4 ms·
In the US we have at will employment, so using performance reviews primarily for evidence to fire people is not going to something that is common.
by rjsamson 14y ago
In the US we have at will employment, so using performance reviews primarily for evidence to fire people is not going to something that is common.
- thaumasiotes 14y agoNominal at-will employment might not provide all the protection you would expect. For example, though the employer may end an at-will contract for "any" reason, certain reasons are legally prohibited. Further, you might want to read http://www.huffingtonpost.com/aaron-greenspan/why-i-sued-google-and-won_b_172403.html http://www.huffingtonpost.com/aaron-greenspan/why-i-sued-goo... for an example of court thinking: 'In fact, clause 6 of the AdSense for Content Terms and Conditions does not allow Google to terminate accounts for "no" reason--only "any" reason. Much to my amusement, the judge interrupted her to make a point that sounded familiar. "But you couldn't terminate my account because of the color of my eyes, could you? I have brown eyes. You couldn't terminate my account because of that." Ms. Milani reiterated her previous arguments, but the judge didn't buy them.' Personally, I would argue that "the guy has brown eyes" is sufficient "any" reason, but I appear to be losing the popular battle.
- rjsamson 14y agoYou're correct. My only point is that it is not enough of an issue here in the US that accumulating evidence to fire somebody is not a primary reason to institute performance reviews company-wide (in general).