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Employee Relations

Track when you first considered discipline

02/04/2020
Employees who suspect they are facing a disciplinary action such as termination may think complaining about discrimination or taking protected leave will insulate them from negative consequences. But smart employers start documenting poor performance early on, as well as their preliminary decisions to consider discipline.

Thoroughly document poor performance

01/28/2020
Carefully document everything you do as soon as you start disciplining an employee for poor performance. You may need those records later if the employee claims some kind of discrimination.

Fewer than half have option to work remotely

01/28/2020
Before embracing remote work as an option in your organization, know what you’re getting into. You’ll need to manage three kinds of telecommuting risks: workplace safety, time tracking and compliance with local laws.

Retain all documentation related to discipline

01/28/2020
Require supervisors and managers to preserve all evidence involving recommended discipline. That includes things like video recordings.

Tailor your engagement strategy to each generation

01/23/2020
Employers are wisely shifting their priorities and resources to improving engagement. However, most organizations fail to take generational differences into account.

…A worker falls into a prolonged funk

01/22/2020
For whatever reason, employees sometimes fall into a disgruntled funk. If the mood persists, it’s time for the talk. Here are four steps to take.

Document poor performance, reasons for discipline

01/17/2020
Always document how employees perform and how you handle discipline. If an employee isn’t doing her job to your expectations, create detailed notes describing exactly what she’s doing wrong.

Employer doesn’t have to prove poor performance

01/17/2020
When it comes to whether an em­­ployee is meeting employer expectations, courts almost never look closely at the specifics of that performance. If the employer honestly believes the worker isn’t doing her job, the court won’t second guess.

Document poor performance as it happens

01/14/2020
It’s essential for supervisors to document poor performance at the time it happens. Don’t wait until you’re ready to terminate a worker to start building a paper trail. You won’t get away with it in court.

Determining staff workload

01/10/2020
What’s a reasonable workload for a given position? Your employee should be able to maintain high-quality work, produce the necessary output, and be challenged but not overly stressed. Consider these factors.