Do’s and Don’ts of Documenting Employee Behavior, Performance, and Discipline

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12 Sep

Do’s and Don’ts of Documenting Employee Behavior, Performance, and Discipline

Do’s and Don’ts of Documenting Employee Behavior, Performance, and Discipline

Monday, September 12, 2022 (12:00 AM) to Friday, December 30, 2022 (11:59 PM)
1.5 PDCs
Provider: Pedu
Course Name: Do’s and Don’ts of Documenting Employee Behavior, Performance, and Discipline

Speaker: Diane L. Dee
Program Type: Videoconferences, webcasts, audiocasts, podcasts, eBooks, self-directed E-Learning
Registration URL: https://pedu.io/product/dos-and-donts-of-documenting-employee-behavior-performance-and-discipline/

Email Details

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!

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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 do’s 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.