Failure to Promote, Discrimination
Learn how to challenge performance review with a step-by-step playbook: spot unfair promotion decision signs, document biased evaluation, compile evidence for promotion denial discrimination, dispute performance ratings with your employer, and appeal performance review at work. Templates, timelines, and legal guidance help you act quickly and professionally to protect your career and preserve advancement prospects.
Estimated reading time: 19 minutes
Key Takeaways
You can challenge a performance review by collecting objective data, drafting a clear rebuttal, and using your company’s policy to seek recalibration or appeal.
Unfair promotion decision signals include unexplained rating drops, inconsistent standards, biased language, and peers with similar metrics being promoted ahead of you.
To document a biased evaluation, save every review and email, keep dated notes of conversations, compile KPIs, and build a timeline that connects reviews to promotion outcomes.
If discrimination or retaliation may be involved, follow internal steps and note agency deadlines; guidance from the EEOC on handling internal discrimination complaints explains core principles.
Appeal performance review at work by following policy deadlines, submitting a full packet (cover letter, evidence, witness statements), and requesting impartial reviewers and a written outcome for your personnel file.
When evidence suggests protected-class bias or reprisal, consider external help after internal remedies; documented processes matter legally, as explained by Thomson Reuters.
Table of Contents
Introduction
What This Guide Covers
Understand the Performance Review Process
What Is a Performance Review?
Typical Components of Reviews
Why Accurate Reviews Matter
Common Sources of Unfairness
Find and Quote Your Policy
Recognize an Unfair Promotion Decision
Definition of Unfair Promotion Decision
Red Flags and Quick Checks
Example Scenario: Detecting Unfairness
How to Document a Biased Evaluation
Step-by-Step Documentation Checklist
Annotate and Organize Your Evidence
Confidentiality and Ethics When Collecting Info
Suggested Folder Structure and Naming
Gathering Evidence for Promotion-Denial Discrimination
Comparative Evidence
Objective Performance Metrics
Direct and Witness Statements
Statistical Patterns and Timeline
Requesting Documents from HR (Template)
Witness Statement Form (Template)
How to Dispute Performance Ratings with Your Employer
Step 1: Review Policies and Deadlines
Step 2: Write a Concise Rebuttal
Step 3: Request a Meeting with Manager and HR
Step 4: Preserve All Communications
How to Challenge a Performance Review Step by Step
Rebuttal Template (One Page)
Email Templates and Subject Lines
Meeting Script for Your Review
How to Appeal a Performance Review at Work
Locate the Formal Appeal Procedure
Prepare and Submit Your Appeal Packet
Request a Hearing or Reconsideration
Document the Outcome and Your File
Sample Appeal Letter Structure
What to Avoid in Appeals
Legal Considerations and When to Seek Help
When a Biased Review Becomes Illegal
Steps Before Contacting a Lawyer
Choosing Counsel and Preparing for Consult
Key External Resources
Practical Templates You Can Copy and Adapt
Rebuttal Template
Appeal Letter Template
Witness Statement Form
Timeline Template and Doc Naming
How to Handle Outcomes and Next Steps
If Your Appeal Is Successful
If You Get Partial Remediation
If Your Appeal Is Denied
Professionalism and Career Planning
Conclusion
FAQ
How fast should I respond to a bad review?
What if I don’t have access to peer data?
Can I record meetings about my review?
Should I mention discrimination in my internal appeal?
What if AI influenced my review?
Introduction
If you need to challenge a performance review you believe is biased or inaccurate, this step-by-step guide shows how to document problems, dispute ratings, and appeal unfair decisions. Reviews drive raises, opportunities, and promotions, so a flawed evaluation can stall your career.
Responding promptly and professionally matters because performance appraisals influence your trajectory and reputation; expert guidance on how to respond and reframe the conversation appears in Harvard Business Review’s advice on what to do when you think your performance review is wrong. Documented reviews also carry legal and organizational significance for both employees and employers, which is why precise documentation and adherence to policy are essential, as explained by Thomson Reuters.
This guide covers eight practical parts: how reviews work, how to spot an unfair promotion decision, how to document a biased evaluation, evidence for promotion-denial discrimination, how to dispute performance ratings with your employer, how to appeal performance review at work, legal considerations and when to seek help, and templates you can copy for immediate use.
What This Guide Covers
Clear definitions and red flags to identify bias and unfair promotion decision patterns.
