Employment records are also known as personnel files. These records are about a particular worker. This file should include all of the documentation related to the employment relationship.

Examples include the letter/email of hire, employment contract, performance reviews, warnings issued (if any), and worker feedback.

The law is clear that workers must be given opportunities to improve. Employers must give clear directions and warnings before taking disciplinary action. This type of performance management is critical both for the success of the non-profit and to avoid legal action.

An objective standard relies upon observable and measurable facts, rather than on opinions. For example “submitted X number of reports” is an observable and measurable fact while “lazy and didn’t do much” is an opinion.

A performance review evaluates how well a worker is performing the tasks set out in their job description. The purpose of a performance review is to both support a worker's strengths and to identify weaknesses.

A job description outlines the actual day-to-day responsibilities of a position and to whom the worker is accountable (supervisor).

A job description may be as simple as a statement of what the worker will be doing and to whom they will report (if anyone). It also guides the performance review process.

Workplace policies set out how a particular workplace is meant to function. These policies must comply with the applicable law.

Examples include policies that cover: overtime, leaves and time off; discrimination, bullying and harassment; and privacy/confidentiality. These policies must be provided to workers.