFERENCE TITLE] | Organization: [ORGANIZATION NAME]","Omitting the interviewer's name from the record. If a hiring decision is challenged, an unsigned or unattributed reference note cannot be used to demonstrate a consistent, non-discriminatory process.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Consent and authorization confirmation","Confirms at the top of the call that the candidate authorized the reference check and that the reference-giver agrees to participate — establishing a good-faith basis for the conversation.","[CANDIDATE NAME] has provided your name as a professional reference and has authorized us to speak with you. Do you have approximately [X] minutes to answer a few questions about their work? I want to let you know this call may be documented for our hiring records.","Skipping verbal consent confirmation and proceeding directly to questions. Without a recorded consent exchange, the reference-giver may later claim they were not aware the call was being documented, creating liability for the employer.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Employment dates and title verification","Asks the reference to confirm the candidate's job title, reporting structure, and exact dates of employment — verifying the resume and surfacing discrepancies.","Can you confirm [CANDIDATE NAME]'s job title and the dates they worked at [ORGANIZATION NAME]? Who did they report to? Were there any changes in title or role during their tenure?","Accepting 'around 2019 to 2021' without pressing for month-level precision. Resume fraud most often involves inflating tenure dates by a few months — month-level verification catches this.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Responsibilities and scope of work","Asks the reference to describe the candidate's actual day-to-day duties and the scope of their responsibilities, allowing the interviewer to cross-check the candidate's own description of the role.","Can you briefly describe [CANDIDATE NAME]'s primary responsibilities in the role? How large was the team or budget they were responsible for? What were the two or three most significant projects they contributed to?","Asking only yes/no verification questions in this section. Open-ended scope questions frequently surface responsibility inflation — candidates claiming management experience they did not have.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Performance and quality of work","Probes the quality and consistency of the candidate's work output, including strengths, development areas, and how they handled feedback.","How would you describe [CANDIDATE NAME]'s overall performance? What were their greatest strengths in the role? Were there any areas where you provided coaching or feedback for improvement? How did they respond to that feedback?","Asking only for strengths and skipping the development-area question. References who are reluctant to identify any area for improvement are signaling a coached or overly positive reference — probe gently for specifics.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Interpersonal skills and team dynamics","Explores how the candidate worked with colleagues, managers, and clients — including communication style, conflict handling, and cultural contribution.","How did [CANDIDATE NAME] work with their teammates and manager? Can you describe a situation where they had to navigate a conflict or a difficult working relationship? How did they handle it?","Asking generically whether the candidate 'got along with everyone.' Behavioral questions about specific situations — particularly conflict — reveal far more than personality assessments.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Reason for departure","Asks why the candidate left the organization in a neutral, open-ended way — allowing the reference to volunteer information about performance-related or conduct-related departures without being directly asked.","Can you tell me about the circumstances under which [CANDIDATE NAME] left [ORGANIZATION NAME]? Was the departure voluntary?","Accepting 'they left for a new opportunity' without any follow-up. A brief pause after the initial answer will often prompt a reference to add context they would not have volunteered unprompted.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Re-hire eligibility","Asks directly whether the organization would rehire the candidate — widely regarded as the single most predictive question in a reference check because it forces a binary assessment of overall performance and conduct.","If the opportunity arose, would [ORGANIZATION NAME] rehire [CANDIDATE NAME]? If not, can you share any context around that?","Not asking this question at all, or accepting a hedged 'yes, probably' without probing for the hedge. Hesitation on the re-hire question is one of the strongest negative signals in a reference call and deserves a follow-up.",{"name":334,"plain_english":335,"sample_language":336,"common_mistake":337},"Legally prohibited question reminders","A scripted reminder embedded in the document instructing the interviewer on questions they must not ask — covering protected characteristics, medical status, and jurisdiction-specific restrictions.","INTERVIEWER NOTE — DO NOT ASK: Age, date of birth, marital or family status, pregnancy or parental leave history, religion, national origin, disability or medical history, workers' compensation claims, or salary history (prohibited in [LIST APPLICABLE JURISDICTIONS]).","Omitting the prohibited-question reminder block entirely and relying on the interviewer's memory. Reference calls are conversational and can drift — a printed reminder at the top of the script is the single most effective compliance control.",{"name":339,"plain_english":340,"sample_language":341,"common_mistake":342},"Documentation and interviewer signature block","Provides a notes field for the interviewer to