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Productivity / Performance

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

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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.

Measuring excellent performance

The very fact that great admins keep the wheels of business well-greased can make it difficult to identify all the specifics in job descriptions, much less to develop concrete goals, objectives and recognition for excellent performance.

No need to give notice of demotion or pay cut


Q. We’re planning to demote an employee for performance reasons. He’d move from a supervisory job (salaried/exempt) to an hourly job, so we’d cut his pay by about $10,000 a year. What kind of notice must we give him regarding the pay cut and exemption status? —L.K., Missouri