A common failing of supervision and management in dealing with a problem employee is failing to document counsellings and verbal warnings issued concerning annoying or counterproductive, yet correctable, employee behavior. For example, tardiness, excessive breaks, excessive time away from working areas, etc. These behaviors, in and of themselves, are not serious enough to warrant discharge on their first or second occurrence, but they can have a negative impact on productivity and morale. The good news is that these types of behaviors are correctable, but they are correctable only if managers are diligent in documenting the incidents of occurrence and communications with the employee regarding the issue and the need to correct it. Not only does documentation help curb these minor annoyances that have the potential to become larger issues, but, in the event they do cause a larger issue, proper documentation is a very helpful tool in defending a wrongful termination case resulting from a serious incident or multiple “minor” transgressions. Below are a few steps to help any business start a system of proper employee performance management: Train. The key to anything is ensuring that everyone is on the same page. This means training management employees to recognize improper conduct and understand the disciplinary tools at their disposal. Timing. In the same vein, managers should be trained to document incidents, witnesses to each incident, and all relevant content...Read More
Author: James Perry
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