Pay Discrimination Performance Appraisal
Ever since the end of World War II, employers have been trying to link performance appraisals to pay hikes.
Most companies evaluate performance of their employees and reward them monetarily with the hope of motivating employees to work harder, smarter and stay at job. Performance appraisal can be defined as the process by which employers evaluate the performance of an employee.
Nowadays, the significance of performance appraisal is increasing in every organization. Most organizations use performance appraisal system. The subsequent results of this system are also on the rise. Performance appraisal includes promotion, layoff, and discharge and merit pay actions. Most organizations strive to be fair and just regarding decisions linked with performance perk and pay hikes. But there are several instances where these decisions are challenged in the legal system on the grounds of employment discrimination.
There are many evidences of performance appraisal related court cases. According to a report by the Administrator of the United States Courts, more than 22,000 employment discrimination claims including performance appraisal issues were filed in the United States federal trail courts in 1999. The EEOC (Equal Employment Opportunity Commission) had registered more than 77,000 employment discrimination claims including issues pertaining performance appraisals. Due to change in priorities of the EEOC, serious faux pas in handling performance appraisals which involves members of protected groups can have serious consequences for the employers.
There has also been an impelling effect on the number of cases related with performance appraisal due to a change in the Civil Rights Act of 1991. The changes permit recovery of punitive and compensatory damages under Title VII. Today, the importance of legal challenges to performance appraisals is becoming more pronounced.
More Articles :