After you've investigated the situations and spoken with the employee, you need to document the entire process starting with the complaint or incident and ending with the final resolution or action taken.  Whether you are coaching an employee for a performance problem or disciplining an employee for improper conduct, you must document your reasons for discipline, any fact-finding that you do, and the actions that you take.  There are a few compelling reasons for keeping good documentation:

• Documentation is critical when you need to substantiate your actions to others. In the […]

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