Employers want their employee documentation to be “ironclad,” and to successfully stand up to any challenge. And while it may be impossible to write 100 percent ironclad documentation, there are steps you can take that hopefully get you closer to this goal. Sometimes there may be uncertainty about what to document. Other times HR, supervisors, and managers may just not have learned how to prepare good documentation, which often involves converting verbal conversations with employees into defensible written summaries of what has happened. Getting it down on paper can be hard, but getting it wrong or incomplete may cause unwanted problems for your employer. When you decide it’s time to document a performance related issue you and your managers and supervisors need to be able to write good, defensible documentation, which clearly and objectively states the violation, and the actions and time frames for correcting the problem. Documenting a termination decision may be easier than actually documenting the performance related issues leading up to that termination, but understanding what needs to be documented and then knowing how to put it down on paper is a key part of the “proof” you’ll be asked to provide if ever challenged, and this is where the risks for your employer can increase significantly. Please join Bob Gregg, attorney at law, as he discusses the types of performance issues that should and shouldn’t be documented and offers guidance for writing your ironclad documentation if ever challenged by the employee, courts, or the regulators.
WHAT YOU'LL LEARN
Just a sampling of what this webinar will cover:
- Know when to start documenting. Discuss the problem of not documenting early enough and the value of early warning checklist.
- Review both the obvious and not so obvious situations which should be documented. For example, should you document: instances of poor attention to detail, taking unapproved overtime, referring to fellow workers as “dear” or “sweetie,” telecommutes, but never answers the phone when you call, cannot take constructive criticism, etc.
- Discuss documenting good deeds – not just discipline.
- Can you over-document? Knowing the boundaries.
- What is a “fact?” Evidence and “best evidence.”
- Establishing consistency and non-discrimination.
- Writing objective descriptions.
- Knowing the differing elements for performance, conduct, and other forms of fair documentation.
- Discuss the Discipline Checklist.
- Maintaining documentation integrity.
- AND MUCH MORE!
Your conference leader for “Writing Ironclad Employee Documentation: Guidance for HR, Supervisors & Managers” is Bob Gregg. Bob chairs the employment practice group with Boardman & Clark Law Firm in Madison, Wisconsin. Mr. Gregg has been involved in employment relations for more than 30 years. He litigates employment cases, representing employers in all areas of employment law.
His main emphasis is helping employers achieve enhanced productivity. He has designed the policies of numerous employers, creating positive work environments and resolving employment problems before they generate lawsuits. Mr. Gregg has conducted more than 3,000 seminars throughout the United States and authored numerous articles on practical employment issues.
He is a member of the Society for Human Resource Management, the National Speakers Association, a National Faculty Member of the American Association for Access Equity and Diversity and serves on the board of directors of the Department of Defense Equal Opportunity Management Institute Foundation. He received his law degrees (J-D) from West Virginia University.
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