Five misunderstandings about disciplining employees

In working with employers are various sizes, backgrounds, sophistication, and industries, I’ve seen a lot of confusion and simple misunderstandings about what constitutes employee discipline and how to properly document employee performance issues or discipline.  This Friday’s Five reviews five common misunderstandings about discipline and documentation: 1. If it was not a formal write-up put in the employee’s file, then the action does not constitute disciplinary action. There is no legal definition of what constitutes a write-up.  Likewise, there is no legal requirement of what need to be placed in an employee’s personnel file.  Therefore, documentation about verbal warnings, e-mails, letters, even notes on napkins can be evidence to support an employer’s position that an employee was terminated because of performance issues.  The key item employers need to remember is if the employee challenges the reason for the…

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