Discipline / Investigations

Which word doesn’t belong when disciplining a pregnant employee? That’s right: pregnant!

11/18/2019

A little bit of caution goes a long way toward limiting charges of pregnancy-bias discrimination.

Suspect employee theft? Skip the lie-detector test

11/14/2019

Federal law says most employers cannot require employees to take polygraphs.

‘Interrogate’ without triggering legal liability

09/19/2019

Aggressively questioning an employee suspected of stealing from your workplace can be a flash point for a lawsuit. If you are part of the investigation, follow these guidelines when interviewing suspects.

Track every disciplinary action in detail

08/14/2019

Document all the details when you discipline or terminate. That way, you can review past discipline and compare it with currently proposed action. Similar conduct should result in similar punishment.

3 cardinal rules of documentation

08/09/2019

Strong documentation systems must be built on three basic principles.

It was just a meeting, not false imprisonment

08/02/2019

An employee whose supervisor ordered her to take a seat in a conference room has lost her request for a trial on charges of false imprisonment.

How to document employee infractions: 4 ‘musts’ to include

07/27/2019

In his recent Business Management Daily webinar, Documenting Employee Performance, author and HR executive Paul Falcone explained how much (and what kind) of details should be included when documenting employee performance and behavior problems.

Document problems that justify discipline

07/18/2019

Some employees are more difficult to manage than others. Be sure to document exactly what errors the employee makes and the rules he breaks. Then discipline strictly by the rules.

Keep all drafts of disciplinary documents

07/17/2019

Sometimes, a performance appraisal or disciplinary report will go through several drafts. It’s a good idea to keep every one of those preliminary versions. If you are sued, you may be glad you retained the draft versions.

Same broken rule, different discipline: Show why you punished one more harshly

06/28/2019

Courts like to see employers equally treat workers who break the same rules. That doesn’t mean employers have no wiggle room. The key is to document why one worker deserves a different punishment than another for breaking the same rule.