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Ironclad Employment Documentation: How to Legally Support Your Actions and Minimize Risks - On-Demand

Ironclad Employment Documentation: How to Legally Support Your Actions and Minimize Risks - On-Demand

Product Code: YEWA052517D

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Ironclad Employment Documentation: How to Legally Support Your Actions and Minimize Risks - On-Demand

Webinar is now available on-demand.


WEBINAR SNAPSHOT: Learn how to practice defensible and legal employment documentation and avoid employment lawsuits.



You fire an employee for poor performance. He says the termination was in retaliation for filing a race discrimination claim against the company. Will you have the employment documentation to back up your decision and avoid a costly lawsuit?

Whether it’s a discrimination case, a retaliation claim, or both, the story is the same. It’s your word against the word of the employee—unless you have solid employment documentation to support the reasons for your decision. The Equal Employment Opportunity Commission, a judge, or the jury will want to examine your records of the steps and actions that led to the firing, discipline, or other adverse employment action.

Even if you have written documentation, it may not help if it hints at subjectivity or makes you seem unreasonable. While it’s always important to show what you did, it’s even more important that you be able to prove why you did it.

Here’s where good documentation comes in. But, what makes it work? What should you include in any write-up and what should you never say?

Learn more with this on-demand webinar, when Susan Fentin, a skilled employment attorney, will teach you practical tips on how to create written employment documentation for performance, conduct, and disciplinary issues in a way that’s objective and, most importantly, legally defensible.

You’ll learn how to: 

  • Master the toughest aspects of employment documentation 
  • Address performance and conduct-based issues with actionable language that focuses on the behavior, not the person 
  • Include the right amount of detail in describing the employee’s actions 
  • Follow-up with the employee to evaluate whether necessary progress has been made 
  • Plan the next steps if the employment issue isn’t improving, and how to document your decisions 
  • And much more!

About Your Presenter:

Susan FentionSusan Fentin, Esq. 
Partner 
Skoler, Abbott, & Presser, P.C.

Susan Fentin joined Skoler, Abbott, & Presser in 1999 after practicing for several years with the Labor and Employment department of a large Hartford, Connecticut law firm. She was made a partner at Skoler, Abbott & Presser, P.C., in 2004. Prior to attending law school, Ms. Fentin had a long career in advertising and marketing. As a former business owner herself, she has unique insight into the employment problems faced by business owners. Ms. Fentin has been recognized as a Super Lawyer since 2008, and since 2010, she has been named one of the top labor and employment attorneys in Massachusetts by the prestigious Chambers and Partners rating organization. In 2015, she was honored as one of the Top 50 Women Attorneys in Massachusetts. 

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