Title VII of the Civil Rights Act of 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure appraisal form contains objective criteria and non-discriminatory language.
Americans with Disabilities Act (ADA): Federal law requiring reasonable accommodations for disabled employees and preventing discrimination. Appraisal criteria must account for approved accommodations in performance evaluation.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Performance evaluations must be based on actual performance, not age-related assumptions.
EEOC Guidelines: Federal guidelines ensuring fair employment practices. Appraisal forms must comply with EEOC requirements for fair and objective evaluation standards.
State Fair Employment Practices: State-specific laws governing employment practices, which may impose additional requirements on performance evaluation processes and documentation.
Fair Labor Standards Act (FLSA): Federal law establishing wage, hour, and overtime standards. Relevant for performance evaluations that may impact compensation decisions.
National Labor Relations Act (NLRA): Federal law protecting workers' rights to organize and discuss working conditions. Evaluation processes must not infringe on protected concerted activities.
Record Keeping Requirements: Federal and state requirements for maintaining personnel records, including performance evaluations, typically ranging from 1-3 years after employment action.
Privacy Laws: Federal and state laws governing the confidentiality of employee information and personnel records, requiring secure handling and storage of evaluation documents.
Performance Review Best Practices: Industry standards for conducting fair evaluations, including clear metrics, documented evidence, and established appeal processes.
