The document discusses 7 common mistakes companies make with employee recordkeeping. The mistakes are: 1) Keeping all employee information in one file. 2) Being unaware of required records. 3) Failing to keep records secure. 4) Not maintaining records for the legally required time. 5) Failing to report new hires. 6) Restricting employee access to files. 7) Discarding terminated employee files. The document provides guidance on properly separating, securing, and retaining different types of employee records.
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
Employee records that document the individual’s personal and professional details need to be maintained. This also helps to meet stipulated guidelines and regulations
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
Employee records that document the individual’s personal and professional details need to be maintained. This also helps to meet stipulated guidelines and regulations
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
An employee's relationship with the company can terminate for many reasons – resignation, reduction-in-force, performance and other work-related reasons. Planning for the departure of an employee, for any of these reasons, can minimize disruption, protect confidential information, avoid litigation and assist with succession planning. Join Polsinelli's Labor and Employment attorneys for the conclusion of our year long Life Cycle of an Employee Webinar series as we discuss issues related to employee terminations, including:
Managing performance and attendance related terminations
Can you terminate whistle-blowers
Exit Interviews
Protecting intellectual property and confidential information
Reductions-in-force and other separation agreements
Post-decision considerations and communications
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona EmployersHRHelp
By threshold numbers of employees, learn the laws with which employers are required to comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
An employee's relationship with the company can terminate for many reasons – resignation, reduction-in-force, performance and other work-related reasons. Planning for the departure of an employee, for any of these reasons, can minimize disruption, protect confidential information, avoid litigation and assist with succession planning. Join Polsinelli's Labor and Employment attorneys for the conclusion of our year long Life Cycle of an Employee Webinar series as we discuss issues related to employee terminations, including:
Managing performance and attendance related terminations
Can you terminate whistle-blowers
Exit Interviews
Protecting intellectual property and confidential information
Reductions-in-force and other separation agreements
Post-decision considerations and communications
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona EmployersHRHelp
By threshold numbers of employees, learn the laws with which employers are required to comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
issued by Ijser for our book adopting anger management on January editions
we have many books on pipeline on ( business ,management ,self help, self growth ,meditation we looking for publisher to assist us on kindle platform
2. 7 Most Common Recordkeeping
Mistakes Revealed
Organizing Your Records
There is more to employee recordkeeping than filing some basic forms in a
When organizing your files, manila folder. Though keeping human resource records may sometimes be an
regulations such as the ADA and Civil arduous task, there are a many reasons to invest time and effort into it. Are you
Rights Acts can provide guidance. protecting your business by keeping the right records or are you making the
most common recordkeeping mistakes? Read on to find out.
Though these laws apply to hiring
practices and discrimination, they are
good indicators of what types of
employee information should be kept Mistake #1: Keeping all employee information in one
confidential, separate, and secure.
file.
In addition, you can control access to
sensitive information (such as use of An employee’s personal information should not be mixed with their employment
days off) by separating each file by related information. If a supervisor has access to information concerning a
category. worker's age, health status, or workers' compensation claim, for example, an
employee could file a discrimination claim based simply on that access, whether
You should also be aware that certain or not the supervisor sought and/or used that information. The employee’s main
states impose record keeping file should not include any information that may be construed as discriminatory,
limitations; Massachusetts, Illinois, such as the employee’s date of birth, marital status, medical history, citizenship,
and Michigan, for example, prohibit and the like. This information should be kept in a separate secure file, only
employers from keeping certain accessible to those with a need to know.
categories of information in human
resource files unless employees Mistake #2: Being unaware of the records you are
volunteer such information and
provide written authorization to required to maintain.
maintain the file.
The Immigration Reform and Control Act requires employers maintain employee
I-9 forms, the Fair Labor Standards Act requires employers retain employee
payroll information, the Americans with Disabilities Act requires employers to
retain application forms and resumes, the Family Medical Leave Act requires
employers keep records of employee requests for leave…with all the different
laws governing employer recordkeeping practices it’s difficult to know what to
keep and what to toss. Below is a list of what should be kept in employee
personnel files:
● Resumes and employment applications – even if you don’t hire the
individual
● New hire paperwork: offer letters, employment agreements, I-9
forms, non-compete agreements, employee handbook
acknowledgements, direct deposit authorizations, W-2 and W-4
forms, emergency contact forms
● Performance appraisal forms and performance related
documentation, such as discipline notices and recognition forms
● Employee grievances
HR411.com: The HR Solution You Can Afford for the HR Problems You Can’t | 1-888-MyHR411 | customercare@hr411.com
THIS FORM IS PROVIDED "AS IS." WE DISCLAIM ALL WARRANTIES, EXPRESS AND IMPLIED, INCLUDING THE IMPLIED WARRANTIES OF MERCHANTABILITY AND OF FITNESS
FOR A PARTICULAR PURPOSE WITH RESPECT TO ANY INFORMATION CONTAINED HEREIN. ONCE THIS DISCLAIMER AND SAMPLE IMAGE ARE REMOVED FROM THIS
DOCUMENT, YOU ASSUME ALL RESPONSIBILITY FOR ITEMS, TERMS, CONTENT AND LANGUAGE.
