When can flawed documentation be worse than none at all? Whether supervising one employee or dozens, documenting performance and conduct issues is often a manager’s worst nightmare. Many managers feel that it is too time-consuming, burdensome or just plain distasteful – especially when an employee’s performance or conduct falls short of company expectations. Although documenting is not a legal requirement, here are three good reasons why managers need to take the time to properly document significant concerns: you can see whether a manager has been proactive in addressing issues with underperforming employees; you can show that you had legitimate business reasons for disciplining or terminating an employee; and you can minimize – sometimes even avoid – liability for wrongful termination. Purchase this seminar to learn what needs to be documented and just how to do it. You’ll walk away with practical tips and guidelines for effectively and lawfully documenting employee performance and conduct. This seminar will cover issues such as:
• Preventing wrongful discharge claims
• Avoiding lawsuits
• Conducting workplace investigations
• Managing workplace privacy concerns
• Implementing an effective sexual harassment policy