Forums
Performance Appraisals & Written Warnings
Legal Forum
Performance Appraisals & Written Warnings
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
When an employee receives high ratings for performance, documentation for a job well done, and within days is told their performance is substandard, but not put put on any type of warning just a docum
0
Cat:Topic ForumsForum:ForumId54
Cat:Topic ForumsForum:ForumId54Discussion:DiscussionId18625
Forums » Topic Forums » Legal Forum » Performance Appraisals & Written Warnings
|
Performance Appraisals & Written Warnings
posted at 11/8/2000 2:20 AM EST
|
Posts: 3
First: 11/8/2000 Last: 11/12/2000 |
When an employee receives high ratings for performance, documentation for a job well done, and within days is told their performance is substandard, but not put put on any type of warning just a document which clearly states is is to make the employee aware of the so called issues. Then receives a final 30 day warning with unrealistic expectations, what is the employee to do?
Note this employee was given the final warning with no prior knowledge of a problem, no meetings, no communication stating such a problem existed? What can this employee due? |
|
|
Performance Appraisals & Written Warnings
posted at 11/8/2000 6:12 AM EST
|
|
Posts: 24
First: 10/13/2000 Last: 3/7/2001 |
My first reaction to this scenario is - The same manager wrote these reviews? If this was the case,this manager or reviewing supervisor is at least, very inexperienced, if not down right dangerous to the organization. In this employees shoes, my first line of action would be to review the situation witht he supervisor- the facts of high performance ratings with a final warning within 30 days don't add up, unless the reviews weren't written by the same person or some outrageous incident occured. In addition, I would explore the "unrealistic expectations" and ask some pointed questions about where they're coming from and why now. What's changed in the company that's creating a pressure point here and now? If that doesn;t resolve the employee's understanding of the situation, then I would look towardsthe company's formal grievance procedure.My advise to the employee would be to explore what his/her options are under the grievance procedure and take appropriate action. |
|
|
Performance Appraisals & Written Warnings
posted at 11/8/2000 9:06 AM EST
|
|
Posts: 2217
First: 6/16/1999 Last: 12/13/2001 |
Well, there is not necessarily anything inconsistent with (1) commending in writing an employee "for a job well done" on project A, and (2) advising the same employee in writing for "substandard" performance on project B, even if the same manager is involved in both of them. Depending on the nature of the alleged poor performance and the company's employment policies and practices, a 30 day warning might or might not be appropriate. |
|
|
Performance Appraisals & Written Warnings
posted at 11/8/2000 4:32 PM EST
|
|
Posts: 3
First: 11/8/2000 Last: 11/12/2000 |
You are correct on all counts - the unfortunate part of all this is the employee is a very reliable employee and the work has always had good results. The policies are very vague and ambigious and the employee was told by the Human Resources Mgr that the employee has no rights and there is nothing HR can do. It appears that HR has shut the doors to this employee and to some degree violated the employee's right to be represented. It is very scary to think this type of practice exists. Any thoughts? |
|
|
Performance Appraisals & Written Warnings
posted at 11/12/2000 1:47 PM EST
|
|
Posts: 3
First: 11/8/2000 Last: 11/12/2000 |
It concerns me when after all, this is the employee is a high performer who followed every instruction given, high marks on reviews and in one breathe is given a 30 day final warning without as much a we have to discuss an issue. WHAM one day great job next day we are not happy even though you saved our company thousands of dollars too bad your out of a job. What does this say? Your a manager/director it's okay to do whatever we want because you the employee are in the trenches and we can treat you however we want. That really stinks.
The same manager has also made very clear to each of the managers direct reports that if at anytime the manager felt the person who did not conform to the managers way of thinking would be "publically humiliated" it didn't matter whether it was deserved or not. I think this type of manager is a definate liability to the organization and it might be to the companies benefit to put this manager on a 30 final warning for thinking that the racial slurs and inappropriate business practices are acceptable in today's society. The employee who recieved the original warning requested hr's assistance. HR stateed there was nothing they would do to help - that this department had to just deal with it. Again I say its a sad day when certain managers believe the unethical behavior is beyond reprimand, just because of the title they hold with the company. Ouch! |
Forums » Topic Forums » Legal Forum » Performance Appraisals & Written Warnings
