This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form.
"For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval."
Training Doyens is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
Employers have many obligations to their employees today and management techniques do not always have an answer for the challenges managers and HR face. Efforts by employers to manage, even intervene and problem solve often become convoluted. Therefore, documentation might be the only factor that shows an employer in good faith tried to live up to all their legal obligations to their employees and in the case of complaints was a fair, non-discriminatory employer.
Wherever there are people, there are problems, and those problems often turn into HR compliance issues. Consequently, everyone: trainer, advisor, user and reviewer of records need to be trained in the best practices for documenting so they know how to document, when, what, how, and why to document, and just as importantly, how to not document.
What an employer does document, what it does not document and the manner of use of the documentation are critical elements in determining whether their records show compliance with the law(s) - or not.
HR is the advisor and trainer to documentary practices. HR cannot manage every employee in an organization. Supervisors manage employees and are the persons who take (or not) HR’s advice and training efforts and then choose to document properly (or not) on behalf of the organization.
Forcing managers to document rarely results in good quality documentation but instead often produces incomplete, illogical, and inconsistent documentation. Incomplete, illogical, and inconsistent documentation gives adversaries excellent tools to use against an employer.
Training Managers and Supervisors why it’s important to document and how to do so properly results in documentation that helps demonstrate your company is meeting is obligations to employees.
• The elements of defensible documentation
• The elements of employment documentation that works against the employer
• What to document
• How to document
• When to document
• What you don’t need to document
• Understanding the crucial elements of timing, purpose and content. How they work in conjunction (or not.)
• Retaliation – how your records often demonstrate that it occurred – even if it did not.
• How to get your managers to want to document rather than trying to force them to document.
• Examples of good documentation.
• Examples of bad documentation.
• Problematic documentation in regards to hiring, performance, training, safety, and investigations.
Human Resources is infamous for repeating three words, “document, document, document.” There is no doubt documentation is crucial. However, what you document and how you document is critical if faced with a legal challenge. When challenged with a lawsuit, what the employer documented, and how it was documented will be eitheryour defense – or that which helps the other side to win.
The purpose of employers keeping documentary records is to show they comply with applicable laws. However, records often as not, do just the opposite. Because any documentation is certainly not necessarily quality documentation. Instead, employment documentation can often be in reference to or appear, as a fact that serves as proof an employer did not follow the law. Such supposedly defensible documentation instead appears (or shows) that the employer acted improperly in any of a myriad of situations.
This webinar will cover in detail how to produce high quality documentation and what not to do in terms of documentary practices in regards to timing, content and purpose. This webinar will include examples of documentation both quality and not. Just as importantly, this webinar will also cover how to persuade your managers to view documentation as just as important for them, as it is to the company.
• HR Generalists
• HR Managers
• Plant Managers
• Branch Managers
• Store Managers
• Business Owners
• Department Managers
• Employee Relations Personnel
• Safety Personnel
Years of Experience: 20+ years
Areas of Expertise: Human Resource Development, Performance Management, and Conflict Management
Teri Morning, MBA, MS, SHRM-SCP, is President of Hindsight Human Resources, LLC. and specializes in solving company “people problems.”
Teri also sources software solutions for compensation and performance management.
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
Teri was certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.View all trainings by this speaker