The start of a new year is not only a time for setting goals for next year, it is also time for annual performance reviews. In doing these reviews, supervisors must avoid the impulse to be Minnesota Nice and, instead, accurately document issues with employees’ performance. Sugar-coating concerns, or leaving them out of performance reviews entirely, could leave the employer in a difficult spot if the employee later challenges a disciplinary action or other employment action. Read more about a recent case illustrating the need for accurate performance reviews and tips for avoiding this common pitfall at: The Downside of Minnesota Nice in Performance Reviews.
The Importance of Accurate Performance Reviews
Ratwik Roszak Maloney
Recent Posts & Upcoming Events
- SAVE THE DATE – SPECIAL EDUCATION LAW & LEADERSHIP VIRTUAL CONFERENCE November 22, 2023
- Did you know… November 14, 2023
- 📣 Attention Minnesota Employers 📣 November 9, 2023
- A warm thank you November 2, 2023
- Fall is in full swing… September 28, 2023
- The More Things Change: Schools’ Obligations Under the New Title IX Regulations September 26, 2023
- 2023 Annual School Law Seminar September 12, 2023
- Friendly reminder from the special education law team… August 24, 2023
- The Eighth Circuit Court of Appeals Holds Public Employee Members’ Paycheck Deduction for Union Dues is Not State Action and Does Not Violate the First Amendment August 7, 2023
- Celebrating another legal victory! 🏆 August 1, 2023