HR professionals often complain about how managers want to move forward to terminate an employee, but when asked what documentation they have, the answer is usually, “nothing, but I’ve talked with him/her about the issue.” Managers typically fail to document behavior or performance issues that led up to the need to terminate, because they “don’t have time” or simply do not know, or understand how, to document. Sometimes, when managers are asked for documentation of employee issues, some even say, “but we’re an At-Will employer—we don’t need a reason to fire him/her!”
However, this logic is really flawed, as not giving a reason for discipline or termination is just asking for trouble. At the juncture where managers want to terminate—but there isn’t enough documentation—this is the time when HR becomes very unpopular, especially with operations managers. The problem is that without documentation today, employers take a great risk of inviting EEOC charges, expensive settlements, and even litigation. Why? Because "if it's not documented it never happened." The first and the most important part in the documentation process is knowing and understanding what has to be documented and the rest involves getting managers and supervisors to document employee behavior and performance issues accurately.
Do you and your managers know how to:
HR documentation is filled with legal landmines in every turn, and only documentation can help in minimizing the risks of regulatory lawsuits and penalties. In this informative session, expert speaker Natalie Ivey, MBA, SPHR, will provide the best education for you and your HR team on the best practices for documentation. This training program will cover the hot spots in documentation. It will provide tips for proper documentation procedures, and on how your documentation can help protect your organization.
Who Should Attend
Natalie Ivey MBA, SPHR, SHRM-SCP
Natalie Ivey, MBA, SPHR, SHRM-SCP is an HR consultant, professional speaker, author, and educator within the HR profession. She has more than two decades of leadership and HR management experience with Fortune 500 organizations and in working as a trusted advisor and consultant to business leaders both in the U.S. and ... More info