What Should I Do With Employee-Related Documentation Requests?

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Home > Supervisor & Manager Resources > What Should I Do With Employee-Related Documentation Requests?

Quick Answer
Documentation involving performance/corrective action, identification, medical information, accommodation or leave, separation, pay-related matters, personnel file, or an ongoing investigation (including witness statements) should be routed to HR. Don't complete, sign, or share this documentation on your own.

If you're conducting a corrective action conversation yourself, that's expected, but any related documentation, medical/accommodation detail, or investigation-related request should go through HR.

Disclaimer:
This article provides general information and guidance and may not address every situation or state-specific requirement. It does not create a contract, guarantee, or promise of any specific outcome. Company policies, practices, and legal requirements may vary by state and may change over time. This article does not replace or supersede applicable laws or official Company policies, handbooks, manuals, or training materials.

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