Employee Discharge and Documentation: Using Documentation to Control the Employment Relationship

Instructor: Kelly Rietow
Product ID: 703745
  • Duration: 60 Min

recorded version

1x Person - Unlimited viewing for 6 Months
(For multiple locations contact Customer Care)
Recorded Link and Ref. material will be available in My CO Section

Training CD

One CD is for usage in one location only.
(For multiple locations contact Customer Care)
CD and Ref. material will be shipped within 15 business days

Customer Care

Fax: +1-650-963-2556


Read Frequently Asked Questions

This webinar will provide participants with the tools and processes to establish clear expectations and manage employee performance.

Course "Employee Discharge and Documentation: Using Documentation to Control the Employment Relationship" has been pre-approved by HRCI as eligible for 1 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Coming to the realization that an employee is not a good fit for your organization, or is not capable of performing the job up to par, is a difficult, confusing and, often, lengthy process. Being supportive about establishing and enforcing clear expectations of performance is challenging and uncomfortable for most supervisors. When done poorly, performance management and terminations can result in discrimination allegations, wrongful discharge claims, and an overall disruption in the workplace. In this course, attendees will learn better ways to set expectations, manage employees, and when needed, manage people out of the organization.

The primary areas that will be addressed in this webinar are:

  • Setting clear expectations for employees
  • Addressing and documenting performance deficiencies
  • Follow through conversations and documentation
  • The decision to terminate
  • The termination meeting

Areas Covered in the Webinar:

Learn the three pillars of effective discipline and discharge:

  • Set Clear Expectations
    • Job Descriptions
    • Daily Accountability
    • Performance Measures
    • Behavioral and Cultural Expectations
  • Address and Document Deficiencies
    • Conversations for Action
    • Progressive Discipline Process
    • Counseling and Warning Reports
    • Performance Improvement Plans
  • Follow Through
    • Employee and Manager Accountability
    • Consistency Across Employees
    • Documenting Check Ins
    • Evaluate Progress and Improvement

    If termination is required, be prepared and respectful:

  • Documentation Review
  • Risk Analysis
  • Legal Issues
  • Exit Considerations
  • Separation Agreements
  • Termination Checklist
  • Conducting the Termination Meeting

Who Will Benefit:

  • Business owners
  • Managers
  • Supervisors
  • HR staff
  • Consultants

Instructor Profile:

Kelly Rietow, PHR, PMP, MBA, has more than 20 years’ broad-based expertise in human resources, organizational development, facilitation and leadership. She has worked with both global, public organizations and small, privately held organizations. She has a particular passion for optimizing the performance of organizations experiencing growing pains. A two-time recipient of the Employers Association Best Practices Award, Ms. Rietow earned her MBA from the University of St. Thomas, the Professional in Human Resources (PHR) certification through the Society for Human Resource Management and the Project Management Professional (PMP) certification through the Project Management Institute.

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