Key Takeaways "Keep records" is not a strategy. What protects an employer is documentation created at the time, describing specific facts, that shows the employee knew about the issue. Notes written after a complaint arrives carry far less weight than notes written when the events happened. Adjudicators can tell the difference, and so can opposing counsel. Vague, opinion-based entries like "bad attitude" tend to fail. Specific, factual, dated entries tend to hold. Documentati

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Are your HR policies protecting your business or holding your people back? Stoppler Hughes breaks down the most common policy friction points for Canadian employers and how to fix them.