The Importance Of Documentation For Managers
Are You Using Relevant Language and Methods to Support the Documentation?
![](https://www.hrcomplianceinfo.com/wp-content/uploads/2022/02/Gerry-McLaughlin-1.jpg)
Instructor :
Gerry Mclaughlin
Webinar ID:
4139
Date: 12 August 22, FRI
Start Time: 10 am PT
Duration: 90 Mins
What you will learn
- 5 W’s of Documentation and KeyFormats of Documentation
- Exclude Emotions and opinions from your Documentation
- Effective Documentation of Verbal discussion(s), Suspension(s) and Final warnings leading to termination
- 5 W’s of Documentation and KeyFormats of Documentation
- Exclude Emotions and opinions from your Documentation
- Effective Documentation of Verbal discussion(s), Suspension(s) and Final warnings leading to termination
- How Documentation impacts the Just Cause Standard
- Alternative methods and legal challenges to Documentation
- Documentation and the Employee’s Right to Due Process
- The Importance of Consistent treatment and Documentation
Course Description
It is important for Managers and Supervisors to understand:
- The Importance of Documentation regarded their represented employees.
- The Impact and depth that Documentation has on multiple areas of the workplace and operation of the business. One Key area of impact is the Just Cause Standard and how the failure to properly Document will result in the costly loss of Grievances and Arbitration cases.
- How Documentation impacts an Employees’s Right of Due Process in the day to day operation of your business.
- Failure to properly Document impacts the Disciplinary process clearly in the area of consistent treatment of employees. (Example: Billy, our best Employee punched his boss, normally that’s Termination but we want to issue a Written warning!)
Documentation is impacted by your Supervisors and Managers Past Practice in the Workplace. (Example: Smoking used to be a Verbal Discussion to File, yesterday we Suspended two employees for Smoking in non designated areas!)
This Workshop will address those main areas and much more to ensure that all members of the management team understand
- The proper methods, the reasoning for Documentation
- The results that can be achieved in the Workplace
- As well as the costly errors that can be avoided.
Join us now!
It is important for Managers and Supervisors to understand:
- The Importance of Documentation regarded their represented employees.
- The Impact and depth that Documentation has on multiple areas of the workplace and operation of the business. One Key area of impact is the Just Cause Standard and how the failure to properly Document will result in the costly loss of Grievances and Arbitration cases.
- How Documentation impacts an Employees’s Right of Due Process in the day to day operation of your business.
- Failure to properly Document impacts the Disciplinary process clearly in the area of consistent treatment of employees. (Example: Billy, our best Employee punched his boss, normally that’s Termination but we want to issue a Written warning!)
Documentation is impacted by your Supervisors and Managers Past Practice in the Workplace. (Example: Smoking used to be a Verbal Discussion to File, yesterday we Suspended two employees for Smoking in non designated areas!)
This Workshop will address those main areas and much more to ensure that all members of the management team understand
- The proper methods, the reasoning for Documentation
- The results that can be achieved in the Workplace
- As well as the costly errors that can be avoided.
Join us now!
Why you should attend
The overriding Goal is DOCUMENT for the continued success of your business NOT to make costly payments to Arbitrators, back pay to Employees, fees or fines to state or federal agencies, as well as Discriminatory agencies and private lawsuits.
We will discuss the” 5 W’s of Documentation.
- WHO WE DOCUMENT
- WHAT WE DOCUMENT,
- WHEN WE DOCUMENT
- WHERE WE DOCUMENT
- WHY WE DOCUMENT.
A discussion will held covering the Impact of Documentation on Just Cause Standard and how to ensure proper treatment
There are numerous styles of Documentation (The styles of Documentation are listed in order of preference from top to bottom):
- Verbatim or “word for word”
- Narrative or “create the story”
- Outline format as an overview,
- a fact listing, absent emotions/opinions.
In this interactive webinar, we will discuss:
- The formats of Documentation
- Including the usage of key language to support the Documentation
- What form does Documentation take and Where is it filed?
- What can the Union have access to during their Grievance investigation or their Attorney in a Discovery process?
- Disciplinary process which may consist of Verbal discussion(s), written letters and Suspension(s) and Final warnings leading to termination.
- The appropriate language need to be utilized to effectively create any “verbal discussion” or discipline.
NOTE: Solely mentioning that an employee is “going down the wrong road” doesn’t meet the intent of a documented verbal discussion. Verbal discussions need notify the Employee of his/her violation, what will happen in the immediate future should they fail to maintain satisfactory performance.
A verbal discussion absent these above factors is NOT a Verbal discussion.
We will outline the proper content of Documentation, mention of only relevant facts:
- All too often Supervisors and managers want to indicate the color of an employee’s shirt, pants or sunglasses! NOT RELEVANT! Or they want to indicate their Knowledge WHY the employee did it! Again Not relevant, exclude Emotions and opinions!
