When Should You Document? Documentation Strategies for Supervisors and Managers

Learn the importance of affecting change through employee documentation and how to avoid costly litigation for failure to document correctly.

The legal minefield of progressive discipline and employee termination is fraught with peril. Unfortunately, much of the training in our field focuses on 'big picture' exceptions to the rule and legal theory. Join us for a hands-on, practical topic chock full of camera-ready, legally defensible disciplinary samples that you could use immediately upon returning to the office. We'll cover all types of employee performance problems like: substandard work quality, absenteeism, tardiness, insubordination, profane language in the workplace, general misconduct, sexual harassment, and lack of sales production.
When it comes to mastering progressive discipline and structuring terminations that will withstand legal scrutiny, the key to success lies in employing a write-up template that invites your employees to involve themselves in their own improvement game plan and that clearly outlines the company's affirmative efforts to help workers better themselves. In addition, the template will give employees a chance to take ownership of their own performance improvement. Hence, the responsibility for affecting change shifts from your company to the employee, where it rightfully belongs.
Simply stated, most line managers avoid documenting disciplinary problems because they lack the confidence and time to compose well-structured write-ups.

Faculty

Paul Falcone

MPTF (The Motion Picture & Television Fund)