|Some employees engage in conduct or performance that, in isolation, may not warrant immediate termination, but his or her marginal performance leads to morale problems for others and often consumes an inordinate amount of the manager's time in managing workplace conflicts, poor quality of work, and complaints from co-workers to outside customers.
Yet managing employees that perform on a marginal level is one of the most challenging - if not dreaded - experiences for a manager.
In this informative audio conference, you will learn how to utilize proven methods to motivate the marginal employee or - to prepare the paper trail for a bullet-proof termination that can withstand claims of discrimination, disparate treatment, or harassment.
- The signs of the marginal employee - and how it affects the workplace
- The potential liability the marginal employee poses in the workforce
- How to set objective performance measures for a marginal employee
- Encourage accountability for the marginal employee
- How to engage in progressive discipline in order to withstand attacks of discrimination or harassment
- How to properly set up good documentation to prepare for a termination
- When to terminate a marginal employee
About Your Presenter:
Kristine Kwong is a partner with the Musick, Peeler &Garrett law firm. Her practice focuses on labor and employment law. Ms. Kwong is a prolific and sought-after trainer. She regularly produces and presents training programs for employers on the issues of employment law, particularly in the area of government-mandated programs.
Ms. Kwong advises and counsels clients on a wide range of business and employment issues, including wage and hour matters, non-compete and restrictive covenant agreements, executive compensation packages, the full range of disciplinary matters, discrimination, harassment and leaves of absences, including the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), the Americans With Disabilities Act of 1990 (ADA), and the California Fair Employment and Housing Act (FEHA).
Ms. Kwong's practice also includes the drafting and updating of handbooks, policy manuals, codes of conduct, restrictive covenants, trade secret agreements and severance packages.
This program has been approved for 1.5 re-certification credit hours for HRCI's PHR and SPHR designations through the HR Certification Institute. For more information about certification or re-certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for re-certification credit.
SHRM Professional Development Credits
This program is valid for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP designations. For more information about certification or re-certification, please visit www.shrmcertification.org.