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

By Paul Falcone

There is not any escaping challenge staff. yet with one hundred and one prewritten disciplinary write-ups at a manager's fingertips, there's a approach to break out the complications, nervousness, and strength criminal difficulty of functionality evaluation or counseling periods. thoroughly up to date and masking the most recent advancements in employment legislations, the second one version of "101 pattern Write-Ups for Documenting worker functionality difficulties" explains the disciplinary approach from commencing to finish and gives ready-to-use version records in print and on disk that do away with the tension and second-guessing approximately what to do and say. Expertly written, the write-ups hide all kinds of challenge substandard paintings caliber, absenteeism, insubordination, electronic mail misuse, sexual harassment, drug or alcohol abuse, and extra. Readers also will locate new details on laying the floor paintings for a tidy dismissal; tying revolutionary self-discipline to annual functionality stories; officially addressing intermittent FMLA abuse; how one can steer clear of drafting documentation that may later be used opposed to their corporation; and masses extra. there's probably not more dreaded managerial job than speaking with an worker a couple of disciplinary challenge, yet this distinctive consultant is helping managers deal with any state of affairs particularly, constructively, and, most significantly legally.

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

Example text

You will also be less likely to jump to conclusions in the absence of facts. You will consequently establish better rapport with your coworkers and learn to address smaller issues before they become larger problems. In addition, by maintaining a work space that is free from clutter, you will gain a better sense of your priorities and manage your time more effectively. In addition, by confronting performance and conduct problems early on while they’re still small challenges, you’ll minimize the chance that they will become major impediments in your working relationship with your subordinates.

Unpaid Suspension Suspensions without pay, our fourth last-step option, are recommended only in cases involving willful misconduct or actions with malicious intent. In practice, disciplinary suspension is usually used to punish the employee for seriously unacceptable behavior. By “hitting him in the pocketbook,” so to speak, the message is more pointedly brought home that the employee has committed a serious violation that, because of mitigating circumstances, is not currently leading to immediate discharge.

Disciplinary write-ups alone won’t tell the whole story. When a long-term employee suddenly spirals downward in performance, you may want to issue an interim performance evaluation to break the chain of previous positive evaluations. If there is inconsistency between an employee’s annual performance evaluations and progressive disciplinary notices, the ambiguity may be interpreted against your company when you try to support your decision to terminate. You normally won’t have to perform an interim evaluation unless you are dealing with a more senior employee with a positive history of performance evaluations whose performance has recently nose-dived.

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