AS A PROMINENT LABOR ATTORNEY once told me, no documentation is sometimes better than poor documentation. His point: poorly worded discussions can get you in trouble. Even if you verbally discuss the issue in clear detail, serious problems can develop if the employee takes legal action and your record of that discussion is vague, incomplete, or worse—contains erroneous information or harmful statements. The approach in this chapter therefore emphasizes the language and content of documentation as well as the format.
Specifically, we will take a close look at:
• Your primary goal in documenting discipline
• Document validation ...