Documenting Employee Issues

in Employee

Documenting Employee Problems

Although most employers take great pains to provide a safe, healthy, and professional workplace for all employees, problems and disputes are bound to arise. Problems in the workplace may stem from disputes between employees, between employees and supervisors, and complaints by the employee about company practices and procedures.

When it comes to employee issues and complaints, it is important for managers and supervisors to thoroughly document and track any problems that arise through the course of the employee's term with the company. In the event of an employment lawsuit, employers who have accurate documentation of incidents, progress reports, and attendance records are often able to build a strong case to justify any actions that may be questioned by the court.

If an employee is fired for repeatedly missing work, failing to perform up to required standards of the job, or continuously causing unnecessary problems in the workplace, such incidents should be recorded by the employer. If such actions are not on record, it may be hard for the company to justify the person's firing if called into question.

If a person loses their job due to discrimination, unfair practices, or illegal means, he or she may be able to pursue legal action against their former employer. Likewise, persons currently employed by a company may pursue legal action if they experience harassment or are made to feel uncomfortable or unwelcome in the workplace. In addition, it is against the law to punish an employee for "whistle-blowing" or exposing illegal practices performed by their employer.

Supervisors often are required to keep records of employee performance reviews, time sheets, and any disciplinary action that may have been taken in the past. Such records are often important when it comes to legal disputes, and if the employer cannot justify the person's firing, there may be legal ramifications.

It may seem like common sense, but it is important to make sure that no employee feels threatened in the workplace or feels like they have been discriminated against. Supervisors and managers should provide an "open door" policy to workers to allow them to voice concerns and complaints without fear of retribution from higher-ups or their peers.

If you would like to know more about employment law and lawsuits, visit the website of the San Antonio employment lawyers of Melton & Kumler, LLP.

Author Box
Joseph Devine has 1 articles online

Joseph Devine

Add New Comment

Documenting Employee Issues

Log in or Create Account to post a comment.
     
*
*
Security Code: Captcha Image Change Image
This article was published on 2010/03/27