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Tell bosses: Follow 3 cardinal rules to document discipline

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in HR Management,Human Resources

To be successful, employee feedback should not be an annual or even quarterly event. It should be a routine part of a manager’s day.

In the same way, managers should make documentation of employee performance, behavior and discipline a regular habit. This documentation can be informal, e.g., handwritten notes tossed in an employee’s file, but they should always include the dates and names of all parties involved.

As with any documentation, managers should stick to the facts and stay objective when documenting discipline, avoiding opinions.

Strong documentation will be espe­­cially important if an employee or ex-employee ever files a legal complaint saying his or her termination or discipline was based on illegal discrimination (race, age, gender, disability, religion, etc.). Sound, on­­going documentation by management will prove that performance—not bias—was the reason for the firing.

Best documentation practices

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