Overview:
The absence of solid documentation is the single most common mistake employers make when handling employee performance, behaviour, and discipline issues. Not properly documenting, or not documenting at all, can hurt employers 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 do’s and don’ts of documenting employee performance, discipline, and behaviour 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.
Session Highlights:
· The role documentation plays in investigations & lawsuits
· If it isn’t documented, it didn’t happen!
· Errors & pitfalls to be aware of when documenting employee performance & behaviour
· Steps to follow when analyzing discipline problems
· How to handle employee disagreement with disciplinary and/or performance write-ups
· What, When, How, and Why to document
· Analyzing discipline problems
· Types of documentation
· Documentation examples: The good, bad, and the ugly!
· Creating bulletproof documentation
· Best practices & guidelines when documenting employee performance
· Avoid these documentation errors
· Subjective vs. Objective terminology
· Tactics for providing effective feedback
· Handling employee rebuttals to feedback
· Pitfalls to avoid when assessing performance
· Documentation retention
· Documentation’s role in investigations & lawsuits
Why You Should Attend:
Attendance at this presentation will enable participants to create effective, bulletproof documentation, recognize the pitfalls to avoid when documenting, and understand documentation’s role in investigations and lawsuits.
Who Should Attend?
· Business Owners
· Human Resources professionals
· Managers & Supervisors
· Project Managers
· Team Leaders
· Compliance professionals
· Operations professionals
· Talent Development professionals
Diane L. Dee
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® 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.
SHRM -
Standeagle is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
HRCI -
This webinar has been approved for 1.0 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
ACCREDITATIONS
