Employee Performance Rating Systems: Avoiding and Defending Against Discrimination Claims, WARN Act Violations
Implementing Objective Processes, Record-Keeping Systems, and Communication Protocols to Mitigate Disparate Impact and Treatment Claims
Recording of a 90-minute CLE webinar with Q&A
This CLE course will provide guidance to employment counsel for avoiding discriminatory conduct when designing and implementing performance rating systems and/or using employee performance ratings in employment decisions. The panel will discuss best practices for employers to avoid or defend claims of disparate treatment, disparate impact, retaliation or Worker Adjustment and Retraining Notification Act (WARN Act) violations when using performance ratings as a part of hiring, promotion, termination or layoff decisions.
Outline
- Latest legal developments regarding employee performance rating systems
- Best practices for designing and implementing performance rating systems
- Best practices when using performance ratings in employment decisions
- Strategies for defending disparate impact, disparate treatment, retaliation claims and WARN Act violations related to performance rating systems
Benefits
The panel will discuss these and other key issues:
- What best practices should employers adopt when designing and implementing performance rating systems that will withstand employee challenges?
- How can employers minimize the risk of disparate treatment, disparate impact or retaliation claims when using employee performance ratings in hiring, promotion and termination decisions?
- What steps should employers take to ensure compliance with the WARN Act when using employee performance ratings as a part of layoff decisions?
Faculty
Hanna B. Raanan
Of Counsel
Ogletree Deakins Nash Smoak & Stewart
Ms. Raanan represents clients in complex wage and hour litigation, involving claims for employee misclassification,... | Read More
Ms. Raanan represents clients in complex wage and hour litigation, involving claims for employee misclassification, rounding violations, regular rate of pay issues, meal/rest period compliance, expense reimbursement, off-the-clock issues, as well as derivative claims under California’s Unfair Competition law and Private Attorneys General Act. She has represented a range of businesses, from small family-owned businesses and start-ups to large financial institutions.
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