Tainted performance reviews put employer on trial

In a recent Massachusetts state court case, a Boston employer learned that even a seemingly objective consensus-driven employment decision can leave the door open for a claim of discrimination. A business consultant who was fired after a poor performance review was allowed to proceed with her case after the court decided that her manager's personal bias might have improperly influenced the "group" decision to let her go. This case provides a cautionary tale for employers whose performance review processes rely too much on one or two individuals' opinions about the employee under review. Read More...