Step-by-step checklists for documentation and evidence building.
Ready-to-use rebuttal, appeal, and witness templates.
Legal thresholds, timelines, and resources if discrimination or retaliation may be involved.
Understand the Performance Review Process
What Is a Performance Review?
A performance review is a formal, periodic evaluation of an employee’s work that typically includes numeric or categorical ratings, written feedback, goal assessment, and a discussion with a manager or HR representative.
Typical Components of Reviews
Ratings scales: Often 1–5 or “meets/does not meet expectations.”
Written narrative feedback: Specific examples, context, and improvement areas.
Goal progress and objective metrics: KPIs, sales figures, on-time delivery rates, project milestones.
Calibration meetings: Managers compare ratings across teams to normalize standards.
Formal outcome implications: Merit increases, promotions or non-promotions, and development plans.
Why Accurate Reviews Matter
Fair, accurate reviews are crucial for morale, retention, and career development—and they can reduce legal risk by ensuring evaluations are consistent and well-documented. Employers are encouraged to maintain clear, actionable records and objective criteria because documentation affects legal exposure and HR decisions, as summarized by Thomson Reuters on the legal benefits of performance reviews.
Common Sources of Unfairness
Subjective criteria: Vague labels like “not a team player” without examples.
Inconsistent standards: Calibration failures where peers with similar results receive different ratings.
Bias, favoritism, or retaliation: Tone, language, or timing that suggests personal animus.
Administrative errors: Missed deadlines, missing sign-offs, or failure to follow stated procedure.
When you dispute performance ratings employer decision-making, use specific examples and data—not general complaints—to avoid defensiveness and keep the conversation fact-based.
Find and Quote Your Policy
Read your employee handbook or performance policy and identify language on frequency, criteria, calibration, rebuttals, and appeals. Example policy language to look for includes: “Employees may submit a written rebuttal within 10 business days,” “calibration is required before final ratings are issued,” and “an employee may appeal within 14 days to HR/compliance.” Quoting exact, on-point policy sentences strengthens your challenge performance review effort by anchoring your requests in established rules.
Recognize an Unfair Promotion Decision
Definition of Unfair Promotion Decision
An unfair promotion decision is a decision denying advancement to an otherwise qualified employee for reasons unrelated to objective merit, or based on inconsistent or discriminatory application of standards.
Red Flags and Quick Checks
Lower ratings without documented justification: Example—your manager marks “below expectations” but your KPIs were met or exceeded; ask for specific examples tied to dates and projects.
Pattern among similarly situated peers: Same role and tenure, similar outputs, but they were promoted; build a comparison of roles, tenure, KPIs, ratings, and results. If any protected characteristics are implicated, review EEOC guidance on internal discrimination complaints about performance evaluations.
Sudden drop in rating vs. prior year with no performance decline: Compare year-over-year reviews, goals, and outcomes and note timing around protected activities (e.g., a harassment complaint or leave request).
Biased or retaliatory language: Comments referencing non-work factors (family status, medical issues, stereotypes) or timing after you reported misconduct—copy exact language and date.
Calibration irregularities: If your manager skipped calibration or deviated from norms, ask HR for the process description and calibration notes.
If your concerns intersect with protected characteristics or retaliation, compare your experience with guidance on being passed over for promotion due to race and related patterns. Understanding protected classes and the legal framework can also help; see this overview of workplace discrimination laws for employees.
Example Scenario: Detecting Unfairness
“Maya,” a Senior Analyst, hit 108% of her sales target, delivered two complex projects on time, and mentored a junior team member. Her rating dropped from “Exceeds” to “Needs Improvement,” with no examples of missed KPIs. Two peers with comparable tenure and 98–102% targets were promoted. Maya’s review mentioned “lack of executive presence,” but provided no concrete examples.
What Maya gathered: copies of prior reviews and current KPIs; emails from clients praising her work; a spreadsheet comparing tenure, role, ratings, KPIs, and promotion outcomes; calendar invites and Jira tickets showing deliverables; and notes from her review meeting with exact quotes. This package helped her challenge performance review outcomes and question the unfair promotion decision.
How to Document a Biased Evaluation
Step-by-Step Documentation Checklist
Save all documents: Reviews, emails, memos, performance plans, promotion criteria, and calibration communications. Export to PDF or take date-stamped screenshots. Label files with dates and sender/recipient.
