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When Should You Document? Documentation Strategies for Supervisors and Managers

Learn the importance of affecting change through employee documentation and how to avoid costly litigation for failure to document correctly. The legal minefield of progressive discipline and employee termination is fraught with peril. Unfortunately, much of the training in our field focuses on 'big picture' exceptions to the rule and legal theory. Join us for a hands-on, practical topic chock full of camera-ready, legally defensible disciplinary samples that you could use immediately upon returning to the office. We'll cover all types of employee performance problems like: substandard work quality, absenteeism, tardiness, insubordination, profane language in the workplace, general misconduct, sexual harassment, and lack of sales production. When it comes to mastering progressive discipline and structuring terminations that will withstand legal scrutiny, the key to success lies in employing a write-up template that invites your employees to involve themselves in their own improvement game plan and that clearly outlines the company's affirmative efforts to help workers better themselves. In addition, the template will give employees a chance to take ownership of their own performance improvement. Hence, the responsibility for affecting change shifts from your company to the employee, where it rightfully belongs. Simply stated, most line managers avoid documenting disciplinary problems because they lack the confidence and time to compose well-structured write-ups.


Runtime: 71 minutes
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Why Lorman?

Over 32 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 Disciplinary Documentation in According Employees "Workplace Due Process"

  • The Termination-For-Cause vs. the Employment-At-Will Standard
  • Creating a Record That Will Withstand Legal Scrutiny and Minimize/Mitigate Potential Damages

Performance vs. Conduct: Key Differentiators in Your Approach to Employee Discipline

  • Summary Termination vs. the Need to Document Progressive Steps of Corrective Action
  • Documentation Progression From Verbal to Written to Final Written Warning-Where Do You Begin?
  • Avoiding the Dangerous "Preemptive Strike" and Key Opportunities to Partner With HR or Senior Leadership

A Documentation Strategy That Shifts Performance Improvement Back to the Employee-Where It Rightfully Belongs

  • Progressive Discipline as a Constructive Means of Turning Around Problematic Performance or Conduct
  • Alternatives to Progressive Discipline-Letters of Clarification and Decision-Making Leaves
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Why Lorman?

Over 32 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

OnDemand Webinar

This course was last revised on January 18, 2019.

Call 1-866-352-9540 for further credit information.

  • ASA 1.0
     
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

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

Audio & Reference Manual

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

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Why Lorman?

Over 32 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

Paul Falcone

Paul Falcone

MPTF (The Motion Picture & Television Fund)

  • Chief Human Resources Office for The Motion Picture and Television Fund in Woodland Hills, CA
  • In the past, served as head of human resources for Nickelodeon, head of international human resources for Paramount Pictures, and head of HR for the TV production unit of NBCUniversal, where he oversaw HR operations for NBC’s late night and prime time programming lineup, including The Tonight Show, Saturday Night Live, and The Office
  • Director of employee and labor relations for the The City of Hope Cancer Center in Southern California
  • Renowned expert on effective hiring, performance management, and leadership development, especially in terms of helping companies build higher performing leadership teams
  • Long-term adjunct faculty member in UCLA Extension’s School of Business and Management
  • Holds his undergraduate and master’s degrees from UCLA
  • Can be reached at [email protected] or (310) 795-4581
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Why Lorman?

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Product ID: 405358
Published 2019
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