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Promotion, demotion decisions: Reducing the risk of bias

by on
in Employment Law,HR Management,Human Resources

Promotion and demotion decisions are often subjective. So they leave employers open to charges of bias. To alleviate even the perception of discrimination when making promotion and demotion decisions, an employer should have sample letters and objective documentation, rules for dealing with unhappy employees and checklists for reducing the risk of bias in promotion and demotion decisions.

1. How should an employer react when confronted by an employee who has been passed over for a promotion?

Failure to get a promotion can be an ego-shattering experience for any employee, but it takes on a special significance when the employee is an above-average performer who has the respect and affection of other employees. At the very least, he/she may become discouraged about the future and performance is almost certain to decline. The resulting loss of loyalty and commitment can affect the attitude of other employees who...(register to read more)

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