Keep contemporaneous notes: For each conversation, capture date/time, participants, location/mode (Zoom, office), what was said (use quotes where possible), and your response.
Collect objective performance data: Monthly/quarterly KPIs, sales reports, on-time delivery %, defect or error rates, client testimonials, and stakeholder feedback. Note data sources and date ranges.
Compare ratings and metrics with peers: Build a simple spreadsheet with columns: employee name (if permitted or anonymized IDs), role, tenure, KPIs, review rating, promotion outcome. Anonymize where policy requires.
Save calendar invites and deliverable proof: Versioned documents, pull requests, final reports, tickets (e.g., Jira), and sign-off emails.
Preserve evidence of inconsistent standards: Situations where peers received exceptions you did not (deadline changes, criteria waivers, changed goals).
Annotate and Organize Your Evidence
For each item, highlight discrepancies and add a one-sentence note explaining why it matters. Example: “The review says I missed the Q3 deadline; this email shows a manager-approved extension and an on-time delivery relative to the revised date.” This makes your packet easy to evaluate and helps dispute performance ratings employer narratives that rely on vague impressions.
Confidentiality and Ethics When Collecting Info
Follow company policy on data access and confidentiality. Do not coerce coworkers for statements or take confidential files you are not authorized to access. If discrimination is part of your concern, review the EEOC’s guidance on internal discrimination complaints about performance evaluations for a framework on handling complaints appropriately.
Suggested Folder Structure and Naming
01_Performance_Reviews
02_Emails
03_KPIs
04_Calibration_Notes
05_Witness_Statements
06_Rebuttal_Draft
07_Appeal_Packet
Use a naming convention like YYYYMMDD_Type_Author or YYYYMMDD_Source_Subject to keep items in chronological order. This “audit trail” supports your plan to document biased evaluation thoroughly and persuasively.
Gathering Evidence for Promotion-Denial Discrimination
Comparative Evidence
Request the promotion criteria from HR and match them to your metrics and duties. Where allowed, gather rating histories and promotion outcomes for similarly situated colleagues. Comparative tables help demonstrate patterns relevant to evidence for promotion denial discrimination.
Objective Performance Metrics
Pull exportable reports from CRM systems, ticketing tools, and performance dashboards. Examples include revenue or quota attainment, customer retention, ticket closure times, cycle time, and on-time delivery percentages. Objective data counterbalance subjective commentary and can reveal pretext for an unfair promotion decision.
Direct and Witness Statements
Preserve emails or remarks that indicate bias; keep originals with metadata showing dates, senders, and recipients. Ask colleagues for factual statements about what they observed, when, and who said what. Request permission to use their statement and ask them to sign and date it.
Statistical Patterns and Timeline
If feasible, aggregate ratings by manager/department and—where appropriate and lawful—by protected characteristics to spot disparities. Build a chronological timeline linking incidents, reviews, complaints (if any), and promotion outcomes. A cohesive timeline shows context and causation.
Requesting Documents from HR (Template)
Subject: Request for Promotion Criteria and Review Process Documentation
“Hello [HR Name], I’m preparing a formal review/appeal and would appreciate copies of the written promotion criteria for [role/level], relevant job descriptions, the performance review policy (including timelines for rebuttals and appeals), and a short description of the calibration process used this cycle. Please confirm whether calibration notes are retained and how I may request access. Thank you.”
Employers are expected to maintain documentation and consistent criteria, which is one reason documentation can be legally significant, as summarized by Thomson Reuters. For concerns involving discrimination, see the EEOC’s guidance on internal discrimination complaints.
Witness Statement Form (Template)
Witness Name and Title:
Date and Time of Incident(s):
Location or Meeting Type (Zoom, office, etc.):
Who was present:
What did you observe or hear? (Use quotes where possible):
Any documents, emails, or messages related to this event:
Signature and Date:
Permission to share this statement with HR/Legal: Yes/No
Remember to avoid pressuring coworkers and to follow confidentiality rules while gathering evidence for promotion denial discrimination.
How to Dispute Performance Ratings with Your Employer
Step 1: Review Policies and Deadlines
Check the employee handbook or HR portal for dispute and appeal procedures, deadlines, and documentation requirements. Companies often specify how to submit a rebuttal and timelines for reconsideration; this documentation and process discipline is emphasized in Thomson Reuters’ guidance on performance reviews.
