Documentation Essentials and Strategies
Set protocols while using clear and concise language.
In employment lawsuits, the winning case is often the best documented one. Learn why documenting everything, even verbal warnings, is essential. After all, if you don’t document it, it didn’t happen. And you don’t want your employees to possess better records than you.
You’ll also discover why thoroughness and accuracy are critical, for both employer and employee. Avoid vague language, instead use facts and specific examples to ensure clarity for both parties. If you’re not proud to read it out loud, don’t write it down.
Finally, learn how to establish clear protocols for creating and maintaining records, then create a disposal plan. The speaker will include real world examples along the way, and common mistakes to avoid.
Webinar Agenda
- What to document, why, and how to tackle challenges along the way (for example, employees who refuse to sign).
- Why thoroughness and accuracy are critical, and why vague language should be replaced with clear and concise facts and examples.
- How to establish specific protocols for creating and maintaining records.
- What records to destroy, when and how.
- Examples of best practices when performing performance write-ups, employee complaints, investigations, offer letters and severance agreements.
- The most common mistakes to avoid when preserving records.
In this 75-minute online training, you'll learn how to:
- Properly document everything from performance write-ups, employee complaints, and investigations to offer letters and severance agreements.
- Avoid vague language and instead use clear, specific details.
- Implement specific protocols for creating, maintaining and disposing of records as well as common mistakes to avoid.
Get answers to YOUR questions from presenter…
C.B. Burns is a partner in and chair of Kemp Smith’s labor and employment department and previously served as a member of the firm’s management committee. She has successfully defended clients in discrimination, discharge and other employment matters in the federal and state courts of Texas and New Mexico. She is a past chair of the State Bar of Texas’ labor and employment law section, and is a frequent speaker at national and state seminars. She serves as an editor of the Texas Employment Law Handbook and is a fellow of the College of Labor & Employment Lawyers.
Registration bonuses included:
Everyone who signs up will receive a free copy of our Managing Personnel Records white paper, which will show you how to turn all that HR paperwork into "lawsuit-proof armor." In this special report, discover how a sound records-retention policy can keep your organization out of the courtroom. Some records carry retention periods mandated by federal laws, and they vary by statute, usually anywhere from one year to three years.
You'll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then-current rate, unless you tell us "no, thanks" — your choice.
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If Documentation Essentials and Strategies fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
HR Certification Institute’s® (www.HRCI.org) official seal confirms that Business Management Daily meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®. This program has been pre-approved for 1.25 HR-General recertification credit hours.