• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR LAW Weekly
  • The HR Weekly
  • California Employment Law
  • New York Employment Law
  • Texas Employment Law

Productivity / Performance

Revise your overly complex employee review methods


If your evaluation procedures are too complicated, employees may question whether they’re being treated fairly. Mild suspicions can quickly grow into expensive discrimination lawsuits, as a new court ruling shows …

The 3-Step Method for Giving Clear Instructions


You may think you’re giving clear instructions, but you lost her back at Step 14a. People want to know three things: 1. What am I supposed to do? 2. By when? 3. In what order? …

Same job titles don’t demand the same pay


While the Equal Pay Act prohibits wage discrimination against women, make sure you and your supervisors realize that it doesn’t require every employee in the same position to earn the same salary. If you can point to factors other than gender (seniority, education, experience, skills, etc.), you can set radically different salaries for employees who hold the exact same job …

Avoid Impromptu Job Reviews; It’ll Look Like a ‘Paper’ Job


Warn your supervisors that if they quickly schedule negative employee reviews—particularly after an employee files a complaint—they could appear to be papering the employee’s file in advance of a retaliatory firing, which won’t look good in court …

Avoid Phrases That Can Sabotage Job-Review Meetings

Login Email Address Password Remember Me   First time logging in? Need a password? Forget your password? To continue reading this page, become an HR Specialist Premium Plus member today! Your subscription includes: Ask the Attorney: Answers to your HR legal questions Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state […]

Involve all relevant managers in employee reviews


Q. We have an employee who works for two different departments, under two different supervisors. Which supervisor should conduct the review, the one with the most seniority? —D.F., Illinois

Dangerous and Disabled: ADA’s ‘Direct Threat’ Rule


Q. One of our employees, who has diabetes, is on the road a lot tending to patients in their homes. We’ve heard that she is having trouble seeing patient charts and difficulty pricking patients’ fingers for tests. What should we do? —M.J., New Jersey

Promote staff volunteerism, but not for firm’s benefit


Q. Our CEO just implemented a new employee evaluation goal based on their volunteer work throughout the year. The more they volunteer, the higher the points they receive on their review, ultimately increasing their salary. Can we do this without risk? —T.M., Maine

Don’t require employees to visit a psychologist


Q. Can we require an employee to receive psychological counseling or treatment if his behavior has become a hindrance to his job performance? —N.M., Kansas

Performance review problems: 5 warning signs


Performance reviews shouldn’t be paper-moving programs that return zero value. Here are five symptoms that warn of trouble in a supervisor’s appraisal process.