do’s-and-don’ts-of-documenting-employee-behaviour-performance-and-discipline

Do’s and Don’ts of Documenting Employee Behaviour, Performance, and Discipline

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On Demand | CEU Approved

  • 75 minutes

The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior, and discipline issues. Not properly documenting, or not documenting at all, can hurt employers in several ways.  Documentation can make or break a manager’s ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer’s best friend when an employee brings discrimination or other employment-related claims against the organization.

Possessing a solid understanding of the do’s and don’ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees – both positive and negative.

Session Highlights:

  • The role documentation plays in investigations & lawsuits
  • If it isn’t documented, it didn’t happen!
  • Errors & pitfalls to be aware of when documenting employee performance & behavior
  • Steps to follow when analyzing discipline problems
  • How to handle employee disagreement with disciplinary and/or performance write-ups
  • What, When, How, and Why to document
  • Analyzing discipline problems
  • Types of documentation
  • Documentation examples:  The good, bad, and the ugly!
  • Creating bulletproof documentation
  • Best practices & guidelines when documenting employee performance
  • Avoid these documentation errors
  • Subjective vs. Objective terminology
  • Tactics for providing effective feedback
  • Handling employee rebuttals to feedback
  • Pitfalls to avoid when assessing performance
  • Documentation retention
  • Documentation’s role in investigations & lawsuits
Why You Should Attend:

Attendance at this presentation will enable participants to create effective, bulletproof documentation, recognize the pitfalls to avoid when documenting, and understand documentation’s role in investigations and lawsuits.

Who Should Attend?

  • Business Owners
  • Human Resources professionals
  • Managers & Supervisors
  • Project Managers
  • Team Leaders
  • Compliance professionals
  • Operations professionals
  • Talent Development professionals




*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.

Diane L. Dee

Diane L. Dee

Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016.

Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.

Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org. 



This webinar has been approved for 1 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.

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