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Employment lawyers and human resources professionals regularly preach that managers must document employee performance issues as a best practice so that if/when that manager wants to terminate the employee, the company has the “receipts” to justify the decision.
Suppose that the employee later sues for age discrimination. He may be able to advance his case to trial and prevail if he can show inconsistencies, incoherencies, or contradictions in the employer’s proffered legitimate reasons for its action. Poor documentation, or none at all, lightens the employee’s lift.
I’ll give you a recent example involving a 59-year-old employee who worked his way
