Pre Employment Screening In Wyoming

National Employment Screening provides professional employment screening services to Wyoming employers to help you protect your employees and clients from the costly effects of making a "Bad Hire."

We serve Laramie, Cheyenne, Casper, Butte and all other Wyoming cities.

Call anytime to get more information about our Wyoming Employment screening and employee background check services at 800.459.3034.

Employment screening law: Giving Employment References In Wyoming

Apparently, Wyoming employment screening law does not provide specific protection to employers as it relates to supplying references concerning past employment.
It would seem that previous employers may provide any non-confidential information about a previous employee, so long as it's true and isn't provided to maliciously harm the employee. An employer who provides false information that disparages the employee may be liable for defamation. Lacking specific protection by state law, In order to avoid potential liability, many employers often refuse to comment on a past employee's job performance and confirm only minimal information such as dates of hire and separation, plus wage or salary information.

This practice, however, leaves employers between the proverbial "Rock and a Hard Place" as they may find themselves the target of a lawsuit from a subsequent employer for failing to disclose a potentially dangerous employee.

Employment screening law: Wyoming At Will employment Law

Wyoming follows the employment at-will doctrine, which provides that at-will employees may be terminated for any reason, so long as it's not illegal. There are numerous illegal reasons for termination. Typically such reasons fall into one of two large categories: illegal discrimination or illegal termination in violation of a public policy. Generally, employees who work under an employment contract can only be terminated for reasons specified in the contract.

If you would like to see your Wyoming State Human Resources organization listed here please contact the webmaster.

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None of the information in this web site should be construed as legal advice. All forms policies, terms, information and procedures should be reviewed by your legal counsel before being used in any way.