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Creating a Performance Improvement Plan (PIP) That Works

Learn how to create a performance improvement plan that increases productivity and encourages growth.In today's business and financial environment, employers are faced with difficult decisions about which employees to retain as they resume and reimagine their operations. Employers have the right to determine who the best-qualified employees are to help their business successfully adapt to the new normal in the workplace. In order to avoid legal landmines such as unlawful discrimination and retaliation, employers must use objective criteria for performance management. One of the best tools in the HR tool box is the Performance Improvement Plan (PIP). The PIP helps both the employer and employee address performance issues by identifying problem areas, create goals and objectives for improvement, provide a way to monitor progress and clearly set forth the consequences to the employee for failure to meet management's expectations. This topic helps HR professionals and supervisors understand when PIPs are appropriate and how to create and implement a legally defensible PIP. This material also explains how to draft and administer an effective PIP. Employers who cannot provide documentation of their efforts to place employees on notice of performance deficiencies and give the employees an opportunity to fix the problems before termination are leaving themselves open to costly and time-consuming discrimination and retaliation lawsuits. This information is critical for employers so they can legally support their personnel decisions.
Runtime: 87 minutes
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

The Importance of Proactive Performance Management
  • Performance Improvement Plan (PIP) vs. Discipline
  • When Is a PIP the Best Choice?
  • Think of the End Game First - What Is the Best Result?
Creating a Legally Defensible Performance Improvement Plan
  • Identify the Performance or Behavior That Needs Improvement
  • Provide Specific Examples of the Poor Performance or Behavior
  • Create a Performance Action Plan for Improvement With Set Goals and Expectations for the Employee
  • The Importance of Documentation
Implementing and Monitoring the PIP
  • What Will HR's Role Be in Implementing and Monitoring the PIP
  • Script the Initial Meeting With the Employee
  • Remember - It's a Two-Way Street - the Importance of Follow-up During PIP
  • What Happens at the End of the PIP
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

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  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • HI CLE 1.5
     
  • ME CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Betsy Johnson

Betsy Johnson

Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

  • Shareholder and former managing shareholder of the Los Angeles office of Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
  • Practice emphasizes all aspects of employment and labor law, with an emphasis on providing day-to-day advice and counsel to Human Resources and in-house legal teams
  • Conducts regular seminars and workshops on numerous effective performance management, employment discrimination, ADA and FMLA compliance, and wage/hour compliance
  • Wrote several publications related to the areas of managing employment and labor law
  • Member of the University of South Carolina women’s basketball team
  • Member of the California, New York and South Carolina Bar Associations; California Super Lawyer; fellow in the ABA College of Labor & Employment Law, and fellow in the ABA Foundation
  • J.D. degree, University of South Carolina; B.A. degree, University of South Carolina
  • Can be contacted at 213-438-1297 or [email protected]
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Product ID: 407631
Published 2020
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