Discipline / Investigations

Absolute proof not required, just good faith

12/01/2016

As long as you conduct a fair and impartial investigation aimed at getting to the truth, courts don’t demand that you get every fact right.

Treat cases independently when employee being disciplined files complaint of her own

11/29/2016

Sometimes, an employee facing discipline will fight back with allegations of her own. Handle those allegations separately from any pending disciplinary action, and be sure to carefully document each step of both processes.

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.

Keep a civil workplace: 7 tips

09/08/2016

When managers treat employees professionally and with courtesy, bullying will never become an issue. Here are seven do’s and don’ts.

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.