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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- New EEOC rules: How do wellness plans interact with genetic-bias law?
- Harassment alert! Negligent hiring/supervision law applies
- Advice, please: How should we implement our first severance pay packages?
- Employee goes dark after FMLA leave expires--when can we terminate?