If you have to terminate an employee, don’t fall into a trap that can easily lead to a lawsuit. Don’t provide conflicting reasons for the termination or drop one when the employee or the EEOC asks for details.
For most managers, conducting effective performance reviews is the most daunting part of their job. Don’t look on it with dread! Make your performance appraisals work for you, not against you with these tools: performance review examples, tips on writing employee reviews, sample performance reviews and employee evaluation forms.
So, your tasked with assessing employee performance and writing performance reviews. Where do you get started?
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Here’s another reason why it’s so important to continually document employee performance. If an employee who quits later says she did so because you didn’t accommodate her disability, you may be able to show that she could in fact do her job without accommodations.
Assessing employee performance or potential using subjective measures is one of the fastest ways to wind up in court. Employers that stick with objective, carefully tailored assessments are much less likely to lose bias lawsuits because there’s little chance for hidden bias to creep into the process.
You don’t always have to promote the best educated or most experienced employee—but you must at least have a good explanation why you chose another candidate.
Claims adjusters may be exempt from overtime under the California Industrial Welfare Commission Wage Order No. 4. Reason: They’re administrative employees.
Managers may dread performance reviews, but employees are more receptive to them than you think. In fact, 77 percent of employees polled by staffing firm OfficeTeam said they consider performance reviews valuable. Only 8 percent said they weren't valuable at all. Advice: Managers must be alert to these four potential pitfalls that make reviews less effective and heighten the legal risk:
America’s foremost business philosopher, Jim Rohn, says the biggest mistake people make is thinking they work for someone else, rather than themselves. When you pretend that you work for yourself, you’re more apt to take initiative. Here's why.
“Whenever you are asked if you can do a job, tell ’em, ‘Certainly, I can!’ Then get busy and find out how to do it.” — Theodore Roosevelt.
When you fire an employee for misconduct and he proceeds to file an unemployment compensation claim, how does your organization respond? In recent years, record numbers of U.S. employers have challenged those payouts.
There’s no doubt Generation Y will fundamentally change corporate America. It’s already started. Managing Gen Y is a hot topic among consultants, HR executives and talent management professionals. For a Gen Y’er like me, this is great news. We’re primed to change the workplace for the better. Here’s how we’ll do it.