On March 28th, 2018, Uber agreed to pay a settlement of $10,000,000 for claims that were made in a lawsuit originally filed in California State Court, then removed to Federal Court. The claims contented that Uber’s performance evaluation system unfairly ranked female employees and employees of color lower than their male counterparts and, therefore, resulted in lower pay increases for those employees. According to the complaint, “Female employees and employees of color are systematically undervalued compared to their male and white or Asian American peers because female employees and employees of color receive, on average, lower rankings despite equal or better performance.” It is therefore imperative that employers ensure that employee performance evaluations are objective and there are no explicit or implicit biases in the evaluation process. Employers who are unsure of their current performance evaluation processes should consider hiring a compensation expert or someone who regularly deals with performance evaluation systems. To learn more about employee performance evaluation systems, listen to this week’s Telebrief here.
Also in this week’s Telebrief: What to do if an employee uses up his or her medical leave under the Family Medical Leave Act (FMLA).
Questions about employee performance evaluations or other topics from this week’s Telebrief?
About the Telebriefs®
The Telebriefs® are 30-minute, information-packed phone calls geared towards executives, HR directors, supervisors, managers, and business owners. Join Howard K. Kurman, as he discusses employment law developments occurring over the past two weeks that will most significantly impact employers nationwide. These twice-monthly phone calls are an easy way to stay current and compliant with the latest employment law developments that will significantly affect you and your company. The goal is to provide information and insights to help executives stay current with the latest workplace law developments and in front of trends, to enable proactive policy-making and management. Our guarantee: You will learn something useful, on every call!
ABOUT THE PRESENTER
Howard K. Kurman is an employment attorney. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees. Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today’s litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements. Previously, Mr. Kurman was the chair of the firm’s Labor & Employment Practice Group.
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