record the reference's responses verbatim or in summary, followed by a signature and date line certifying accuracy.","I certify that the above notes accurately reflect the substance of my telephone reference conversation with [REFERENCE NAME] on [DATE]. Interviewer Signature: _______________ | Date: _______________","Completing the call but filing handwritten or typed notes without a signature. An unsigned reference record cannot establish who conducted the call or that the notes were not altered after the fact — critical if a hiring decision is challenged.",[344,349,354,359,364,369,374,379],{"step":345,"title":346,"description":347,"tip":348},1,"Complete the header before placing the call","Fill in the interviewer name, title, date, candidate name, and position before you dial. Having the header completed ensures you do not forget to document it after a long call.","Enter the reference's name and organization in the header as soon as the candidate provides them — do not rely on remembering to fill this in after the call.",{"step":350,"title":351,"description":352,"tip":353},2,"Obtain and confirm candidate authorization","Before conducting any reference check, confirm that the candidate has signed a release or provided documented consent authorizing you to contact their references. Note the form of consent in the header.","A signed candidate authorization — not just verbal permission — is required for reference checks conducted through third-party screening vendors under the US FCRA.",{"step":355,"title":356,"description":357,"tip":358},3,"Open the call with the consent and introduction script","Read the consent and introduction clause verbatim at the start of every call. Confirm the reference has time to speak, identify yourself and your organization, and disclose that notes will be taken.","If the reference declines to participate or asks for a written request first, note the response in the documentation block and respect the request — do not press.",{"step":360,"title":361,"description":362,"tip":363},4,"Work through each question section in order","Follow the script from employment verification through performance, team dynamics, reason for departure, and re-hire eligibility. Do not skip sections or rearrange the order — consistency across all candidates is your primary legal defense.","Leave blank lines after each question to take notes in real time. Do not paraphrase answers into evaluative language — record what the reference actually said.",{"step":365,"title":366,"description":367,"tip":368},5,"Use the prohibited-question reminder before and during the call","Read the prohibited-question block before dialing, not after. Reference conversations can prompt follow-up questions that inadvertently cross into protected territory — the reminder serves as a checklist.","If a reference volunteers information about a protected characteristic (e.g., mentions the candidate's age or health), stop taking notes on that information and do not include it in your documentation.",{"step":370,"title":371,"description":372,"tip":373},6,"Probe hesitations and hedged answers","When a reference pauses, gives an unusually brief answer, or qualifies a positive statement with 'for the most part' or 'generally,' ask one neutral follow-up: 'Can you tell me a bit more about that?' Record both the original answer and the follow-up.","Silence is your most effective follow-up tool. After a hedged answer, a two-second pause will often prompt a reference to continue without you having to ask anything.",{"step":375,"title":376,"description":377,"tip":378},7,"Complete the documentation block immediately after the call","Finalize your notes, add any context you recorded shorthand during the call, and sign and date the documentation block within 30 minutes of hanging up.","Never clean up or reword your notes after signing — alterations after signature create document integrity issues if the record is ever reviewed in a hiring dispute.",{"step":380,"title":381,"description":382,"tip":383},8,"File the completed script in the candidate's hiring record","Store the signed reference check in the candidate's permanent hiring file alongside their resume, application, interview notes, and offer letter. Retain for the period required by your jurisdiction's employment records laws.","In the US, EEOC guidance recommends retaining hiring records for at least one year from the date of the hiring decision; in Canada, most provinces require retention for two years.",[385,389,393,397,401,405],{"mistake":386,"why_it_matters":387,"fix":388},"Asking unscripted questions mid-call","Deviating from the script — even with good intentions — creates an inconsistent process across candidates. If one candidate's references were asked questions that another's were not, the employer cannot demonstrate non-discriminatory evaluation.","Mark any off-script follow-up questions clearly in the notes and apply the same follow-up to every subsequent candidate at the same hiring stage.",{"mistake":390,"why_it_matters":391,"fix":392},"Failing to document the call in writing","An undocumented reference call did not legally happen. If a candidate challenges a hiring decision or a negligent-hiring claim arises, verbal memory is not admissible evidence.","Complete and sign the documentation block immediately after every call and file the signed record in the candidate's permanent hiring file before moving to the next step.",{"mistake":394,"why_it_matters":395,"fix":396},"Asking about salary history","Salary history inquiries are prohibited by law in over 20 US states, several Canadian provinces, and the UK. Asking — even casually — exposes the employer to a discrimination complaint and potential regulatory fine.","Remove salary history from every version of the script and replace with a compensation-range question directed at the candidate, not the reference.",{"mistake":398,"why_it_matters":399,"fix":400},"Accepting