Where employee discipline is concerned, the best way to “snatch defeat from the jaws of victory” is to drop the ball with your documentation.  There are many reasons why supervisors, managers, HR professionals, and sometimes even legal counsel, fumble this crucial requirement.  Hopefully, the reason never is that no justifiable basis for the discipline or discharge exists, or the reason is discriminatory.  Assuming that your organization never disciplines or discharges for a forbidden reason, the documentation shortfall may occur because the decision makers are over-worked or distracted; the discharge occurred in the heat of crisis conditions; poor communication occurred between the supervisor and HR or Legal and the documentation dropped through the cracks; or the responsible company officials were poorly trained.  None of these reasons is an acceptable excuse for poor documentation.  When the court summons or agency complaint hits your desk, you want to be able to reach for a file that fully supports your side of the story in mounting a robust defense.

Areas Covered In The Webinar

What this webinar will cover:

  • Policies and forms that help ensure adequate documentation
  • Systematic, routine recording of each employee’s performance and disciplinary history
  • Best practices in conducting a full and fair investigation
  • Getting and recording the facts in an objective manner
  • Bringing clarity and specificity to your documentation
  • Providing the employee an opportunity to respond and explain
  • The role of confidentiality
  • Ensuring consistency and non-discrimination
  • Adjudication recordation: in-house mediation, arbitration, hearings and appeals
  • Record storage and retention
  • Litigation-holds
  • Training tips

Why should you attend?

Who Will Benefit

  • Business Owners
  • Managers and Supervisors
  • HR Professionals
  • Legal Counsel


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Dr. Jim Castagnera holds an M.A. in Journalism from Kent State University, and a J.D. and Ph.D. (American Studies) from Case Western Reserve University. He worked 10 years as a labor, employment, and Know More

Dr. James Castagnera, Esq.