A common response coming from employers in Fort Lauderdale accused of wrongful termination is that the employee involved did not meet the expectations of their position. One might struggle in responding to such a claim because, at face value, it appears to be so subjective. Yet a review of an employee's performance reviews can either prove or disprove such a claim.
Yet first things first: the question of whether or not performance evaluations are required by law should be addressed. Private companies are not legally required to conduct them (yet those who work with labor unions might have such obligation worked into their agreements). It is generally accepted as a best practice, however, since doing them can serve as a defense to claims of wrongful discrimination or termination.
A terminated employee wanting to challenge the validity of their dismissal might find that their former company's treatment of performance evaluations could work to their advantage. According to the Society for Human Resource Management, evaluation criteria needs to be completely objective with no room for interpretation or bias. Employers should also be transparent throughout the evaluation process, including explaining their evaluation standards and allowing employees to see the comments assigned to them by supervisors and managers.
The Center for Association Leadership also stresses the importance of employees being able to appeal evaluations. As an employee, one should not sign their evaluation if they do have disputes with it until the opportunity to pursue an appeal has been explained. An employer can mandate that an evaluation be signed as a condition of employment, yet those planning on filing an appeal should ensure that their intention to do so is officially documented before agreeing to sign.