Step 2: Write a Concise Rebuttal
Prepare a tight, fact-based rebuttal that summarizes your concerns, quotes each disputed statement, and provides objective evidence. Focus on discrepancies and policy deviations. The Society for Human Resource Management suggests staying professional and specific; see SHRM’s advice on responding to unfair performance reviews.
Step 3: Request a Meeting with Manager and HR
Send your rebuttal to your reviewer and copy HR. Ask for a recalibration discussion or appeal as permitted by policy. Keep tone neutral, focused on facts and objective criteria.
Step 4: Preserve All Communications
Save all emails, meeting notes, and confirmations. After meetings, send a short summary of what was discussed and next steps. This record supports your plan to challenge performance review outcomes and protects against later disputes.
How to Challenge a Performance Review Step by Step
Gather documents and KPIs into your evidence folders.
Cross-check policy for timelines and escalation options.
Draft a rebuttal with quoted statements and attached evidence.
Submit rebuttal, copy HR, request recalibration or appeal per policy.
Meet to discuss and ask for calibration documentation if allowed.
Follow up in writing and prepare a formal appeal packet if needed.
For broader guidance on reporting and preserving your rights during workplace disputes, consult this practical guide to the workplace discrimination claim process and how to report workplace discrimination effectively when legal issues may be involved.
Rebuttal Template (One Page)
Heading: “Rebuttal to [Review Period/Title] – [Your Name], [Role], [Date]”
Summary: “I appreciate the feedback provided. However, several statements and the overall rating are inconsistent with objective performance data and our policy. Below I address each point with evidence and request recalibration or a documented development plan aligned to objective criteria.”
Quoted Statement #1: “[Quote].” Response: “[Concise correction supported by KPI, document, or timeline]. Attachment A.”
Quoted Statement #2: “[Quote].” Response: “[Concise correction with evidence]. Attachment B.”
Quoted Statement #3: “[Quote].” Response: “[Concise correction with evidence]. Attachment C.”
Attachments: “A – KPI Summary Q1–Q4; B – Client emails (dates); C – Project timeline and approvals; D – Calibration policy excerpt; E – Prior review (‘Exceeds’) for comparison.”
Email Templates and Subject Lines
Subject: Request for Review Recalibration – [Your Name], [Period]
Option A (Professional): “Hello [Manager/HR], attached is my rebuttal addressing specific discrepancies with supporting evidence. I respectfully request recalibration or a documented plan with objective milestones. Please confirm a meeting time this week.”
Option B (Assertive): “Hello [Manager/HR], I’ve attached a concise rebuttal showing several fact errors and policy deviations. I request review recalibration and access to calibration documentation as permitted by policy. Please confirm receipt and a meeting by [date].”
Meeting Script for Your Review
Opening: “Thanks for meeting. My goal is an accurate, fair evaluation aligned to our stated criteria.”
Three Facts to Present: “(1) KPIs show [X% attainment] with documented deliverables; (2) The statement ‘[quote]’ is contradicted by [document/date]; (3) Policy requires [appeal/calibration step], which I am requesting.”
Two Questions to Ask: “(1) What objective criteria distinguish ‘Meets’ from ‘Exceeds’ for this role? (2) What was the calibration process for our team, and how were ratings normalized?”
Closing Request: “I request reconsideration and the recalibration documentation within 10 business days, or a documented plan with measurable milestones and timeline.”
If your disputed review is connected to a Performance Improvement Plan, read this step-by-step guide on how to respond to a PIP so you protect your job and paper the record.
How to Appeal a Performance Review at Work
Locate the Formal Appeal Procedure
Find the appeal process in your handbook or HR portal. Look for clauses like: “An employee may appeal within 10 business days to HR or Compliance by submitting a written letter with supporting documentation.” These processes and records are operationally and legally significant, as discussed by Thomson Reuters.
Prepare and Submit Your Appeal Packet
Your packet should include: (1) a one-page cover letter; (2) a detailed rebuttal that addresses each disputed point; (3) an evidence folder with annotated documents; (4) witness statements (if any); and (5) a timeline showing events and outcomes.
Request a Hearing or Reconsideration
If allowed, ask for a hearing or reconsideration meeting and for the identities of appeal reviewers to ensure impartiality. Request a clear timeframe for a decision and any further steps.
Document the Outcome and Your File
Ask that the final decision and any corrective actions be documented and placed in your personnel file. Keep your own copy with all related correspondence.
