DISCIPLINE / INVESTIGATIONS

Every time, be ready to justify why you disciplined

11/17/2016
Generally, you should enforce workplace rules as equally as possible.

Beware hasty decisions, investigate all the angles

11/10/2016
After investigating a workplace incident but before making a final decision, consider hiring a neutral investigator to assess what really happened.

Apply this fair and firm 5-step progressive discipline policy

10/25/2016
A progressive discipline system is the most reliable way to protect your organization from wrongful termination charges.

Harassment investigations: What to ask

10/14/2016
When investigating an employee’s complaint of harassment—sexual or otherwise—tailor your inquiries to the facts of that case.

Patience key to lawsuit-proof firing decisions

09/26/2016
When a fired employee sues you, winning often depends on careful documentation that demonstrates how her performance did not meet your standards.

Compare planned discipline with previous incidents

09/16/2016
When it comes to discipline, the key is equitable enforcement. Otherwise, someone might sue.

Have bosses check their bullying behavior

09/08/2016
More than a third (37%) of U.S. workers report they’ve been bullied at work and, they say, the majority (72%) of bullies are bosses, says a survey by Zogby International.

Consistent discipline stands up in court

08/24/2016
Employers that consistently enforce their rules fare best when they are sued over alleged discriminatory discipline.

4 questions to ask before you issue a write-up

08/21/2016
They're potential lightning rods for employee anger and potential legal landmines. Before you discipline an employee in writing, ask yourself these questions.

Your best practice: progressive discipline

08/05/2016
In general, using a sensible progressive discipline program and documenting all disciplinary actions will help you justify a discharge—even in the face of apparent prejudice or bias on the part of individual managers.

Are disciplinary records clear and complete? Documentation only works if it's accurate

08/01/2016
We say it over and over again: Document, document, document! But perhaps a little more clarity is in order: Document accurately, so there can be no doubt that you clearly recorded the details of violations that led to discipline.

Note all details that went into your decision to discipline an employee

07/18/2016
Always record the details of your disciplinary decisions at the time you make them. Document as if you are assuming that litigation will result from every disciplinary act.

Document performance problems even if they are not serious enough to warrant discipline

07/13/2016

Sometimes, an employee’s performance problems may not seem serious enough to warrant a formal performance improvement plan. However, you should be sure to document the problems anyway. Those records will be useful if you later have to terminate someone for economic reasons.

Three investigation lessons learned from a political controversy

07/06/2016
Another day, another political scandal involving a politician accused of having an extramarital affair. Consider the recently exposed allegedly improper relationship between Alabama Gov. Robert Bentley and a top female aide.

4 steps to thwart sticky-fingered workers

06/28/2016
According to a National Retail Federation survey, retail employers caught 80,366 employees stealing in 2014, a figure representing one out of every 38 employees.
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