Devoted to Corporate Attorneys, Corporate Lawyers, and Corporate Counsel

The following is not meant to be legal advice.

On November 10, 2007, a human resource professional specializing in employee relations spoke in San Francisco about performance management.

In performance improvement plans, the employer should be specific on what needs to be met, and that if “X” is not met, what actions occur, such as termination.  The employer may use written warnings to give a person another chance before termination.  The manager is an agent of a company.  Decisions by a manager may put a company at risk, and the manager may be personally liable.

When a victim reports a claim, the employer is not required to tell the victim what happens to the accused.  The employer can just say that the situation has been managed.  To build trust, the employer may review what information the employer has with the victim to make sure that the person knows the employer has looked at all the information, and to bring forth any missing information.  After the situation is resolved, human resources may do periodic check ins with the victim.