Why Employers Can (and Should) Participate Without Fear
For decades, employers have been told to “say as little as possible” when asked for references — and for good reason. One poorly worded comment could trigger defamation claims, HR headaches, or unwanted drama.
But EP Scores is not a reference check. It’s a private, structured, and secure platform where employers provide factual performance reviews — used to generate a 1 to 5 star EP Score Rating that helps great employees stand out and helps employers make better hiring decisions.
Why Employers Are Hesitant — And Why They Don’t Need to Be
| Concern | Traditional Job Reference | EP Scores Review |
|---|---|---|
| May lead to legal retaliation | ✅ Yes | ❌ Very unlikely |
| Informal & unstructured | ✅ Yes | ❌ No — standardized format |
| Employee can’t see what’s said | ✅ Usually | ❌ The employee can view the review |
| Shared directly with another employer | ✅ Yes | ❌ No — only the EP Score is visible |
| Can feel like gossip or hearsay | ✅ Yes | ❌ No — job-related review only |
| Protected from defamation if truthful | ✅ In theory | ✅ Yes — with safeguards |
What EP Scores Reviews Are (and Are Not)
✅ They ARE:
- ✔ Structured reviews of job performance, submitted by verified managers
- ✔ Private — only the employee can see the full review
- ✔ Used to calculate a 1 to 5 star EP Score Rating
- ✔ Designed to reward accountability and professionalism
- ✔ Protected under defamation and employment law
🚫 They ARE NOT:
- ✘ Public-facing reviews
- ✘ Informal reference calls
- ✘ Shared directly with other employers
- ✘ A legal liability when submitted truthfully
What the EP Scores Review Actually Looks Like
Every review follows a standardized evaluation form with 9 performance categories, each rated using a clear 4-point scale:
- Exceeds Expectations
- Meets Expectations
- Needs Improvement
- Unacceptable
Categories include Quality of work, Attendance, Dependability, Communication, Judgment, Initiative, Teamwork, Job knowledge, and Ongoing development.
Legal Safeguards Built into the EP Scores Platform
- 🔐 Private Review Access: Only the reviewed employee can see their full review
- ⭐ EP Score Visibility: Employers see only the overall EP Score Rating
- 📑 Structured Format: Prevents biased or personal feedback
- 📜 Terms of Use Protection: Reviewers must agree to EP Scores rules
- ⚖️ Good Faith Legal Protection: Employers are protected when reviews are truthful
Can Employers Leave a Review Without Employee Consent?
Yes — employer members on EP Scores can submit performance reviews without needing the employee’s consent. These reviews are considered professional employment records, not public posts.
Under U.S. employment law, verified employers are allowed to document and share truthful, job-related performance information with other verified employers — as long as it’s factual, professional, and not defamatory.
Because every EP Scores review is:
- 🔒 Private and secure — visible only within the EP Scores network
- ⚖️ Factual and job-focused — no personal or retaliatory content
- 🧾 Protected by employment and defamation law
It falls under the same lawful protection as traditional internal evaluations or employment references. Employers can confidently rate their team members, and employees benefit from a verified EP Score Rating that reflects real work performance — not personal opinions.
🏁 Accountability Starts with Honesty
At EP Scores, our mission is to bring fairness, transparency, and truth to the workplace — giving both employers and employees a reliable way to measure and recognize real performance.
Disclaimer: EP Scores reviews are private and job-related. They are not public statements and do not require employee consent under current U.S. employment law. Reviews must remain factual, non-discriminatory, and compliant with EP Scores’ Terms of Use.
Help Fix the Hiring Crisis
Good employers struggle to find reliable people. Good employees struggle to get noticed.
EP Scores changes that — with your help.
- 🏆 Accountability
- 🏆 Reputation
- 🏆 Professionalism
- 🏆 Second chances for those who earn them
Final Word
References are risky because they’re informal, unverified, and tied to live hiring decisions. That’s why most employers avoid them.
EP Scores reviews are different: Structured, Private, Legally protected, Never shared directly, and used only to generate a fair, secure, and impactful EP Score. It’s not a reference. It’s a record.
And it’s how we raise the bar for the entire workforce.