Employers have specific rules that employees are expected to follow. One course of action that the employer has when those rules are broken is writing up the employee. This provides a formal record of the issue and the rectification of the matter.
It’s critical that employers handle these write-ups in an effective manner. Employee write-ups can sometimes provide proof that a termination or other adverse employment action is warranted. The following tips may be helpful for employers who need to write up an employee.
Document completely
Employee write-ups should always be based on facts and never on assumptions. Including the applicable proof in the documentation is critical because it shows exactly what happened. On top of the information about the employee’s actions, there should be a clear plan for employee improvement. Any adverse employment actions, such as being suspended from work, should also be included in the write-up. It’s also a good
idea to include information about the next steps if the same issue occurs again.
Include the employee handbook guideline
As part of the write-up, be sure to include the actual handbook guideline that was violated. This shows that the rule that was violated is applicable to all employees, not only the one who was written up.
Protecting your company from legal claims by employees is critical. These claims can lead to lengthy battles that can be costly, which is detrimental to a new small business. Having a proper handbook and understanding applicable laws can greatly benefit companies.