Incomplete, inaccurate, vague, and subjective performance evaluations are common fare in many organizations. Unfortunately, they are also the incriminating evidence in any resulting wrongful termination or discrimination case. While no supervisor or manager should give an unproductive employee ambiguous feedback simply to avoid a possible lawsuit, managers must be mindful of the legalities of their performance management practices.
Should a former employee file charges against your company, your performance management reports can either make or break your defense. With that in mind, are your supervisors and managers keeping accurate and detailed performance appraisals for every employee? Would the reports you have on file adequately defend your decision to terminate, transfer, or demote an employee?