032 - Documenting Employee Behavior, Performance, and Discipline

Everyday HR

During this podcast, the podcast team discussed the importance of good documentation regarding employee behavior, performance and discipline.

Documenting performance and behavior provides notice to the employee regarding positive and negative events in the workplace. Well drafted documentation can be a key part of an employer’s defense to a claim. Roshni explained that before documenting events at work, managers should investigate thoroughly and make sure they are documenting facts rather than hearsay and rumor. Troy discussed how the documentation should be specific with details that are obtained though the investigation. Generalized comments do not provide guidance to the employee or create the best paper trail that will be used to defend a claim.

• Host Contact information:
• Roshni Patel, HR Consultant/President of Thrive HR Consulting
• [e-mail] [phone]
• Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP
• [e-mail] [phone]
• Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company
• [e-mail] [phone]

Disclaimer:

The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.