But proper documentation isn't just about writing things down; it also must be:

Readily accessible in a centralized platform, so it doesn't matter if someone leaves the company or if lots of time has passed.
Reviewed before there's a claim. Organizations should have a way to audit documentation and employment decisions proactively to ensure they are appropriate, consistent and defensible—before they escalate into legal disputes.
Legally protected, properly designating documents under attorney-client privilege and placing legal holds when necessary. Mishandling this could mean key documentation isn't protected when it matters most.

Additionally, documentation of what occurred in the past isn't enough. ER teams need to stay several steps ahead of future risk. By analyzing trends and identifying predictive indicators, organizations can proactively address workplace concerns before they escalate and pinpoint any inconsistencies, such as:

Are disciplinary actions consistent across teams?
Are certain groups being impacted disproportionately?
Are patterns emerging that indicate a systemic issue?

Proving ER's ROI: Getting the resources you need

With claims expected to rise, ER teams must be ready to demonstrate their value—tracking metrics is non-negotiable. At the same time, though, most organizations do not expect to add ER resources even as legal and compliance risks rise, according to HR Acuity's most recent Employee Relations Benchmark Study.

Instant Insights /

How employee relations teams can lead as regulations quickly shift

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