Overview:
Many HR Professionals and supervisors have difficulty documenting negative performance and proper disciplinary actions for many years.
Even the best of supervisors finds this part of the disciplinary action as uncomfortable or anxiety provoking. Moreover, incorrect documentation of negative behavior or lack of documentation can be an Employer's nightmare. It can also lead to litigation and other scrutiny and allegations of discrimination and wrongful termination which can impact an organization's reputation and can deliver huge fines and penalties.
Ensure HR Professionals and supervisors of your organization are trained in compliance components especially with regards to documentation of written warnings, corrective actions, performance evaluations and Performance Improvement Plans.
Why you should Attend:
Because of all the employment allegations and wrongful termination charges based on decisions in discipline and termination, it is critical for Employers and their agents (HR professionals, leadership and managers) to understand how their decision could impact the company's bottom line.
This impact includes hiring, firing, performance evaluations, promotions, demotions and other actions against employees. Employers need to understand that any of these actions could (or inactions) pose a risk of fines, penalties and even criminal sanctions.
As a result, this training will provide a guide on how to use the employee disciplinary and performance process documentation effectively and thereby reduce Employers risks if followed.
Areas Covered in the Session:
Learning Objectives:
Dos and don'ts of documentation
Who Will Benefit:
Many HR Professionals and supervisors have difficulty documenting negative performance and proper disciplinary actions for many years.
Even the best of supervisors finds this part of the disciplinary action as uncomfortable or anxiety provoking. Moreover, incorrect documentation of negative behavior or lack of documentation can be an Employer's nightmare. It can also lead to litigation and other scrutiny and allegations of discrimination and wrongful termination which can impact an organization's reputation and can deliver huge fines and penalties.
Ensure HR Professionals and supervisors of your organization are trained in compliance components especially with regards to documentation of written warnings, corrective actions, performance evaluations and Performance Improvement Plans.
Why you should Attend:
Because of all the employment allegations and wrongful termination charges based on decisions in discipline and termination, it is critical for Employers and their agents (HR professionals, leadership and managers) to understand how their decision could impact the company's bottom line.
This impact includes hiring, firing, performance evaluations, promotions, demotions and other actions against employees. Employers need to understand that any of these actions could (or inactions) pose a risk of fines, penalties and even criminal sanctions.
As a result, this training will provide a guide on how to use the employee disciplinary and performance process documentation effectively and thereby reduce Employers risks if followed.
Areas Covered in the Session:
- Documentation myths and facts
- What are the elements of an effective documentation?
- What policies and procedures must be included in Employee Handbooks to support decisions to document any disciplinary action?
- What key issues must be addressed when documenting negative behavior?
- Should you include different incidents in an employee write up?
- What can an employee do if he does not agree or wants to explain his side of the situation?
- How can supervisors increase their success when writing corrective actions?
Learning Objectives:
- Learn to create written warning and disciplinary actions that can withstand legal scrutiny
- Review the elements that must be included in a written warning/disciplinary action
- How do managers pose a risk to employers for their actions or inactions via Vicarious Liability?
- Why is documentation one of the most difficult aspects of employee relations?
- What fines and penalties can be levied if no one documents performance?
- The best performance evaluations describe the good and bad of employee's performance
- What is the difference between documentation of negative behaviors and a performance improvement plan (PIP)?
Dos and don'ts of documentation
- How long should a disciplinary action be on employee's personnel file?
- The importance of the Employee Handbook and the consistency of tracking behaviors
Who Will Benefit:
- Human Resources Professionals
- Employers
- Managers/Supervisors
- Executives
- Compliance Professionals
- Anyone who is responsible for Human Capital
Speaker
Margie Faulk, a senior level human resources and compliance professional with over 14 years of HR management and compliance experience. A current Compliance Officer/Advisor for HR Compliance Solutions, LLC. Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie's focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