a one-word re-hire answer without probing","A bare 'yes' or 'no' to the re-hire question provides no actionable information. References coached to give minimal answers will answer 'yes' reflexively even when they have meaningful concerns.","Always follow the re-hire question with 'In what capacity?' for a yes, or 'Can you share any context around that?' for a no or a hesitation.",{"mistake":402,"why_it_matters":403,"fix":404},"Conducting reference checks after the offer is accepted","A reference check conducted after a verbal or written offer has been accepted provides almost no practical protection. If a negative reference surfaces post-offer, rescinding the offer creates wrongful-rescission exposure.","Make the offer explicitly conditional on satisfactory reference checks, and complete all reference calls before communicating a final unconditional offer.",{"mistake":406,"why_it_matters":407,"fix":408},"Using a single reference provided by the candidate without attempting to reach others","Candidate-selected references are by definition favorable. Relying on them exclusively leaves out the direct supervisors and peers who have the most relevant performance information.","Ask each reference to suggest one additional person who worked closely with the candidate. At minimum, attempt to reach one reference the candidate did not specifically provide.",[410,413,416,419,422,425,428,431,434,437],{"question":411,"answer":412},"What is a reference check phone script?","A reference check phone script is a structured document HR professionals and hiring managers use to conduct consistent, legally compliant telephone interviews with a job candidate's former supervisors or colleagues. It provides scripted questions covering employment verification, performance, conduct, and re-hire eligibility, along with reminders about prohibited questions and a documentation block for recording and signing the call results. The script protects the employer from negligent-hiring liability while reducing the risk of asking questions that violate employment discrimination law.\n",{"question":414,"answer":415},"Is a reference check legally required before hiring?","No federal US law mandates reference checks for most private-sector roles, but employers in regulated industries — childcare, healthcare, financial services, and roles with access to vulnerable populations — are typically required by state or sector-specific law to verify background and references before hire. Even where not legally required, skipping reference checks exposes employers to negligent-hiring liability if an employee later causes harm that a reasonable inquiry would have revealed.\n",{"question":417,"answer":418},"What questions should I ask during a reference check?","Effective reference checks cover six core areas: employment dates and title verification, scope of responsibilities, performance quality and development areas, interpersonal and teamwork skills, reason for departure, and re-hire eligibility. Open-ended behavioral questions — asking for specific examples rather than yes/no ratings — produce more useful information. Questions about protected characteristics (age, health, family status, religion, national origin) are legally off-limits in virtually every jurisdiction.\n",{"question":420,"answer":421},"What questions are illegal to ask in a reference check?","In most jurisdictions, interviewers cannot ask about age, date of birth, marital or family status, pregnancy or parental leave history, religion, national origin, disability, medical history, workers' compensation claims, or genetic information — the same protected categories that apply to direct candidate interviews. Salary history is additionally prohibited in over 20 US states, several Canadian provinces, and the UK. Arrests without convictions are restricted in many US states and Canadian provinces.\n",{"question":423,"answer":424},"Can a former employer give a negative reference?","Yes, in most jurisdictions, a former employer may provide truthful, factual information about a former employee's performance and conduct. Many jurisdictions provide a qualified privilege protecting reference-givers from defamation liability when statements are made in good faith, are based on documented information, and are not shared more broadly than necessary. However, sharing false information, exaggerating deficiencies, or disclosing protected-characteristic information can expose the reference-giver to defamation or discrimination claims.\n",{"question":426,"answer":427},"How many references should I check before making a hire?","Most HR practitioners recommend a minimum of two to three references for professional hires, with at least one being a direct former supervisor. Senior, executive, or high-trust roles typically warrant three to five references including peers, direct reports, and supervisors. Relying on a single candidate-provided reference is generally considered insufficient due diligence, particularly for roles with financial authority, access to vulnerable populations, or significant fiduciary responsibility.\n",{"question":429,"answer":430},"Do I need the candidate's written consent before conducting a reference check?","Written consent is required when reference information is collected through a third-party consumer reporting agency under the US FCRA. For direct employer-to-employer calls, written consent is not universally mandated but is strongly recommended as a best practice — it protects the employer from privacy claims and gives the reference-giver confidence to speak freely. Many employers collect signed authorization as part of the employment application form.