Every manager eventually is confronted with a problem employee.  Too few realize in time that accurate documentation is crucial when terminating an employee – even in an at-will employment state – because it is seen as more objective than personal testimony in the courtroom.

Some of the top mistakes employers make in this area, outlined by Katie Anderson of Strasburger & Price LLP, include not knowing the real audience for performance reviews, backdating a document, doing a poor job of performance evaluations, misuse of performance improvement plans, using email inappropriately and inconsistent application of standards.

Read Top Ten Mistakes in Documenting Employee Performance to see the full list and which is the #1 mistake.