Which of the following guidelines should be used for creating legally defensible performance appraisals?

A) Employees should be given an opportunity to review their appraisals.
B) Objective and uncontaminated data should be used whenever possible.
C) Employees should be evaluated on specific work dimensions rather than a single global measure.
D) A formal system of appeal should be available for appraisal disagreements.
E) All of the above guidelines should be used if the organization wants a legally defensible performance evaluation system.

All of the above guidelines should be used if the organization wants a legally defensible performance evaluation system. Each of these guidelines contributes to a fair, objective, and transparent performance evaluation process. Employees should be given an opportunity to review their appraisals to ensure accuracy, while objective and uncontaminated data should be used to minimize bias or discrimination. Employees should be evaluated based on specific work dimensions to ensure that the appraisal process focuses on job-related skills and behaviors rather than personal characteristics. Finally, a formal system of appeal should be available to address appraisal disagreements and provide a means for employees to challenge any unfair or inaccurate appraisals. By following all of these guidelines, organizations can create a legally defensible performance appraisal system that promotes employee trust and confidence in the evaluation process.