The court is right, I think.

HR people, you know what I'm talking about.

Or almost everything.

Last week, I talked about why documentation is so important as part of an employer's legal defense.

Today I'd like to talk about what good documentation should contain. Some of these are so obvious as to be almost ridiculous, but many supervisors and managers omit them. (Trust me!)

No. 1: It shows who wrote it. Remember when your fifth grade teacher gave you a zero on that ...

Documentation. What a pain! You have so many more important things to do. But taking the time to document is a good practice that may save you a lot of grief later.

I know that most of you already know what I'm about to say, but you can share this with your "operations" management.

No. 1. Good documentation provides you and your managers with a record. That's a big deal in itself, and it ...

Dear Readers: Not that anything in this blog constitutes legal advice anyway, but before you accuse me of legal malpractice based on the following post, please notice today's date. Happy April Fool's Day! Robin

Many employers ask me: "Robin, what are your 'best practices' for workplace sexual harassment?" I'm glad you asked!

No. 1: Be sure that your policy on sexual harassment is ...

So you think you're ready to terminate an employee. Are you really?

Here are 20 questions that every employer should ask itself before going ahead with a termination. If you think I've missed anything, please feel free to add your own in the comments.

GETTING STARTED

No. 1. Is the employee covered by a collective bargaining agreement? If so, make sure that whatever you do is ...

Wednesday night the Los Angeles jury hearing the age and disability discrimination case of former sports columnist T.J. Simers came back with a verdict in his favor of $7.1 million, consisting of retro and future lost income, and retro and future pain and suffering. (The jury did not award punitive damages.)

A spokesperson for the Los Angeles ...

Last week, I wrote about the two situations in which an employer should ask an applicant about a disability or a religious belief or practice that might require reasonable accommodation. (As I emphasized last week, 99 percent of the time, you should stay away from these topics in job interviews.) My post prompted one reader to ask some follow-up questions that I think are worthy of another ...

Dan Schwartz of the outstanding Connecticut Employment Law Blog tagged me (among others) last week to participate in a “blog hop,” where we all talk about ourselves – what we do, and why.

I have decided to do this in the form of a micro-novel.

"Here is why I write what I write," she wrote.

What am I working on?

“I always wanted to write a great novel,” Robin said, listlessly munching ...