When it comes to personnel issues, documentation should be your best friend. Whether it's a recurring performance problem or a single behavioral incident, proper documentation can protect your practice in the case of a dispute. You should make note of what happened, as well as the date and time (if applicable) as well as any witnesses or affected parties. If the incident leads to disciplinary action or termination, this should also be noted.
If you are unsure whether an incident should be documented, the safest approach is to make note of it just in case. To give you some guidance, here are 10 examples of employee problems which should be documented as soon as possible after they occur:
- Arriving late multiple times or without adequate explanation
- Receiving poor patient feedback
- Using personal electronic devices or taking excessive personal calls while working
- Working unapproved overtime
- Failing to complete paperwork or other projects correctly
- Sending inappropriate emails to coworkers
- Getting into an argument with a patient or coworker
- Failing to follow rules during probationary period
- Violating safety procedures
- Uses equipment without proper training or authorization
An employee who participates in any of the above activities could potentially need to be terminated. Due to this possibility, it is a good idea to protect yourself and your practice by taking note of the problem when it happens so that you can support your actions if a labor dispute were to later take place.
For more information on why documentation with your employees matter, please watch Ali's short video.