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Guidelines for Adequate Documentation of Discipline and Termination


Gain an understanding of the proper documentation that is required during disciple and discharge decisions.

Proper documentation throughout the employment relationship is essential to minimize legal risk and improve employee relations. This course has been designed to provide practical guidance on how to develop proper disciplinary policies and effectively document employee performance and misconduct concerns. This material will provide you with best practices for adequate documentation of discipline and termination.



Adam Tomiak

Adam Tomiak

Epstein Becker & Green, P.C.

  • Focuses on providing employers and human resource departments with practical and effective solutions to their personnel issues; he regularly advises on all stages of the employment relationship, from pre-employment considerations and hiring to terminations and post-employment restrictions
  • Clients turn to him for assistance with drafting employment policies and agreements, employee handbooks, and other employment-related documents
  • When an employer has policies and procedures already in place, he conducts an audit to ensure that they comply with relevant federal, state, and local law and best practices
  • An experienced trainer, develops and conducts workplace training seminars for employees, managers, and human resources personnel
  • Investigates allegations of employee misconduct and grievances and represents employers in disputes with current and former employees
  • For nearly a decade, served as employment counsel for the Americas at a global financial services institution
  • A lead of employment practice’s Future of Work team, offering insights and directing efforts for improving and innovating employer-employee relations
Katherine Rigby

Katherine Rigby

Epstein Becker & Green PC

  • Understands the unique challenges companies face with respect to talent acquisition and retention, protection of confidential information, incentive compensation structures, and performance management, among other issues
  • Clients seek her practical counseling on all areas of human resources, including discipline and termination, hiring, reductions in force, EEO complaints, accommodation of disabilities and leaves of absence, wage and hour issues, employment agreements, restrictive covenants, handbooks, and policies
  • Regularly litigates employment and wage and hour claims before state and federal courts and agencies
  • Employers also benefit from her significant experience handling investigations of internal employee complaints and providing employee and management training
  • Regularly conducts management and non-management equal employment and diversity/inclusion training courses for clients and has completed all MCAD-Certified Train-the-Trainer Courses
  • Regularly represents employers before the Massachusetts Commission Against Discrimination and the Equal Employment Opportunity Commission, defending clients in matters involving retaliation charges, sexual harassment charges, and age, race, national origin, gender, and disability discrimination charges. She also represents employers before the Massachusetts Attorney General’s Office in response to individual and group wage and hour complaints
  • Has been recognized in the field of Employment Law – Management (2022) in The Best Lawyers in America©
  • A member of the Boston Bar Association’s Labor & Employment Steering Committee

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