Employee Write-Ups: Do's And Don'ts For Documenting Employee Performance

Webinar: ID# 1023909
Recorded CD
About This Course:
You may have had the urge to say to an employee, ‘I've had it with your performance. You're fired.' But wait - have you correctly documented the employee's performance to support your position in a potential lawsuit?

This webinar will assist you in understanding what to do and not do when documenting an employee's performance.

Termination is one of the most difficult things a manager must do and that is why managers give leniency on performance. Documentation of the employee's performance is critical and can make the difference between a defense verdict and a large jury award.


Employee Write-Ups – the Do's
  • Do Establish Clear Performance Expectations
  • Do Focus on the Facts
  • Do Review Patterns of Problem Behavior
  • Do Write a Specific Plan for Improvement
  • Do Follow-up
Employee Write-Ups – the Don'ts
  • Don't Be Too Vague
  • Don't Diagnose Why the Employee Is Performing Poorly
  • Don't Include Your Mental Impressions and Emotional Comments
  • Don't Embellish on the Documentation
  • Don't Apologize
Other Considerations in Documenting Performance
  • When Is the Best Time to Document Performance
  • Documenting Behaviors Rather Than Attitudes
  • Maintaining At-Will Employment
  • What to Do With the Documentation
  • When Should the Performance Documentation Lead to Discipline vs. Termination
  • Supervisor's File vs. Personnel File
  • Avoiding Discrimination and Harassment Claims Through Documentation
About The Presenter

Jackie A. Sexson
  • Compliance manager with Fortune 300 company
  • Former executive director with the legal and human resources consulting firm, The Sexson Group
  • Extensive experience in employment and labor law, as well as human resources
  • Has a legal and HR background in employee relations, performance management (360-degree feedback), organizational management, benefits administration, recruitment and selection, compensation, equal employment opportunity, and training and development
  • Experience with the public sector, Fortune 500 companies and small startup companies
  • Held director and executive level positions, and worked as an independent consultant
  • Certified as a senior professional in human resources by the Society for Human Resources Management
  • J.D. and M.B.A. degrees
Employee Write-Ups: Do's And Don'ts For Documenting Employee Performance
Available on CD format
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