Memory is a shaky defense in court, so make sure your supervisors create clear and complete documentation whenever they discipline for performance or behavioral reasons.
Document right after an incident occurs, using anything from paper notes to an online performance log. Either way, always include the names, dates and times of all incidents and interactions. Stick to facts and stay objective.
Provide enough detail to put the decision in context. You typically don't need to share those details with the employee, but the details may be needed later to help a judge understand your thinking.
Recent case: Ernest, a car dealership service director, was fired for allowing safety...