Time: 1 pm eastern
Run Time: 90 minutes including Q & A session
Leader: Bob Gregg, Attorney at Law, Boardman and Clark, Madison, Wisconsin
Credits: Awarded 1.5 credit hours by HRCI and 1.5 PDCs from SHRM
Price: Webinar $295; Webinar + Download $349 (Share the download with your colleagues)
Audience: HR, benefits, finance, supervisors and managers, in-house counsel, etc.
Accurate and professionally written employee documentation is your best defense when it comes to demonstrating that the disciplinary action you have taken against an employee was deserved and fair. Knowing how to prepare bulletproof documentation may be more important today than ever before. In today’s work environment employees are potentially more litigious and on edge and prepared to challenge your disciplinary actions on a range of workplace issues claiming that they are being harassed or that your actions are retaliatory in nature. Poorly prepared employee documentation will usually work against you. Poorly written, inaccurate, or failing to document at all will cause liability and undermine your case before the EEOC and, if it comes to it, even the Courts.
Bulletproof employee documentation should cover several key areas. From how to conduct and write-up a follow-up interview to techniques for accurately describing important events, and key phrases to use, Bob Gregg, attorney at law, will discuss your documentation “must haves,” and by covering these reduce your personal and your employer’s risk and potential liability, while still accurately explaining what happened and the underlying rationale for the actions you’ve taken.
During this highly informative webinar Mr. Gregg will discuss:
- The meaning of the old saying “ask before you act; script before you ask.” In other words, make sure you get the facts and plan out the questions you are going to ask in any interviews you conduct
- The point at which you should begin preparing your documentation. Should you wait until you have finished your interviews?
- What should you do with your interview notes?
- Phrases to avoid using in your documentation. How certain phrases may not have the meaning you intend.
- Outlining what you are going to say before you begin to write your documentation
- Not letting your irritations overcome your professionalism
- The reason to document your good deeds
- Including the kitchen sink in your documentation. What can you justify leaving out of your documentation and what must be included?
- Maintaining confidentiality. It may not be as easy as it sounds
- Understanding what false light defamation is
- Avoiding negligent defamation
- Failure to preserve (“the cloud ate our records”)
- Documentation tips for different types of situations
- Making sure your documentation aligns with your company policies
Your program leader is Bob Gregg, attorney at law, Boardman and Clark Law Firm, Madison, Wisconsin. Mr. Gregg co-chairs his firm’s Labor & Employment Law Group. Bob regularly advises his clients on how to prepare employee documentation, which is accurate, fair, and thorough, and will stand up to scrutiny by both the EEOC and the Courts if ever challenged. Bob has been involved in employment relations for more than 30 years. He litigates employment cases, representing employers in all areas of employment law. His main emphasis is helping employers achieve enhanced productivity. He has designed the policies of numerous employers, creating positive work environments, and resolving employment problems before they generate lawsuits. Mr. Gregg has conducted more than 3,000 seminars throughout the United States and authored numerous articles on practical employment issues including how to prepare employee documentation. He is a member of the Society for Human Resource