The Proper Way To Address Employee Problems: Documentation and the Process of Corrective & Disciplinary Action
You’ve heard the statement, “If it’s not written down, it didn’t happen.”
The human resources mantra to managers and supervisors is to "document, document, document" because disciplinary actions can often give rise to claims of discrimination, leading to high costs of litigation. HOW you address employee problems is equally important as properly documenting what happened.
Common law makes it clear that employers are required to use a fair process in addressing employee problems and must have proper documentation of what was done if they want to defend their actions effectively. But do your managers and supervisors know the proper and defensible process to use in addressing employee problems? Do they know how, when, and what to document so that you have a solid defense in the event of litigation?
A fair process and proper documentation, however, provide many benefits to both the employer and employee in properly addressing problems and concerns. The documentation may help the employee realize that certain levels of performance or kinds of behavior are unacceptable and can help employees change their performance or behavior in the future.
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