\n",{"question":432,"answer":433},"What is negligent hiring and how does a reference check protect against it?","Negligent hiring is a legal theory holding an employer liable for harm caused by an employee when the employer failed to conduct reasonable pre-hire due diligence that would have revealed a propensity for the harmful conduct. Courts evaluate whether the employer took steps proportionate to the risk level of the role. A documented, signed reference check — especially one that asked about performance, conduct, and re-hire eligibility — is direct evidence that the employer exercised reasonable care, significantly reducing exposure to negligent-hiring claims.\n",{"question":435,"answer":436},"How should reference check notes be stored and for how long?","Reference check notes should be retained in the candidate's permanent hiring file alongside their application, interview notes, and offer documentation. In the US, EEOC guidance recommends retaining pre-hire records for at least one year from the date of the hiring decision. In Canada, most provincial employment standards require two-year retention. UK employers should align retention with GDPR data minimization principles, typically retaining records for six months to two years depending on the sensitivity of the role.\n",{"question":438,"answer":439},"Should I use the same script for every candidate?","Yes — using a consistent script for every candidate at the same role level is one of the most important practices in defensible hiring. Inconsistent reference processes are a primary basis for discrimination claims: if one candidate's references were asked about performance gaps and another's were not, the employer cannot demonstrate equal treatment. Tailor the script to the seniority level of the role, but apply it identically across all candidates competing for the same position.\n",[441,445,449,453,457,461],{"industry":442,"icon_asset_id":443,"specifics":444},"Healthcare","industry-healthtech","Licensing and credential verification is mandatory; reference checks must also probe patient safety conduct, clinical judgment, and any prior disciplinary actions with regulatory bodies.",{"industry":446,"icon_asset_id":447,"specifics":448},"Financial Services","industry-fintech","FINRA U5 disclosures and fiduciary history are central to reference calls; interviewers must probe for client complaints, regulatory sanctions, and unauthorized trading.",{"industry":450,"icon_asset_id":451,"specifics":452},"Education and Childcare","industry-education","Most jurisdictions mandate reference checks for anyone working with minors; scripts must include safeguarding conduct questions and any prior disciplinary findings related to child protection.",{"industry":454,"icon_asset_id":455,"specifics":456},"Technology / SaaS","industry-saas","Reference calls for engineering and product roles focus on code quality, architectural decision-making, collaboration in cross-functional teams, and handling of confidential IP or customer data.",{"industry":458,"icon_asset_id":459,"specifics":460},"Professional Services","industry-professional-services","Client-facing roles require probing for client relationship management, engagement delivery quality, billable utilization, and any client complaints or lost accounts during the candidate's tenure.",{"industry":462,"icon_asset_id":463,"specifics":464},"Manufacturing","industry-manufacturing","Safety record, equipment certifications, attendance reliability, and compliance with workplace safety regulations are the primary reference check focus areas for production and operations roles.",[466,469,472,475],{"vs":241,"vs_template_id":467,"summary":468},"employment-verification-letter-D13295","An employment verification letter is a written document confirming basic employment facts — title, dates, and sometimes salary — issued by the former employer on request. A reference check phone script is an active, structured interview designed to probe performance, conduct, and re-hire eligibility. The letter confirms facts; the script generates judgment. Both serve different due diligence purposes and most thorough hiring processes use both.",{"vs":252,"vs_template_id":470,"summary":471},"letter-of-recommendation-D578","A letter of recommendation is written by the reference at the candidate's request and is inherently candidate-curated and positive in tone. A reference check phone script is initiated by the prospective employer, follows a structured format designed to surface both strengths and concerns, and is documented in the employer's hiring file rather than provided by the candidate. Scripts produce more balanced and defensible information for hiring decisions.",{"vs":248,"vs_template_id":473,"summary":474},"D{BACKGROUND_CHECK_AUTHORIZATION_ID}","A background check authorization form obtains the candidate's written consent for third-party screening of criminal, credit, or employment records under FCRA or equivalent law. A reference check phone script governs the actual structured conversation with former supervisors. The authorization form enables the legal right to investigate; the script governs how qualitative reference information is gathered and documented.",{"vs":476,"vs_template_id":477,"summary":478},"Interview Scorecard","D{INTERVIEW_SCORECARD_ID}","An interview scorecard is used to evaluate a candidate directly during face-to-face or video interviews, scoring competencies and cultural fit. A reference check phone script is used after interviews to verify and triangulate a candidate's self-reported performance with third-party sources. The scorecard assesses the candidate's own presentation; the reference script tests whether that presentation holds up under independent verification.",{"use_template":480,"template_plus_review":484,"custom_drafted":488},{"best_for":481,"cost":482,"time":483},"HR teams and hiring managers conducting standard professional reference checks for non-regulated roles","Free","15–20 minutes per call",{"best_for":485,"cost":486,"time":487},"Organizations in regulated industries, those conducting volume hiring, or