Most managers and supervisors don’t want to have to write employees up, so they usually only do this when the situation is serious. It’s critical that employers ensure all employee write-ups are handled properly so they can protect the employer if the employee takes legal action because of disciplinary measures they’re facing.
One of the most important things that a write up can do is to establish a clear record of the employee’s performance. It can show what issues the employee has been warned about. These may include policy violations, repeat tardiness and insubordination. Write-ups can show the employer warned the employee of the issues and gave them a chance to correct the problem.
The Paper trail can provide critical insight
The paper trail that’s established with write-ups can back up an employer’s claim that they treated the employee in the same manner as they would treat any employee who had the same infractions. This can show that the termination wasn’t wrongful or impulsive.
Write-ups that provide documented progression, such as verbal warnings followed by written warnings, then termination, could be critical in a wrongful termination case. It can also be helpful if there are claims of retaliation because it ties infractions to consequences.
It may behoove employers to set clear guidelines for how write-ups are handled. This ensures that everyone is on the same page with how employee disciplinary measures are being implemented. Having guidance throughout the process can help to provide protection for the employer.