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Discipline / Investigations

Document all discipline, just in case of lawsuit

06/09/2016
Carefully document each and every disciplinary action at the time it occurs, complete with details on who said what and when it happened.

Keep track of disciplinary timing in case employee alleges continuing violations

06/09/2016
Employees who allege they have been retaliated against for engaging in some form of protected activity don’t have long to sue. If an employee works for a government agency and alleges that his First Amendment right to free speech has been violated, the lawsuit must begin within three years.

Make it easy for judges to take your side

06/08/2016
Generally, judges hate having to second-guess management actions. An employer’s decision typically stands if it sounds at all plausible and honest.

Investigate all claims of reverse discrimination

06/03/2016
No matter how unlikely you think the complaint may be, investigate every hostile environment claim, including allegations of reverse discrimination.

7 situations you should document every time

05/27/2016
Thorough and accurate HR documentation is what wins lawsuits.

Document all the details when disciplining

05/19/2016
Skipping careful analysis in discipline investigations is a bad idea.

How to Document Employee Performance

05/19/2016
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Document each step of every investigation

05/13/2016
As soon as you hear a supervisor complain that an employee isn’t performing well, start keeping detailed records of your efforts to investigate.

False complaints? You must discipline

05/12/2016
Plenty of employees have lots of legal savvy—enough to believe that filing a complaint might amount to a “get out of jail free” card.

Act fast to shut down bosses who insult, demean and harass their subordinates

05/10/2016
Are you hearing complaints that a particular manager is insulting subordinates to the point where it might be considered harassment? Don’t ignore the situation.