Sample Appeal Letter Structure
Subject: Formal Appeal of [Review Period/Rating] – [Your Name], [Role]
Opening: “I submit this appeal within the policy deadline to address factual inaccuracies and inconsistent application of criteria in my review.”
Concise Narrative: “Over [period], I achieved [key metrics]. The review asserts [quote] but attached evidence (Exhibit A–C) shows [contradictory facts]. The criteria for [rating/promotion] were applied inconsistently relative to similarly situated peers (see Comparison Table).”
Requested Remedy: “I request recalibration to [rating] and reconsideration for [promotion/merit increase], or a documented plan with objective, time-bound milestones.”
Attachments: “A – KPI summary; B – Client/Stakeholder feedback; C – Project timelines; D – Policy excerpts; E – Witness statement(s).”
Close: “Please confirm receipt and the review timeline. I am available to meet and provide additional information.”
What to Avoid in Appeals
Emotional language or personal attacks.
Speculation without documents, data, or witnesses.
Leaking internal documents to the media or social platforms.
If your appeal intersects potential discrimination or retaliation, consider the steps and deadlines described in filing a complaint with the EEOC and this overview of how long you have to file a workplace discrimination claim.
Legal Considerations and When to Seek Help
When a Biased Review Becomes Illegal
Biased reviews can cross legal lines if they involve protected characteristics (race, sex, age, religion, disability, etc.) or if an adverse action follows protected activity (e.g., reporting discrimination or health/safety issues). The EEOC’s guidance on internal discrimination complaints explains employer obligations in handling such issues, and Thomson Reuters discusses why structured, consistent processes and documentation are legally important.
Steps Before Contacting a Lawyer
Exhaust internal rebuttal, recalibration, and appeal procedures; keep copies of all outcomes.
Compile a concise evidence packet (timeline, key documents, objective KPIs, and witness statements).
Note agency deadlines (e.g., EEOC filing windows may apply); check federal, state, or local timelines for discrimination complaints.
For jurisdiction-specific examples of handling unfair reviews, compare state guidance like this LegalMatch article on dealing with an unfair performance review in Texas. When in doubt, verify deadlines and processes in your location.
Choosing Counsel and Preparing for Consult
Look for employment/labor attorneys experienced with discrimination and promotion-denial cases.
Bring a one-page timeline, your evidence packet (with redactions as needed), policies, and internal outcomes.
Ask about success factors, fees (contingency vs. hourly), expected timelines, and mediation vs. litigation options.
To understand the legal landscape and protected categories, see this plain-English overview of workplace discrimination laws and the stepwise process for filing an EEOC complaint. If your situation also involved algorithmic scoring or automated decisions, learn how to challenge AI performance review outcomes.
Key External Resources
EEOC: Handling internal discrimination complaints about performance evaluations
LegalMatch: How to deal with an unfair performance review (Texas example)
Practical Templates You Can Copy and Adapt
Rebuttal Template
Use when you want to correct the record and seek recalibration. Personalize by inserting your metrics, dates, and attachments.
Header: “Rebuttal – [Your Name], [Role], [Review Period], [Date]”
Intro: “Thank you for the feedback. I request recalibration based on the specific corrections below, with evidence attached.”
“[Quoted statement from review].” Correction: “[1–3 sentences with data and document references].”
“[Quoted statement].” Correction: “[Evidence-based correction].”
“[Quoted statement].” Correction: “[Evidence-based correction].”
Closing: “I request recalibration or, alternatively, a documented development plan with objective milestones, timelines, and interim check-ins.”
Appeal Letter Template
Use when policy allows a formal appeal performance review at work and you’ve submitted a rebuttal without a fair resolution.
Subject: “Formal Appeal – [Your Name], [Role], [Review Period/Rating]”
Opening: “I submit this appeal within the policy deadline based on factual and procedural discrepancies.”
Core: “(1) KPI results and deliverables (Exhibit A) contradict ratings; (2) cited statements [quotes] are inaccurate or incomplete (Exhibits B–C); (3) similarly situated peers were evaluated under inconsistent standards (Comparison Table).”
Remedy: “Please recalibrate to [rating] and reconsider [promotion/merit]. If not granted, please provide a documented plan aligned to objective criteria.”
Attachments: “A – KPIs; B – Client/Stakeholder feedback; C – Timeline; D – Policy excerpts; E – Witness statements.”
