These are just more non sequiturs though. Vague platitudes that avoid actually meaningfully discussing what you're suggesting.
> It's not just an intuition, feeling or belief. It's management, not astrology.
Facts aren't intuition, feeling or belief but their perception _can be_. Being late to work every day for a month _can be_ firable, or not.
> If you have not met a person and "believe" they have bad performance,
If you haven't met a person but have observed their behavior, it's literally not discrimination.
> If you make up or mischaracterize situations as a part of your evaluation, that's defamation.
If you mischaracterize your manager as making things up, that's also defamation, no?
> But that employer operates in a territory where there's legislation, which will often include defamation laws. Your employer cannot do whatever they want.
And as I pointed out in the previous post, this goes bidirectionally (and functionally means nothing).
> It's not just an intuition, feeling or belief. It's management, not astrology.
Facts aren't intuition, feeling or belief but their perception _can be_. Being late to work every day for a month _can be_ firable, or not.
> If you have not met a person and "believe" they have bad performance,
If you haven't met a person but have observed their behavior, it's literally not discrimination.
> If you make up or mischaracterize situations as a part of your evaluation, that's defamation.
If you mischaracterize your manager as making things up, that's also defamation, no?
> But that employer operates in a territory where there's legislation, which will often include defamation laws. Your employer cannot do whatever they want.
And as I pointed out in the previous post, this goes bidirectionally (and functionally means nothing).