Download PDF by Paul Falcone: 101 Sample Write-Ups for Documenting Employee Performance

By Paul Falcone

ISBN-10: 0814415466

ISBN-13: 9780814415467

There isn't any escaping challenge staff. yet with one zero one prewritten disciplinary write-ups at a manager's fingertips, there's a approach to get away the complications, anxiousness, and capability felony hassle of functionality overview or counseling classes. thoroughly up-to-date and overlaying the newest advancements in employment legislation, the second one version of "101 pattern Write-Ups for Documenting worker functionality difficulties" explains the disciplinary procedure from commencing to finish and gives ready-to-use version records in print and on disk that do away with the strain and second-guessing approximately what to do and say. Expertly written, the write-ups hide all types of challenge substandard paintings caliber, absenteeism, insubordination, email misuse, sexual harassment, drug or alcohol abuse, and extra. Readers also will locate new info on laying the floor paintings for a tidy dismissal; tying innovative self-discipline to annual functionality studies; officially addressing intermittent FMLA abuse; how you can steer clear of drafting documentation which may later be used opposed to their corporation; and masses extra. there's probably not more dreaded managerial activity than speaking with an worker a few disciplinary challenge, yet this different advisor is helping managers deal with any state of affairs relatively, constructively, and, most significantly legally.

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Additional info for 101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination, Second Edition

Example text

3) suspension/decision-making leave ? (4) final written warning ? discharge Adding that suspension or decision-making leave could change the traditional three-tier system to a four-tier system if you administer these types of disciplinary actions on their own. That would certainly weaken your ability to discharge employees for cause because you will have inadvertently created a new hoop to jump through. The purpose of these leaves, however, is not to burden you with even greater due process requirements.

Finally, understand that if you violate the terms of your own agreement, you’ll be terminating yourself. Do you have any questions about that? That signed commitment letter in the employee’s personnel file should go a long way toward getting the employee to buy into his own improvement. More important, it provides you with a powerful piece of ammunition should you later terminate the employee for cause and face an arbitrator’s challenge. Figure 2-1 provides a sample decision-making leave handout that you can give the employee as he walks out of your office and heads home to ruminate about his future with your company.

In our previous example about the supervisor who is accused of making sexual innuendoes and creating a hostile work environment, suppose that you found that certain witnesses agreed with the supervisor that no harassment occurred. Indeed, some of these witnesses 2 Some companies will only pay employees during their investigatory leave if no wrongdoing is found; otherwise, the leave is unpaid. This is a decision for you and your company to make based on employment practices as well as wage and hour laws in your state.

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101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination, Second Edition by Paul Falcone

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