Here's my last, and no less important, potential area of litigation for you. The performance appraisal conversation. Managers dread it, employees fear it. Sometimes the talk is effective, sometimes it isn't. Unfortunately during the performance evaluation process supervisors may tell little white lies to protect an employees feelings or to avoid a confrontation. Like our mother's taught us, honesty is always the best policy.
4. Misleading performance evaluations. Ensure you always document employee performance / behavior problems. If under-performing employees are not properly rated, you won't have a legal leg to stand on if termination becomes a necessity. You'll be in a courtroom explaining why you gave a positive evaluation to an employee that you later terminated.
If you want to shape behavior, you have to give honest feedback. If an employee doesn't know that something is wrong, the behavior becomes acceptable.
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