How to Produce High Quality, Defensible Employment Documentation

Duration: 60 Minutes
Employers have many obligations to their employees today and management techniques do not always have an answer for the challenges managers and HR face. Efforts by employers to manage, even intervene and problem solve often become convoluted. Therefore, documentation might be the only factor that shows an employer in good faith tried to live up to all their legal obligations to their employees and in the case of complaints was a fair, non-discriminatory employer.
Best practices for Documenting
Instructor: Teri Morning
Product ID: 509716
Wherever there are people, there are problems, and those problems often turn into compliance issues. Consequently, everyone: trainer, advisor, user and reviewer of records need to be trained in the best (and worst) practices of documentation so they know how to document, when, what, how, and why to document, and just as importantly, how to not document.

This webinar will cover in detail how to produce high quality documentation and what not to do in terms of documentary practices in regards to timing, content and purpose. This webinar will include examples of documentation both quality and not. Just as importantly, this webinar will also cover how to persuade your managers to view documentation as just as important for them, as it is to the company.

Objectives of the Presentation
  • The elements of defensible documentation
  • The elements of documentation that works against the employer
  • What to document
  • How to document
  • When to document
  • What you don't need to document
  • Understanding the crucial elements of timing, purpose and content. How they work in conjunction (or not.)
  • Retaliation - how your records often demonstrate that it occurred - even if it did not
  • How to get your managers to want to document rather than trying to force them to document
  • Examples of good documentation
  • Examples of bad documentation
  • Problematic documentation in regards to hiring, performance, training, safety, and investigations
Why Should you Attend
What an employer does document, what it does not document and the manner of use of the documentation are critical elements in determining whether their records show compliance with the law(s) or not.

HR is the advisor and trainer to documentary practices. HR cannot manage every employee in an organization. Supervisors manage employees and are the persons who take (or not) HR's advice and training efforts and then choose to document properly (or not) on behalf of the organization.

Forcing managers to document rarely results in good quality documentation but instead often produces incomplete, illogical, and inconsistent documentation. Incomplete, illogical, and inconsistent documentation gives adversaries excellent tools to use against an employer.

Training Managers and Supervisors why it's important to document and how to do so properly results in documentation that helps demonstrate your company is meeting is obligations to employees.

Who will Benefit
  • HR Generalists
  • HR Managers
  • Managers
  • Plant Managers
  • Branch Managers
  • Store Managers
  • Management
  • Business Owners
  • Department Managers
  • Employee Relations Personnel
Topic Background
Human Resource is infamous for repeating three words, "document, document, document." There is no doubt documentation is crucial. However, what you document and how you document is critical if faced with a legal challenge. When challenged with a lawsuit, what the employer documented, and how it was documented will be either your defense - or that which helps the other side to win.

The purpose of employers keeping documentary records is to show they comply with applicable laws. However, records often as not, do just the opposite. Because any documentation is certainly not necessarily quality documentation. Instead, documentation can often be in reference to or appear, as a fact that serves as proof an employer did not follow the law. Such supposedly defensible documentation instead appears (or shows) that the employer acted improperly in any of a myriad of situations.
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  • Please let us know your thoughts and views at the end of the webinar, your valuable feedback will help us improve
Recorded Session - How it works
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  • Upon purchase of the recorded session a link will be updated on your OCP Account within 24 hours
  • Please click on the link to access the Recorded Session
  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account after 48 hours of the product Purchase
  • Please share your valuable Feedback at the end of the session
Instructor Profile:
Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com
Teri Morning, MBA, MS, specializes in solving company "people problems." She provides HR department expertise to small and mid sized companies.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

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