Retaliation Claims Foiled By Performance Documentation
In a May 2010 decision, the Eight Circuit Court of Appeals dismissed the retaliation claim of a woman terminated seven months after complaining about alleged sexual harassment. Given that retaliation claims represented 36% of all charges filed with the EEOC in 2009, this case provides a good roadmap for employers to avoid liability for retaliation claims brought by employees disciplined or terminated for performance reasons.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Avoiding Mistakes in Performance Evaluations
The primary purpose of a performance evaluation is to provide an opportunity for open communication about performance expectations and feedback. Most employees want feedback to understand the expectations of their employer and to improve their own performance for personal satisfaction. They prefer feedback that is timely and given in a manner that is not threatening. In order to use the performance evaluation successfully a supervisor must avoid the following common pitfalls.
The full article is linked below.
http://washingtonemploymentlawblawg.com/2009/07/avoiding-mistakes-in-performance-evaluations.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