Copyright 2008 HR411
3. 7 Most Common Recordkeeping
Mistakes Revealed
Discrimination Concerns ● Payroll records, timesheets, hours worked and wages earned
● Time off and leave requests
Though separating certain records is ● Job descriptions
not legally required, doing so may ● Records of training sessions attended
reduce your vulnerability to ● Exit interviews and the reason for termination
discrimination claims.
If a supervisor has access to
information concerning a worker's Mistake #3: Failing to keep records secure.
age, health status, or workers'
compensation claim, for example, an All employee records should be secure at all times (under lock and key), only
employee could file a discrimination accessible by those with a need to know. Supervisors can have access to
claim based simply on that access, personnel files, but should be restricted access to employee medical
whether or not the supervisor sought information and other non-employment related data, such as one’s date of
and/or used that information. birth, religion, national origin, etc.
The main file should not include any
information that may be construed as Mistake #4: Not maintaining records for at least as
discriminatory, such as the following: long as the law requires.
• Date of birth Different laws require employers retain certain records for a specified period.
• Age Use the chart below to be sure you are keeping your records at least as long
• Gender as you are required to by law.
• Marital status
• Record of dependents Record Number of Years to Keep
• Medical history
• Citizenship Accident Reports and Injury Claims 11
• National origin (workers' compensation)
• Religion Medical Records 30
• Other personal information
unrelated to the job or Applications or Resumes (non-hires) 1
company
Attendance Records (timesheets) 4
EEO-1 Reports 1
Employee Benefit Plans 2 years following termination of plan
Employee Exposure Records 30
Employment Advertisements 1
ERISA Retirement & Pension Records Indefinitely
Equal Employment Opportunity 1
Records
HR411.com: The HR Solution You Can Afford for the HR Problems You Can’t | 1-888-MyHR411 | customercare@hr411.com
THIS FORM IS PROVIDED "AS IS." WE DISCLAIM ALL WARRANTIES, EXPRESS AND IMPLIED, INCLUDING THE IMPLIED WARRANTIES OF MERCHANTABILITY AND OF FITNESS
FOR A PARTICULAR PURPOSE WITH RESPECT TO ANY INFORMATION CONTAINED HEREIN. ONCE THIS DISCLAIMER AND SAMPLE IMAGE ARE REMOVED FROM THIS
DOCUMENT, YOU ASSUME ALL RESPONSIBILITY FOR ITEMS, TERMS, CONTENT AND LANGUAGE.
Copyright 2008 HR411
4. 7 Most Common Recordkeeping
Mistakes Revealed
About HR411.com
HR411 provides practical HR tools
and resources in one central location 5
to make managing your HR function OSHA Logs
easier than ever. 8
Paychecks
Whether you need instant access to 3
Payroll Records
thousands of everyday forms and
documents, tools to create and 6 years following date of separation
Personnel File Records
maintain a professional employee
handbook, fast and cost-effective 4
Tax Records
background screening tools, or
practical advice and guidance on HR 3
Family and Medical Leave Act Records
topics from hiring to firing, you can
3 years after employment begins or 1 year
find it all here on HR411.com. Form I-9
beyond termination, whichever is later
HR411 provides:
• Unlimited HR support by phone
and email Mistake #5: Failing to report new hires.
• Employee handbook creation
and management tools Each state requires employers to report their new hires; whether through an
• Exclusive online self-audit and online new hire reporting system or via the completion of the employee’s tax
correction tools form (W-2). Know your state requirements, and whenever you have a new hire
• Online job creation and be sure to report it to the appropriate government agency.
management tools
• State and federal labor laws
database
• Affordable background
Mistake #6: Restricting employee access to
screening services personnel files.
• Thousands of HR forms,
documents, applications, Many states have laws that permit employees access to their personnel files if
checklists and more they request it. Most require that employers grant employee’s access to their
• Labor posters personnel file within a “reasonable period of time” following a written request by
• And much more the employee.
Mistake #7: Discarding terminated employees’ files.
Just because an individual is no longer employed by your company doesn’t
mean you don’t need to keep their related information. Keep reasons for
termination, medical records, workers’ compensation and accident reports, I-9s
(if hired less than 3 years prior), and exit interview surveys on all terminated
employees.