re: How do you handle paternity leave in performance rankings

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How do you handle paternity leave in performance rankings

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Legally.

Word of wisdom, be careful on this because you are playing with fire on potentially finding your company in a potential lawsuit. Specifically if the rating is tied to raises or promotes. Even more specifically if raises/promotes require X years of a certain rating in a row (terrible system but there are shitty company’s that handle it that way).

But let’s assume positive intent on this, if your employee is good, would you want to piss them off and have them go somewhere else? It’s likely that your company is getting some of its really good employees because they have great benefits like this. Would you want the reputation of the firm being “great benefits that you never get to use”? At that point you stop losing some of those great employees. Every single working adult under the age of 40 is using sites like Glassdoor, fishbowl, Reddit and others sites to get an understanding of benefits, culture, and other peoples review of working there. The really competent hard workers have their choice of where to work. I guarantee that a company with a reputation of “hardasses that are slow to promote, punish you for taking time off” is not a selling point.

If they are great, rate them as great as long as that doesn’t take away from another great employee that took up the slack. If they are bad, then you don't have to bring this up as an issue- their work product is already bad.