Mitigating Wrongful Termination Lawsuits
Providing managers with a secure online accessible performance management tool gives the organization a systematic and defensible approach for setting expectations, tracking and documenting employee performance and progress thus mitigating "wrongful greenfield filter lawsuit."
Also management's decision to terminate is supported by a plethora of factual employee performance data. In particular, some systems go the extra mile toward blunting wrongful termination lawsuits with the following five features:
1. Performance Improvement Plan or PIP: These first reviews are designed to fix performance gaps and are available for the manager/HR. A custom PIP review can be launched in minutes, and if desired the manager/HR can invite up to 5 other co-workers/managers to provide their feedback. This development tool can be used as a before and after snapshot to objectively measure an employee's remedial efforts to improve performance and is an invaluable defense against a wrongful termination lawsuit.
2. Performance Record Notes: These notes are time stamped record of a manager's real and factual notes about the employee's performance which can be used to document and validate the manager's attempts to correct or fix an employee's performance gaps. These notes can be optionally shared with the employee.
3. Agree and Acceptance Feature: The manager can edit the employee's performance agreement which contains job specific goals, competencies, objectives and behavioral expectations. The manager can request the employee to agree and accept the agreement electronically. The electronic back and forth agree and accept process is tracked and time stamped by the system which also produces a completion report for management.
The manager can unlock the agreement and edit the agreement as the needs of the job change and resubmit to the employee for their time-stamped electronic acceptance. The system manages the entire agree and approval process and produces a real-time completion status report. This feature mitigates an employee's claim that they were oblivious to what was expected of them.
4. Forced Comments Feature: Activating this feature requires the manager to justify low rating scores with observations and suggestions for improving performance. These low score comments are compiled into a comprehensive Performance Optimization Plan report which management can access and monitor by employee or team.
This report identifies performance gaps which facilitate a company's defense that the employee's termination was justified based on poor performance factors that were identified, documented and shared in the context of their performance review.
A language sensitivity filter contains copious inappropriate words and phrases that alert the manager as they are typing their comments. This alert requires the manager to edit their word or phrase selection before being allowed to proceed. This library of inappropriate words and phrases can be augmented and edited by the company as needed.
Also management's decision to terminate is supported by a plethora of factual employee performance data. In particular, some systems go the extra mile toward blunting wrongful termination lawsuits with the following five features:
1. Performance Improvement Plan or PIP: These first reviews are designed to fix performance gaps and are available for the manager/HR. A custom PIP review can be launched in minutes, and if desired the manager/HR can invite up to 5 other co-workers/managers to provide their feedback. This development tool can be used as a before and after snapshot to objectively measure an employee's remedial efforts to improve performance and is an invaluable defense against a wrongful termination lawsuit.
2. Performance Record Notes: These notes are time stamped record of a manager's real and factual notes about the employee's performance which can be used to document and validate the manager's attempts to correct or fix an employee's performance gaps. These notes can be optionally shared with the employee.
3. Agree and Acceptance Feature: The manager can edit the employee's performance agreement which contains job specific goals, competencies, objectives and behavioral expectations. The manager can request the employee to agree and accept the agreement electronically. The electronic back and forth agree and accept process is tracked and time stamped by the system which also produces a completion report for management.
The manager can unlock the agreement and edit the agreement as the needs of the job change and resubmit to the employee for their time-stamped electronic acceptance. The system manages the entire agree and approval process and produces a real-time completion status report. This feature mitigates an employee's claim that they were oblivious to what was expected of them.
4. Forced Comments Feature: Activating this feature requires the manager to justify low rating scores with observations and suggestions for improving performance. These low score comments are compiled into a comprehensive Performance Optimization Plan report which management can access and monitor by employee or team.
This report identifies performance gaps which facilitate a company's defense that the employee's termination was justified based on poor performance factors that were identified, documented and shared in the context of their performance review.
A language sensitivity filter contains copious inappropriate words and phrases that alert the manager as they are typing their comments. This alert requires the manager to edit their word or phrase selection before being allowed to proceed. This library of inappropriate words and phrases can be augmented and edited by the company as needed.
Comments
Post a Comment