Promotion/Demotion

 

Promotion and demotion decisions are often subjective. So they leave employers open to charges of bias. To alleviate even the perception of discrimination when making promotion and demotion decisions, an employer should have sample letters and objective documentation; rules for dealing with unhappy employees; and checklists  for reducing the risk of bias in promotion and demotion decisions.

 

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FAQs

1. How should an employer react when confronted by an employee who has been passed over for a promotion? 
2. What are some suggestions for reducing the risk of bias during the promotion process?
3. When making demotion decisions — especially those involving employees in protected classes — what factors should an employer take into consideration to avoid legal backlash?
4. Do employees who feel compelled to ask for a lower position rather than quit have a legal leg to stand on in court?