Many HR professionals and supervisors have had difficulty documenting negative performance and proper disciplinary actions for many years. Even the best of supervisors finds this part of the disciplinary action as uncomfortable or anxiety-provoking. Moreover, incorrect documentation of negative behavior or lack of documentation can be an Employer's nightmare.

It can also lead to litigation and other scrutiny and allegations of discrimination and wrongful termination which can impact an organization's reputation and can deliver huge fines and penalties.

Ensure HR Professionals and supervisors of your organization are trained in compliance components especially with regards to the documentation of written warnings, corrective actions, performance evaluations, and Performance Improvement Plans.

Learning Objectives:-

• Learn to create written warning and disciplinary actions that can withstand legal scrutiny
• Review the elements that must be included in a written warning/disciplinary action
• How do managers pose a risk to employers for their actions or inactions via Vicarious Liability?
• Why is documentation one of the most difficult aspects of employee relations?
• What fines and penalties can be levied if no one documents performance?
• The best performance evaluations describe the good and bad of employee's performance
• What is the difference between documentation of negative behaviors and a performance improvement plan (PIP)?
  Dos and don'ts of documentation
• How long should disciplinary action be on an employee's personnel file?
• The importance of the Employee Handbook and the consistency of tracking behaviors

Areas Covered in the Session:-

• Documentation myths and facts
• What are the elements of effective documentation?
• What policies and procedures must be included in Employee Handbooks to support decisions to document any disciplinary action?
• What key issues must be addressed when documenting negative behavior?
• Should you include different incidents in an employee write-up?
• What can an employee do if he does not agree or wants to explain his side of the situation?
• How can supervisors increase their success when writing corrective actions?

Why should you Attend:-

Because of all the employment allegations and wrongful termination charges based on decisions in discipline and termination, it is critical for employers and their agents (HR professionals, leaders, and managers) to understand how their decision could impact the company's bottom line.

This impact includes hiring, firing, performance evaluations, promotions, demotions, and other actions against employees. Employers need to understand that any of these actions could (or inactions) pose a risk of fines, penalties, and even criminal sanctions. As a result, this training will provide a guide on how to use the employee disciplinary and performance process documentation effectively and thereby reduce Employer's risks if followed.

Who Should Attend:-

• Human Resources Professionals
• Employers
• Managers/Supervisors
• Executives
• Compliance professionals
• Anyone responsible for human capital