If It Isn't Written, It Didn't Happen! How Can Employers Create Litigation Proof Decisions!

Duration: 90 minutes

Speaker: Margie Faulk

CREDITS:

Available On-Demand

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ABOUT THE EVENT

Many HR Professionals and supervisors have difficulty documenting negative performance and proper disciplinary actions for many years. Even the best of supervisors finds this part of the disciplinary action as uncomfortable or anxiety provoking. Moreover, incorrect documenting of negative behavior or lack of documentation can be an Employer’s nightmare. It can also lead to litigation and other scrutiny and allegations of discrimination and wrongful termination which can impact an organization’s reputation and can deliver huge fines and penalties.

There are federal and state laws that determine what documentation is needed, were it should go, and who sees it. There are clear guidelines for Employers to ensure they follow the medical guidelines as well as the legal written policy to avoid litigation.

It is clear that documentation is key in the workplace. When it comes to written documentation, employers should ensure that they stick to factual documentation versus coming to a generalized legal conclusion, such as the employee committed harassment or discrimination. In order to terminate an employee, generally all that is needed is to show the employee violated a policy. If the employer documents what they believe is a legal conclusion, this can be an admission of legal liability vs. an internal policy violation.

Why You Should Attend

Creating a solid documentation trail is critical for employers when working with an employee on performance issues. Documentation creates a written history of the happenings and discussions that occur around specific events. In a legal proceeding, having documentation about the employee’s past performance is key to obtaining an outcome favorable to the employer.

Most employers have a progressive discipline policy that involves providing feedback in series of increasingly more formal communications starting with verbal warnings and ending with written warnings prior to a termination decision. Determining how, when, and what to include in performance documentation can often be tricky.

Areas Covered

What documents should be in the personnel file and what should be out
How many files should an Employers have for employees
Written Documentation Myths and Facts
Why is documentation one of the most difficult aspects of employee relations?
What are the elements of an effective documentation?
What policies and procedures must be included in an Employee Handbooks to support decisions to document any disciplinary action?
What key issues must be addressed when documenting negative behavior?
Should you include different incidents in an employee write up?
What can an employee do if they do not agree or they want to explain their side of the situation?
Instructions for Establishing a Performance Improvement Plan (PIP) PIP Template
How can supervisors increase their success when writing corrective actions?
Learn to create a written warning and disciplinary actions that withstand legal scrutiny;
Review the elements that have to be included in a written warning/disciplinary action;
What fines and penalties can be levied if no one documents performance;
Dos and Don’ts of documentation;
The importance of the Employee Handbook and the consistency of tracking behaviors.

Who Should Attend

All Employers
Business Owners
Company Leadership
Compliance professionals
HR Professionals
Managers/Supervisors
Employers in all industries

Speaker(s)

Margie Faulk

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

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