HR professionals often complain about how managers want to move forward to terminate an employee, but when asked what documentation they have, the answer is usually, "Nothing, but I've talked with her about the issue".

Managers typically fail to document behavior or performance issues that led up to the need to terminate, because they "don't have time" or simply do not know or understand how to document. Sometimes, when managers are asked for documentation of employee issues, some even say, "But we're an At-Will employer - we don't need a reason to fire him!".

The problem is that without documentation, employers take a great risk of inviting EEOC charges, expensive settlements, and even litigation. Why? Because "if it's not documented, it never happened!"

What You Will Learn

Attend this training session to learn the best practices for documentation to help you more effectively manage employee performance and minimize legal risks. You will learn:

• How to document performance expectations right from the beginning
  
• Steps for creating and documenting an applicant screening process comparing candidates 'apples to apples'
  
• Properly documenting employee behavior and performance issues to create a paper trail minimizing organizational risk
  
• Creating an easy-to-implement progressive discipline documentation process and learning critical sample verbiage
  
• Identifying gaps between organizational policies and discipline documents
  
• Understanding compliance when letting older workers go and the need of a 'waiver' document
  
• Evaluating best practices in maintaining clear and concise documentation. For instance, how to prepare discipline documents to minimize the risk of Title VII and potential violation of other anti-discrimination laws, or how to prepare termination documents to minimize the risk of an EEOC charge

Faculty

Natalie Ivey

Natalie Ivey is President and CEO of Results Performance Consulting, Inc., a firm specializing in leadership and employee development training and continuing education programs for the HR profession.

Ms. Ivey is an author and a national public speaker with more than two decades of leadership and HR management experience with Fortune 500 organizations. She is a member of the Society for Human Resource Management and holds the Senior Professional in Human Resources certification (SPHR). Ms. Ivey is a nationally-known speaker on a variety of topics within the HR profession and is known for her "tell-it-like-it-is", direct approach to teaching HR education.

Ms. Ivey routinely works with individuals, small businesses, and larger corporations to address destructive leadership behaviors and organizational dysfunction. She designs customized training programs to help employers correct poor behaviors, minimize legal exposure, and improve performance and profitability.