Can setting unrealistic job goals be considered 'discrimination'? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Can setting unrealistic job goals be considered 'discrimination'?

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It’s smart to set reasonably lofty goals for employees. Then point them in the right direction and shout, “Go get ‘em!” But is there a danger in setting those goals too high? One court recently let a jury decide whether a company’s higher-than-the-moon goals were discriminatory. And, as we all know, once an employer is pushed off to a jury, it’s an instant loss… in time, money and brand damage.

Case in Point: Jeffrey Willnerd was a loan officer at a Nebraska bank for 21 years. He suffered from a voice impairment that affected his speech. His condition gradually worsened to the point where his voice would cut out without notice and he’d have to whisper most of the time. It didn’t affect his performance, but the bank worried how customers might react. He never requested an accommodation.

When it came time to set new performance goals for Willnerd, bank execs doubled his overall annual volume of loans from a quota of $2 million t...(register to read more)

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