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IS YOUR BUSINESS AT RISK? TAKE THIS 2-MINUTE HR CHECK-UP

A quick self-assessment to help business owners identify gaps in HR practices before they become costly legal issues.

First Name

Email Address

Business Name

How Many Employees Do You Currently Have?

How Many Employees Do You Currently Have?
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1. When employee performance or conduct issues arise, written documentation is typically created close in time to the event, such as the same day or within a few days.

Examples may include emails, manager notes, coaching notes, formal warnings, or performance summaries.

1. When employee performance or conduct issues arise, written documentation is typically created close in time to the event, such as the same day or within a few days. Examples may include emails, manager notes, coaching notes, formal warnings, or performance summaries.
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2. For employees with performance or conduct concerns, their records generally show the issue over time where applicable.

Examples may include coaching notes, warnings, evaluations, emails, or documented conversations.

2. For employees with performance or conduct concerns, their records generally show the issue over time where applicable. Examples may include coaching notes, warnings, evaluations, emails, or documented conversations.
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3. When similar employee issues occur, all employees go through the same process and prior situations are considered when deciding how to respond.

Examples may include attendance issues, policy violations, performance concerns, or workplace conduct issues.

3. When similar employee issues occur, all employees go through the same process and prior situations are considered when deciding how to respond. Examples may include attendance issues, policy violations, performance concerns, or workplace conduct issues.
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4. Before making termination decisions, available information is reviewed.

Examples may include performance history, prior documentation, recent complaints, leave requests, workplace conflicts, or recent communications.

4. Before making termination decisions, available information is reviewed. Examples may include performance history, prior documentation, recent complaints, leave requests, workplace conflicts, or recent communications.
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5. Communications about employee performance or conduct generally include specific details.

Examples may include dates, missed deadlines, policy references, customer complaints, attendance records, or specific incidents.

5. Communications about employee performance or conduct generally include specific details. Examples may include dates, missed deadlines, policy references, customer complaints, attendance records, or specific incidents.
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6. When employees raise workplace concerns, there is a consistent way those concerns are received and recorded.

Examples may include written complaints, manager notes, HR intake, emails, or complaint forms.

6. When employees raise workplace concerns, there is a consistent way those concerns are received and recorded. Examples may include written complaints, manager notes, HR intake, emails, or complaint forms.
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7. When workplace concerns require review, steps are taken to gather relevant information before conclusions are reached or discipline is issued.

Examples may include speaking with involved individuals, reviewing documents, identifying witnesses, or documenting findings.

7. When workplace concerns require review, steps are taken to gather relevant information before conclusions are reached or discipline is issued. Examples may include speaking with involved individuals, reviewing documents, identifying witnesses, or documenting findings.
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8. Termination decisions are generally based on more than one source of information.

Examples may include documentation, prior discipline, policy violations, business needs, performance history, or witness information.

8. Termination decisions are generally based on more than one source of information. Examples may include documentation, prior discipline, policy violations, business needs, performance history, or witness information.
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9. When attendance, behavior, or performance issues involve absences or possible medical-related concerns, available information is reviewed before employment action is taken.

Examples may include employee communications, leave requests, medical notes, accommodation requests, or attendance records.

9. When attendance, behavior, or performance issues involve absences or possible medical-related concerns, available information is reviewed before employment action is taken. Examples may include employee communications, leave requests, medical notes, accommodation requests, or attendance records.
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10. For more complex employment decisions, input from someone outside the immediate decision-maker is obtained.

Examples may include HR, legal counsel, an outside consultant, or another leadership-level reviewer.

10. For more complex employment decisions, input from someone outside the immediate decision-maker is obtained. Examples may include HR, legal counsel, an outside consultant, or another leadership-level reviewer.
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