Before you enter into official files your handwritten notes on conversations, recollections or thoughts about an HR decision, consider how your words might be interpreted. Years from now, will you be able to remember exactly what your scribbled notes meant? Could anything you wrote be interpreted more than one way?
Best practice: Draft a memo that summarizes and fleshes out your notes—and that makes your ideas perfectly clear. Then toss out the original notes.
That kind of paper trail is self-explanatory, not a record that could be interpreted several ways.
Recent case: Marc Penberg, age 53, worked for Healthbridge Management. He has diabetes and had undergone heart surgery that required him to use.
Penberg’s job involved converting patient referrals to the company’s rehabilitation facility into actual placements. Employees like Penberg conducted medical screenings on all referrals. He would later claim he ...(register to read more)
- Firing for poor work or rule breaking? Clear business reason will beat lawsuit
- Tell supervisors: You can't just make up your own performance appraisal standards
- More reason to stop harassment: Even 'resignees' can sue
- Conducting a do-it-yourself audit of your company policies
- Check your FLSA compliance; Fed penalties reach 11-year high