2 key areas of discussion will be :
- What does Documentation from a grievance look like? The Union is NOT entitled to any documentation before, during or after an Investigatory Interview, only leading up to or at the Grievance meeting.
- Can we ever “combine “ Discipline together? What is a Past Practice? How do I change a Past Practice?
Join us to learn more…
The overriding Goal is DOCUMENT for the continued success of your business NOT to make costly payments to Arbitrators, back pay to Employees, fees or fines to state or federal agencies, as well as Discriminatory agencies and private lawsuits.
We will discuss the” 5 W’s of Documentation.
- WHO WE DOCUMENT
- WHAT WE DOCUMENT,
- WHEN WE DOCUMENT
- WHERE WE DOCUMENT
- WHY WE DOCUMENT.
A discussion will held covering the Impact of Documentation on Just Cause Standard and how to ensure proper treatment
There are numerous styles of Documentation (The styles of Documentation are listed in order of preference from top to bottom):
- Verbatim or “word for word”
- Narrative or “create the story”
- Outline format as an overview,
- a fact listing, absent emotions/opinions.
In this interactive webinar, we will discuss:
- The formats of Documentation
- Including the usage of key language to support the Documentation
- What form does Documentation take and Where is it filed?
- What can the Union have access to during their Grievance investigation or their Attorney in a Discovery process?
- Disciplinary process which may consist of Verbal discussion(s), written letters and Suspension(s) and Final warnings leading to termination.
- The appropriate language need to be utilized to effectively create any “verbal discussion” or discipline.
NOTE: Solely mentioning that an employee is “going down the wrong road” doesn’t meet the intent of a documented verbal discussion. Verbal discussions need notify the Employee of his/her violation, what will happen in the immediate future should they fail to maintain satisfactory performance.
A verbal discussion absent these above factors is NOT a Verbal discussion.
We will outline the proper content of Documentation, mention of only relevant facts:
- All too often Supervisors and managers want to indicate the color of an employee’s shirt, pants or sunglasses! NOT RELEVANT! Or they want to indicate their Knowledge WHY the employee did it! Again Not relevant, exclude Emotions and opinions!
2 key areas of discussion will be :
- What does Documentation from a grievance look like? The Union is NOT entitled to any documentation before, during or after an Investigatory Interview, only leading up to or at the Grievance meeting.
- Can we ever “combine “ Discipline together? What is a Past Practice? How do I change a Past Practice?
Join us to learn more…
Areas Covered
- History Of Documentation
- 5 W’s of Documentation and KeyFormats of Documentation
- Effective Documentation of Verbal discussion(s), Suspension(s) and Final warnings leading to termination
- How Documentation impacts the Just Cause Standard
- Alternative methods and legal challenges to Documentation
- Exclude Emotions and opinions from your Documentation
- Documentation and the Employee’s Right to Due Process
- The Importance of Consistent treatment and Documentation
- Past Practices impact Documentation
- History Of Documentation
- 5 W’s of Documentation and KeyFormats of Documentation
- Effective Documentation of Verbal discussion(s), Suspension(s) and Final warnings leading to termination
- How Documentation impacts the Just Cause Standard
- Alternative methods and legal challenges to Documentation
- Exclude Emotions and opinions from your Documentation
- Documentation and the Employee’s Right to Due Process
- The Importance of Consistent treatment and Documentation
- Past Practices impact Documentation
Who is this course for
- Managers, Supervisors
- Directors
- Human Resources and Labor Relations personnel
- Vice Presidents
- Small business owners
- Managers, Supervisors
- Directors
- Human Resources and Labor Relations personnel
- Vice Presidents
- Small business owners
Instructor Profile
Gerry McLaughlin Ms. IR, is the author of “Negotiating The Labor Agreement” His experience covers 30+ years of successfully negotiating over 500+ labor contracts in varied industries as Executive Director and Vice President for Fortune 100 Companies, and in areas, such as, but not limited to, Manufacturing, Distribution, Telecom, Retail, Healthcare, Food Services, Housekeeping & Facilities.
He has negotiated with over 20 National and Local Unions, trained 1000’s of Managers in “Managing a Union Workplace”, “Negotiating The Labor Agreement” , “Your Employees Are Organizing A Union”, Collective Bargaining as well as Union Avoidance campaigns and Employee Relations issues.
He knows and fully understands:
- How to build and maintain successful relationships with Union Leaders locally and nationally.
- Maintain and/or Develop existing Managements Rights to ensure the unfettered Right “to run your business” Ensuring successful Workplace policies.
- Develop and/or protect consistent Contract language. He consistently ensures that clients expectations are most often exceeded.