Employers seeking to dismiss their habitual underperformers usually follow a prescription for a tidy divorce: gather ammunition and create a paper trail documenting any and all allegations and concerns. Typically, this is accomplished by a series of negative performance appraisals. If the employee then wishes to go to war, there will be a mountain of evidence to overcome.
Employees are often the authors of their own misfortunes at work. Few take advantage of laws that are construed in their favour. Fewer will challenge their employer’s decisions, however unjust. Most will just complain. But – if you have an inclination to fight back, here are some do’s and don’ts.
Employers seeking to dismiss their habitual underperformer usually follow a prescription for a tidy divorce: gather ammunition and create a paper trail documenting any and all allegations and concerns. Typically, this is accomplished by a series of negative performance appraisals. If the employee then wishes to go to war, he’ll have a mountain of evidence to overcome. Performance appraisals can, however, be a double-edged sword.
Follow these do’s and don’ts from my workplace law colum in this week’s Metro News to avoiding becoming an author in your own workplace misfortunes. These simple guidelines will also help you take advantage of laws that are construed in favor of the employee, and help you challenge decisions you feel are unjust.
