This practical program, intended for HR professionals and in-house employment counsel, will discuss real-life examples of:
- How documents written to or about employees (offer letters, job descriptions, performance reviews, investigation reports, emails, texts, tweets, etc.) can be used in litigation to undermine an employer’s legitimate employment actions, and
- Best practice strategies to help make employers more careful and deliberate in their documentation of the life-span of the employment relationship.
This critcal course will also address FEHA, Title VII and FMLA issues and will cover real-life litigation disputes regarding:
- The beginning: offer letters, job descriptions and acknowledgments
- The middle: consistency in the evaluation process; care and purposefulness in email communications; “facts”, “opinions” and “conclusions” in workplace investigations
- The end: the termination process; the termination letter; and responding to administrative charges.
Product ID: 15604
Plus, you get Employee Documentation: Best Practices for Developing and Maintaining Effective Documentation Practices – a $297 value – absolutely FREE!
Jam-packed with documentation guidelines, this comprehensive, 90 page guide provides easy-to-understand guidance for:
- Creating Effective Documentation
- Documentation Required Before Employment
- Documentation Required During Employment
- Post-Employment Documentation
- Over-Documenting vs. Under-Documenting
Your guide also includes finger-tip access to 25 extra pages of sample materials and relevant policy information.
- Sample Acknowledgment Letter for Personnel File
- Sample Documentation of a Performance Review
- Sample Verbal Warning Letter
- Sample Documentation Policy for Employee Handbook
- Documentation Checklist for Managers
Discover How to Ensure Your Best Defense is a Good Documentation Offense!Order my recording now
Jacob W. Daniels
Attorney, Southern California Edison Company
Davis Wright Tremaine LLP
Emilio Gonzalez is an experienced trial attorney who has won jury verdicts on behalf of employers in state and federal courts involving civil rights, discrimination and wrongful termination claims. He provides preventive counseling on hiring and managing employees, as well as compliance with state and federal wage and hour laws, the Fair Employment and Housing Act (FEHA), the California Family Rights Act (CFRA), Title VII, the Family Medical Leave Act (FMLA), the American with Disabilities Act (ADA), and other employment laws.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.