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Nonetheless, a year after her termination, Melissa files a lawsuit against Ozimek and Sons and Michael Jones claiming that she was wrongfully terminated due to her age and gender. As a result, the Company must defend this lawsuit by convincing the judge or jury that Melissa was terminated lawfully i. Scenario A — No documentation. Take a moment, pause from reading, and think about what you personally did and every meeting you had on Wednesday, April 01, Grab a piece of paper and write down the details of all of the meetings and conversations you had on that day you can look at your outlook calendar, or any emails you have readily accessible.

Think about all the people who walked into your office… the phone calls you had and with whom; who did you see and what did you talk about? If you cannot remember the details of a meeting you had less than two months ago, how would you possibly remember two years later when you are deposed on in a witness chair at court? Furthermore, the other party in the conversation will most certainly have a different recollection of it. When you speak with the same person multiple times in a week, it is even more difficult to distinguish between what you said during the first conversation versus the second conversation.

This is why documentation is so important. Ozimek and Sons can state that they had a conversation with Melissa about her behavior and performance, and a judge or jury may believe them. Documentation is also important to combat the common accusation that the employer is just making up lawful post-termination justifications for terminating employment.

The plaintiff the former employee suing for wrongful termination will allege that the reasons the company is citing for their termination were thought of after the termination took place, and only because that company is now being sued. Option B — With Documentation.

Consider the same lawsuit, imagine instead that Ozimek and Sons kept detailed records. Ozimek and Sons has records of a meeting that occurred on February 15, at 2: Then on March 20, at Finally on April 01, it was discovered that Melissa missed another meeting with a client because she was late. Later that afternoon at 3: Without the documentation it is likely that months or years later the February, March, and April conversations would be merged together and the details or each might not be remembered.

Documentation prevents that and in the event of a lawsuit covers and protects the company. Funny monkey on your phone! Fruit Cocktail Spider-apps 1. We want to bring into your life a holiday. Slots - Huuuge Casino: The volcano of passion - and you catch the tail of luck! Win, Win and Big Win! Try your lucky, play these beautiful slots machines! In search of ancient books. Gaminator - Free Casino Slots Funstage 1.

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What they fail to consider is that even in an at-will state, employers can not violate federal and state employment laws. Thus, for example, employers cannot terminate an employer because of their race, age or gender. While there is no legal requirement for an employer to document behavior or performance issues about an employee prior to termination, employers should still make a record of employee behavior and performance for the purpose of being prepared in the event of legal action by an employee against the employer.

While very few cases get litigated, an employer has no idea which cases will or will not go to court. Therefore if an employer takes the position that every case will get litigated and prepares him or herself accordingly their exposure to risk will decrease.

To understand why documenting performance and behavior is so important even though it is not required, consider the following example.. Melissa Lloyd-Billy is a 50 year old female employee of Ozimek and Sons, a medical consulting firm. After two years of employment, Melissa is terminated by her manager Michael Jones for showing up late regularly and because she had a poor sales record. Nonetheless, a year after her termination, Melissa files a lawsuit against Ozimek and Sons and Michael Jones claiming that she was wrongfully terminated due to her age and gender.

As a result, the Company must defend this lawsuit by convincing the judge or jury that Melissa was terminated lawfully i. Scenario A — No documentation.

Take a moment, pause from reading, and think about what you personally did and every meeting you had on Wednesday, April 01, Grab a piece of paper and write down the details of all of the meetings and conversations you had on that day you can look at your outlook calendar, or any emails you have readily accessible.

Think about all the people who walked into your office… the phone calls you had and with whom; who did you see and what did you talk about?

If you cannot remember the details of a meeting you had less than two months ago, how would you possibly remember two years later when you are deposed on in a witness chair at court?

Furthermore, the other party in the conversation will most certainly have a different recollection of it. When you speak with the same person multiple times in a week, it is even more difficult to distinguish between what you said during the first conversation versus the second conversation. This is why documentation is so important. Ozimek and Sons can state that they had a conversation with Melissa about her behavior and performance, and a judge or jury may believe them.

Documentation is also important to combat the common accusation that the employer is just making up lawful post-termination justifications for terminating employment. The plaintiff the former employee suing for wrongful termination will allege that the reasons the company is citing for their termination were thought of after the termination took place, and only because that company is now being sued.

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Thus, for example, employers cannot terminate an employer because of their race, age or gender. While there is no legal requirement for an employer to document behavior or performance issues about an employee prior to termination, employers should still make a record of employee behavior and performance for the purpose of being prepared in the event of legal action by an employee against the employer.

While very few cases get litigated, an employer has no idea which cases will or will not go to court. Therefore if an employer takes the position that every case will get litigated and prepares him or herself accordingly their exposure to risk will decrease. To understand why documenting performance and behavior is so important even though it is not required, consider the following example..

Melissa Lloyd-Billy is a 50 year old female employee of Ozimek and Sons, a medical consulting firm. After two years of employment, Melissa is terminated by her manager Michael Jones for showing up late regularly and because she had a poor sales record. Nonetheless, a year after her termination, Melissa files a lawsuit against Ozimek and Sons and Michael Jones claiming that she was wrongfully terminated due to her age and gender. As a result, the Company must defend this lawsuit by convincing the judge or jury that Melissa was terminated lawfully i.

Scenario A — No documentation. Take a moment, pause from reading, and think about what you personally did and every meeting you had on Wednesday, April 01, Grab a piece of paper and write down the details of all of the meetings and conversations you had on that day you can look at your outlook calendar, or any emails you have readily accessible. Think about all the people who walked into your office… the phone calls you had and with whom; who did you see and what did you talk about?

If you cannot remember the details of a meeting you had less than two months ago, how would you possibly remember two years later when you are deposed on in a witness chair at court? Furthermore, the other party in the conversation will most certainly have a different recollection of it. When you speak with the same person multiple times in a week, it is even more difficult to distinguish between what you said during the first conversation versus the second conversation.

This is why documentation is so important. Ozimek and Sons can state that they had a conversation with Melissa about her behavior and performance, and a judge or jury may believe them. Documentation is also important to combat the common accusation that the employer is just making up lawful post-termination justifications for terminating employment. The plaintiff the former employee suing for wrongful termination will allege that the reasons the company is citing for their termination were thought of after the termination took place, and only because that company is now being sued.

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