Overview of the webinar

Where employee discipline is concerned, the best way to “snatch defeat from the jaws of victory” is to drop the ball with your documentation.  There are many reasons why supervisors, managers, HR professionals, and sometimes even legal counsel, fumble this crucial requirement.  Hopefully, the reason never is that no justifiable basis for the discipline or discharge exists, or the reason is discriminatory.  Assuming that your organization never disciplines or discharges for a forbidden reason, the documentation shortfall may occur because the decision makers are over-worked or distracted; the discharge occurred in the heat of crisis conditions; poor communication occurred between the supervisor and HR or Legal and the documentation dropped through the cracks; or the responsible company officials were poorly trained.  None of these reasons is an acceptable excuse for poor documentation.  When the court summons or agency complaint hits your desk, you want to be able to reach for a file that fully supports your side of the story in mounting a robust defense.