Documenting Misconduct that Will Stand Up in Court

Inappropriate behavior, poor performance, insubordination—when these issues arise, documentation is your first and best defense. But not all documentation is created equal. Sloppy notes, vague language, and incomplete records can do more harm than good when a termination or disciplinary decision is challenged in court.

This practical and timely webinar will teach you how to document employee misconduct in a clear, consistent, and legally defensible way. Learn what to write (and what not to write), how to tie misconduct to company policy, and how to avoid common documentation mistakes that courts and agencies often cite when ruling against employers.

Packed with real-world examples and actionable takeaways, this session is a must for anyone involved in managing employee performance, handling complaints, or making disciplinary decisions.

Learning Objectives

• Learn how to write disciplinary actions that will help you in court.
• Learn why it is important to distinguish between performance and misconduct.
• Learn the ABCs of documentation.
• Learn the goals of every disciplinary procedure.
• Learn document termination decisions.

Who Should Attend

• Human Resource Professionals
• Managers and Supervisors
• HR Compliance Officers
• Employee Relations Specialists
• Legal and Risk Management Professionals
• Business Owners and Executives

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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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