by Allison West, Esq., SPHR
"Document, Document, Document.”
Employment attorneys say it all the time. In fact, they're incapable of saying that word only once because documentation relating toand discipline is absolutely critical.
The reasons are obvious. The quality of your documentation goes to the heart of your credibility as a manager or HR professional.
The person reading your documentation should walk away knowing who, where, when, how and most important, the why behind any decisions … and that you treated the employee consistently and fairly. Anything less and your documentation becomes Exhibit A for the plaintiff.
Mistakes, Mistakes, Mistakes
One big problem is getting each manager to actually document performance and disciplinary discussions. Not surprising, documentation—when it is created—is often too ambiguous, vague, biased and never actually puts employees on notice of any performance or...(register to read more)