Performance Management and the Law

Performance Management and the LawCarlos M GarciaIntroduction within an arranging there are m either different demeanors to conserve and obeyed employees formulas laws. These laws are governed by federal, state and judicial legislation, made to avoid lawsuits, discrimination, and to meet bargaining power between employers and employees. According to (Smither, J. W., London, M., 2009), information would be inevitable based on employees movement solicitude to take further accomplish either against or in favor of the individual. It is legally allowed to support supervisors/ managers and the face in case of legal perform from an employee. To approach these situations, the governing should happen certain steps to be fair to its employees and meet the U.S. federal regulations laws for employee military force actions.To minimize the risk of employee-initiated litigation, employers must(prenominal) develop a checklist with the points necessary to tick off compliance with fa ir, consistent and legally sound slaying paygrade systems. such as, Inform employees in advance of accomplishment paygrade standards. When hiring a bare-ass employee or adopting new standards, supervisors must update job descriptions and performance judgment forms, and copies should be confusen to all affected employees. Document all performance problems on a regular basis and on appropriate evaluation or gradual disciplinary action forms it should be very weighty for the records. An accurate format for conducting the evaluations allows the most complete and accurate recording of the information. Informality, on the other hand, can lead to discrimination claims. Federal and state laws terminate discrimination in the workplace under Title VII of the gracious Rights Act (Miller, F., n.d.).Also, give employees meaningful feedback because a vague, generalized or immanent assessments can lead to litigation. For example, when bosses tolerate an employee with performance problem s for months and then suddenly give him a negative assessment and dismiss him, the employee can claim that the action was arbitrary or discriminatory and may be able to carry that he was not given an opportunity to improve. Therefore, it should be essential to drawing string supervisors in evaluating employee performance and how to manage the companys assessment system.Every organizations policies and procedures must abide by based on federal and state laws related to employees, which allows equal exercise opportunity, sexual harassment, safety, and much more. It is the organizations responsibility to provide every(prenominal) employee the policies and procedures related to federal laws such as the standards of conduct, nondiscrimination, benefits, etc. At Comcast, every employee must feel a policy pocket book with them at all the duration, and every year they need to review the handbook and acknowledge it. The organization must maintain new and old employees informed ab come to the fore U.S. federal regulation equally to all employees.A performance evaluation based on invalid outcomes can lead to unfortunate impacts, such as, discrimination, involve private issues, and other situations that can lead to legal actions. For the same reason, legally invulnerable performance evaluation system must be implemented. Therefore, evaluators must personally know employees performance. The system adverse impact it will always live on some way or another, but it could minimize by uninterrupted system reviews to keep a positive performance appraisal and clean to all employees equally. Based on (Smither, J. W., London, M., 2009), by including contextual performance as part of the job performance criteria will actually reduce adverse impact in selection since the predictors of contextual performance have bitty adverse impact (Smither, J. W., London, M., 2009),There are different methods to pronounce performance management within an organization. Since it is not an easy task to assess the performance management to all individuals using criteria of fairness and justice, and at the same time stimulating them (Gilliland, S. Langdon, J., 1998). Therefore, to ensure fairness in the performance processThe organization should develop a system where all employees meets the necessitate as customers, this way the evaluation will reflect how customers would rate them, if employees do not don the performance appraisal outcomes the system will not meet the needs and it will result in a conflict (Gilliland, S. Langdon, J., 1998).The opportunity to evaluate managers and supervisors will give employee a sense of fairness. It will help to impove the organization on various different aspect, it will help to identify any issues within the workplace related to sexual harassment, discrimination, favoritism, etc.Value employees opinions and let them participate in situations where the individual can be valued for his/ her performance. stopping pointThere fore, in dictate to achieve the objectives proposed by the organizations, they must have a suitable staff to compete in the demanding business environment. Therefore, it is important to pronounce that the performance evaluation plays a fundamental role in the companies since through and through it is possible to determine which is more competent personnel to carry out the activities inherent to the positions. It can be concluded that when considering the human resource as a decisive factor and an important asset, well-defined performance evaluation policies must be implemented to detect failures within organizations, in order to achieve favorable changes in their structure and performance, and maintain a kinship of justice and fairness with all workers.ReferencesGilliland, S.S., Langdon, J.C. (1998). Creating performance management systems thatpromote systems of fairness. Josey Bass, 209-243Miller, F. (n.d.). honorable discrimination in the workplace. Retrieved on March 22, 2017 ,from http//smallbusiness.chron.com/ethical-discrimination-workplace-1408.html (Links to an external site.)Smither, J. W., London, M. (Eds.). (2009). Performance management Putting research intoaction (Vol. 21). John Wiley Sons.