employers operating across multiple US states or countries with varying prohibited-question laws","$200–$500 for an employment counsel review of the script and consent language","2–5 business days",{"best_for":489,"cost":490,"time":491},"Enterprises with large-scale hiring programs, roles in highly regulated sectors (healthcare, financial services, childcare), or organizations that have faced prior hiring-related discrimination claims","$800–$2,500+ for a jurisdiction-specific script drafted by employment counsel","1–2 weeks",[493,498,503,508],{"code":494,"name":495,"flag_asset_id":496,"note":497},"us","United States","flag-us","Federal law under the FCRA requires written candidate consent and adverse-action notices when reference checks are conducted through third-party consumer reporting agencies. Third-party checks are not required for direct employer-to-employer calls, but written consent is best practice. Salary history inquiries are prohibited in over 20 states including California, New York, and Massachusetts. Arrest-record questions are restricted in multiple states. Employers in healthcare, childcare, and financial services face additional sector-specific reference verification mandates.",{"code":499,"name":500,"flag_asset_id":501,"note":502},"ca","Canada","flag-ca","PIPEDA (federally) and provincial privacy statutes require employers to collect only the personal information reasonably necessary for the hiring decision and to use it only for that purpose. Candidate consent — documented in the application form — is required before contacting references. Ontario, British Columbia, and Alberta have enacted specific private-sector privacy legislation. Salary history questions are prohibited in Ontario. Quebec employers must comply with the Act Respecting the Protection of Personal Information in the Private Sector and should conduct reference calls in French where the reference-giver is francophone.",{"code":504,"name":505,"flag_asset_id":506,"note":507},"uk","United Kingdom","flag-uk","Reference checks in the UK are governed by UK GDPR and the Data Protection Act 2018. Employers must have a lawful basis for processing reference information — typically legitimate interest or performance of a contract. References obtained must be proportionate and relevant to the role. Regulated roles under the Financial Conduct Authority (FCA) or in the care sector require specific regulatory reference checks beyond standard scripts. The Rehabilitation of Offenders Act 1974 restricts questions about spent convictions except for certain exempt roles.",{"code":509,"name":510,"flag_asset_id":511,"note":512},"eu","European Union","flag-eu","EU GDPR requires that personal data collected in reference checks be limited to what is strictly necessary for the stated purpose (data minimization), and that candidates be informed their references will be contacted. Member state employment laws vary significantly: Germany imposes strict rules on what former employers may disclose, limiting references largely to factual employment data; France requires that any information shared be directly relevant to the candidate's ability to perform the role. Health, family status, and political affiliation questions are prohibited across all member states.",[242,253,514,515,516,517,518,519,520,521,522,523],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","employee-handbook-D712","independent-contractor-agreement-D160","non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","fixed-term-contract-D13225","employment-agreement-executive-D543","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":199,"emit_defined_term":199},{"primary_folder":101,"secondary_folder":526,"document_type":527,"industry":528,"business_stage":529,"tags":530,"confidence":536},"recruiting-and-hiring","guide","general","all-stages",[531,532,533,534,535],"recruiting","hiring","hr","compliance","reference-checks",0.95,"\u003Ch2>What is a Reference Check Phone Script?\u003C/h2>\n\u003Cp>A \u003Cstrong>Reference Check Phone Script\u003C/strong> is a structured document HR professionals and hiring managers use to conduct consistent, legally defensible telephone interviews with a job candidate's former supervisors and colleagues. It provides scripted questions covering employment dates and title verification, performance and conduct assessment, interpersonal dynamics, reason for departure, and re-hire eligibility — combined with embedded compliance reminders about legally prohibited inquiries and a signed documentation block for the hiring file. Unlike informal reference calls, a scripted approach ensures every candidate at the same role level is evaluated against the same questions, creating an auditable record that demonstrates non-discriminatory hiring practice.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Skipping a documented reference check process exposes employers to two distinct legal risks simultaneously. The first is negligent hiring: if an employee causes harm that a reasonable pre-hire inquiry would have revealed, courts in most jurisdictions hold the employer liable for failing to investigate. The second is discrimination: inconsistent, unscripted reference calls often drift into questions about protected characteristics — age, family status, health, religion — that create direct liability under employment discrimination law. Beyond legal risk, undocumented reference calls disappear entirely when a hiring decision is challenged; a signed, structured script is evidence that the employer acted in good faith. This template closes both gaps by giving your team a consistent framework that is compliant with prohibited-question restrictions across major jurisdictions, documents every call in a signable record, and captures the single most predictive question in any reference check — whether the prior employer would hire this person again.\u003C/p>\n",1781186026736]