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Proven Employment Documentation: How To Minimize Discrimination And Retaliation Claims With Objective, Evidence-Based Writings

Webinar: ID# 1035859
Recorded On-Demand
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About This Course:
When an employee who belongs to a protected class is disciplined or terminated, there’s always a risk that he or she could claim that there was a discriminatory or retaliatory motive for the employment decision.

And, if a charge is filed with the Equal Employment Opportunity Commission (EEOC) or a lawsuit proceeds, the fact finder invariably will want to see whatever employment documentation was kept and communicated to the employee prior to the adverse employment action taking place.

Clear, concise, objective documentation is essential in the defense of such claims. But poorly worded documentation, or none at all, can devastate an employer’s case. This often results in employer’s feeling forced into a costly settlement, or into a trial-by-jury that will likely favor the employee.

Don’t wait for an employee to file a claim against your company to evaluate whether the way your documentation is sufficient.

Join us for an all-new webinar with employment attorney Timothy Murphy, who will reveal how poorly drafted or non-existent employment documentation can hurt your legal chances of successfully defending discrimination and retaliation claims under federal laws, such as Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.

Plus, he'll show you examples of objectively worded, employment documentation that:
  • Successfully gets the point across to employees when performance or conduct needs improvement

  • Protects your company against legal liability in the event you’re sued for discrimination or retaliation
What You'll Learn:
  • Examples of written employment documentation that would make the EEOC, or any judge or jury, cringe
  • Examples of well-crafted, objective employment documentation that can minimize an employer’s risk of discrimination or retaliation claims
  • Why it’s a good idea to streamline your performance and discipline process to ensure that issues are reported in a uniform manner
  • The truth about “shadow files”—Are they discoverable in the event you’re sued? And, how can you tell generally whether a supervisor’s notes constitute a personnel record?
  • What to do if an employee refuses to sign off on a performance improvement plan
  • And much more!
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Proven Employment Documentation: How To Minimize Discrimination And Retaliation Claims With Objective, Evidence-Based Writings
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