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Do's and Don'ts of Documenting Employee Behavior, Performance, and Discipline
- Importance of solid documentation
- Role documentation plays in investigations & lawsuits
- If it isn’t documented, it didn’t happen!
- What, When, & How to document
- Documenting as a routine task - don’t put it off!
- Errors & pitfalls when documenting performance & behavior
- Best practices & guidelines when documenting performance & behavior
- Analyzing performance & behavioral problems
- What is Progressive Discipline?
- Utilizing Progress Discipline in your workplace
- Handling employee disagreements with disciplinary and/or performance write-ups
- What to do when an employee refuses to sign/acknowledge performance write-ups
- Documentation examples: The good, bad & the ugly!
- Use of Subjective vs. Objective terminology & examples
- Assessing the risks of taking action versus not taking action
- Stakeholder responsibilities in the Performance Appraisal process
- Factors that distort performance appraisals
- Common issues when providing feedback & how to overcome them
- Tactics for providing effective feedback
- Pitfalls to avoid when assessing performance
- Goals & key elements of conducting effective investigations of performance & behavior
- Taking corrective action
- Documentation retention
Overview of the webinar
The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior, and discipline issues.
Not properly documenting, or not documenting at all, can hurt employers and employees in several ways. Documentation can make or break a manager’s ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer’s best friend when an employee brings discrimination or other employment-related claims against the organization.
Possessing a solid understanding of the dos and don’ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees - both positive and negative.
Who should attend?
- Business Owners
- Human Resources professionals
- Managers & Supervisors
- Project Managers
- Team Leaders
- Compliance professionals
- Operations professionals
- Talent Development professionals
Why should you attend?
Participants in this presentation will learn the importance of and how to create effective, bullet-proof documentation, recognize the pitfalls to avoid when documenting, the importance of the performance appraisal process and understand documentation’s role in investigations and lawsuits.
Faculty - Ms.Diane L. Dee
Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 25 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting and pro bono environments.
Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org