To differentiate between employees when making decisions about employment, promotion, training and pay.
In the case of forced ranking, to supplement an existing performance-management system by rating individuals in relation to their peers.
To distinguish between employees for qualities such as flexibility, innovation and potential when a job requires a very narrow range of performance.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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