The holiday season is nearly upon us. I know what you’re thinking — I’m going to intone the usual cautions about holiday parties and love affairs at the office, and urge employers to require employees involved in amorous relationships to sign, on penalty of perjury, the infamous “love contracts” that employment lawyers tend to prattle on about at this time of year.

But you would be wrong. Instead, I am here to talk about the second-most important aspect of the employment relationship that employers, including law firms, face at year-end: performance appraisals. Here, then, I offer a “Top Ten” list (for the Letterman fans), or a “Ten Commandments of Performance Appraisals” (for the fundamentalists) of what to do, and what not to do, when creating these critically important documents — which are often the first line of defense (for employers, when prepared well) and offense (for plaintiffs, when prepared poorly) in an employment discrimination lawsuit.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]