Performance Reviews

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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Handbooks and disciplinary rules help managers mete out consistent and fair discipline. But no handbook or set of rules can cover every possible disciplinary problem, and supervisors need some discretion when deciding what punishment fits the crime. The problem is that any deviation from the rules may be seen as discrimination if an employee who belongs to a protected class perceives that he has been punished more harshly than a co-worker who broke the same rule ...

For most employees, regular attendance is a key job function. But while you are free to set and enforce attendance rules, you must also comply with key federal laws, including the FMLA and the ADA.

 

Some employees who are having performance problems think taking FMLA leave will stop any pending disciplinary action. But an employer doesn’t need to hesitate to discipline if it can show that the employee really does deserve the discipline. But don't jump the gun ...
Any job can be stressful, but some employees claim their jobs literally are making them crazy. But does that mean that employees whose jobs drive them nuts have an occupational disease? If so, are they entitled to workers’ compensation benefits if they cannot work anymore? Those are some of questions the North Carolina Supreme Court considered in a recent landmark decision ...
Sometimes, employees who are having performance problems think that filing discrimination complaints will help protect their jobs. Word has gotten around that employees can win retaliation cases even if the discrimination claims they make are flimsy. But employers won’t lose a retaliation case if they can show that the employee really did deserve the discipline that followed the discrimination complaint ...
In these difficult times, your organization may have to undergo a reduction in force (RIF). If you do, it pays to develop objective standards for who can stay and who must go. By outlining your plan and sticking with it, you reduce your chance of losing a lawsuit a former employee might bring. Remember that fired employees will visit an attorney, who will try to find a reason to sue you ...
Retaliation claims brought by unhappy employees—or really, really unhappy former employees—continue to trouble employers nationwide. Here are four recommendations for setting up systems that can help prevent retaliation claims in the first place and—acknowledging that no system can prevent all such claims—at least help the organization establish and prove possible defenses to claims of retaliation that do arise ...
Employers can and should decide each employee discipline case on its own merits. Just make sure someone in HR or a supervisor keeps close tabs on all discipline and documents the decision. Notes should include specifics: the rule broken, its effect and its relative seriousness ...
Janice Keels joined the Passaic municipal payroll as a judiciary clerk in 1999. Almost immediately, her supervisor noted that she had poor interpersonal skills. For example, Keels complained in May 2000 about a co-worker, saying she would hit her if she had to, and repeating, “I’ll hit her” ...
Even when an employee has been performing poorly for some time, it’s tempting to cite just the latest problem as the reason for termination. But if you list just one firing offense, you run the risk that the employee might prove the discharge reason you used is false. That could give her a chance to take her case to a jury ...
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