Best HR Practices for Employee Evaluation – What Employers Should Consider and Avoid

If an employer is considering firing an employee, what should they NOT take into consideration?-A list of references for the employee-Previous employee’s unexcused absences-A description of the employee’s mistakes on the job(s)-Previous warnings to the employee that performance was unacceptable

A list of references for the employee

As a professional tutor, I would advise that an employer should NOT take an employee’s protected characteristics into consideration, such as their race, gender, religion, age, disability, or national origin. This is because it can be considered discriminatory and violates federal and state laws. Employers must focus solely on the employee’s job performance and behavior, and not on any personal or protected aspects of their identity.

Additionally, an employer should not take into consideration any irrelevant or inaccurate information about the employee, such as rumors or hearsay. It is important for employers to base their decision on factual and objective information related to the employee’s job performance and behavior.

Lastly, while previous warnings to the employee that performance was unacceptable can be taken into consideration, employers should not base their decision solely on this information. It is important for employers to evaluate the employee’s overall performance and behavior, and give them an opportunity to improve before making any decisions about termination.

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