Employment law expert Jon Hyman will guide you through the ins and outs of Performance Improvement Plans. You will learn how to put an employee on a plan without violating the law.
What You'll Learn
- What is a Performance Improvement Plan?
- When should you consider using a Performance Improvement Plan?
- Can you improve performance, or is this only a step toward termination?
- What should a Performance Improvement Plan include and not include?
- How should a Performance Improvement Plan be communicated?
- What laws could you violate by drafting the plan incorrectly?
Training Overview
How do you write a PIP? Discover the legal requirements.
With too much work to get done, limited resources due to an ongoing pandemic, and a looming recession, you must address employees that are not performing at the level you expect.
Performance Improvement Plans are an excellent tool to manage problematic employees, giving them a chance to improve their performance. This last-chance document communicates expectations and the consequences of failure. Because those consequences can result in employment termination, you must know how to write ones that are legally-compliant.
- What is a Performance Improvement Plan?
- When should you consider using a Performance Improvement Plan?
- Can you improve performance, or is this only a step toward termination?
- What should a Performance Improvement Plan include and not include?
- How should a Performance Improvement Plan be communicated?
- What laws could you violate by drafting the plan incorrectly?
Who Should Attend?
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Expert Presenter


Jon Hyman
- Attorney at Wickens Herzer Panza in Avon, OH
- On the firm’s Board of Directors, Litigation Department, and Employment and Labor practice team
- Works as outside in-house employment counsel for businesses
- Author of the award-winning Ohio Employer’s Law Blog
- Resource for journalists, having appeared in newspapers, news websites, and television news programs
Credits
- This program has been approved for 1.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP.
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