Witness Statement Form
Use to capture factual observations. Personalize by clarifying dates, locations, and direct quotes.
Name/Title/Department
Date(s)/Time(s) of Events
Location/Mode
People Present
What You Observed (quotes encouraged)
Documents or Messages Related
Signature/Date
Permission to Share with HR/Legal: Yes/No
Timeline Template and Doc Naming
Use to connect key events. Personalize by listing only verifiable entries and including citations to your folders.
Date
Event (review, goal change, complaint, calibration, promotion decision)
Source Document (file name/path)
Witnesses (if any)
Outcome/Next Step
Document Naming Convention: YYYYMMDD_Type_Subject (e.g., 20240115_KPI_Q4Attainment.pdf; 20240302_Email_ManagerExtension.msg). This consistency helps you document biased evaluation and quickly assemble packets for internal or external review.
How to Handle Outcomes and Next Steps
If Your Appeal Is Successful
Request written confirmation of the revised rating and any compensation changes.
Ask for updates to your personnel file and internal systems.
Confirm any corrective actions (promotion reconsideration, back pay, or development support).
If You Get Partial Remediation
Ask for a documented development plan that includes objective milestones, timelines, and support.
Clarify remaining criteria for promotion and when you will be considered again.
If Your Appeal Is Denied
Document the denial and ask for a written explanation that addresses your evidence.
Evaluate whether evidence for promotion denial discrimination exists (comparators, direct statements, timing).
If protected characteristics or retaliation are involved, consider contacting an agency or counsel after reviewing deadlines; see resources on filing an EEOC complaint and workplace discrimination laws.
Professionalism and Career Planning
Maintain professional conduct in all communications. Consider lateral moves, mentorship, upskilling, or an external search while you appeal performance review at work internally. Keep your records intact; they may support future opportunities or, if needed, legal review.
Conclusion
To challenge performance review outcomes effectively, use a disciplined approach: read policy and deadlines, organize documents, build a clear rebuttal and appeal packet, collect objective metrics and witness statements, and track outcomes in writing. If patterns suggest an unfair promotion decision or bias, compare your metrics with similarly situated peers, and consult credible resources and, if necessary, counsel. A concise, well-supported record is the most persuasive evidence for promotion denial discrimination and a faster route to a fair result.
Checklist you can follow now:
Read policy and note rebuttal/appeal deadlines.
Save and organize reviews, emails, and KPIs using a clear folder structure.
Draft a rebuttal with quotes, evidence, and a specific request for recalibration.
File a formal appeal if needed with a cover letter, detailed rebuttal, evidence, witness statements, and a timeline.
Collect objective metrics and comparator data to expose inconsistencies.
If discrimination or retaliation may be involved, review EEOC guidance and consider contacting counsel, mindful of deadlines.
Resources:
Harvard Business Review: What to do when your performance review is wrong
Thomson Reuters: What legal benefits performance reviews offer
EEOC: Handling internal discrimination complaints about performance evaluations
LegalMatch: Dealing with an unfair performance review (Texas example)
Need help now? Get a free and instant case evaluation by US Employment Lawyers. See if your case qualifies within 30-seconds at https://usemploymentlawyers.com.
FAQ
How fast should I respond to a bad review?
Check your policy first—many employers define rebuttal or appeal windows (often 5–14 days). Acting within that window shows professionalism and preserves your rights. When in doubt, submit a brief notice of intent to rebut while you finalize your evidence.
What if I don’t have access to peer data?
Ask HR for written promotion criteria and a process description. Build anonymized comparators using permissible information (role, tenure, objective outputs) and focus on the criteria you can validate. Your own KPIs, timelines, and deliverables still provide strong support for recalibration.
Can I record meetings about my review?
Recording laws vary by state and company policy. Some states require consent from all parties. If you cannot record, take detailed, time-stamped notes and send a written summary afterward to create a reliable record. For broader dispute steps, review the workplace discrimination claim process.
Should I mention discrimination in my internal appeal?
If you have good-faith concerns about protected-class bias or retaliation, note them clearly and attach supporting facts. Follow internal complaint procedures and consider EEOC timelines. The EEOC’s internal complaint guidance explains employer duties and good practices.
What if AI influenced my review?
Request information about any automated tools used and how your score was derived. Ask for the criteria, data inputs, and how human oversight was applied. See how to challenge AI performance review outcomes and gather evidence if automated decisions affected your rating or promotion prospects.
