File management is key to managing the ever increasing forms, letters, documents, agreements, that flow within the organization. Learn how to do this effectively.
Filing, documentation, and effective meetingsCG Hylton Inc.
Lisa Peckham presented on best practices for documentation, minute taking, and filing. She discussed why documentation procedures are important for decision making, legal compliance, policy development, and historical records. Effective documentation should be dated, signed, accessible, legible, factual, and securely stored. Meeting minutes should summarize decisions made and actions agreed upon. Organizations should classify records and develop retention schedules to effectively manage physical and electronic files. Employee files require careful handling to respect privacy laws.
Brian Dirking Knowing Your Organizations Goals Before Choosing A Productbdirking
The document discusses choosing a records management system and highlights several key points:
1) It is important for organizations to understand their goals and processes before selecting a system to ensure it meets their needs such as cost cutting, compliance, and user performance.
2) Conducting a thorough evaluation including demos, pilots, and assessing consulting/support needs is crucial to identify the right solution.
3) Implementing records management can provide significant cost savings through reduced storage, restoration, discovery, and litigation costs while improving user productivity and compliance.
Brian Dirking Software Selection For Records Managementbdirking
The document discusses selecting records management software. It outlines key considerations like ensuring compliance, reducing costs through e-discovery and controlling information retention. The summary explores features needed like retention management, multi-schedule support, categorizing content and a single records management console. Implementing such a system could help with storage savings, restoration costs, discovery costs and litigation preparedness.
Defensible disposition is a critical component to managing costs and risk, and a key element of law firm IG procedures. Disposition initiatives have historically been challenging for law firms to undertake. However, many firms have had to take a more active step forward to execute their retention programs. This session will discuss the various considerations and strategy for implementing and executing a disposition program, including pitfalls, opportunities and regulatory and client considerations and how to demonstrate ROI.
ABOUT THIS WHITE PAPER A key component of this white paper program is a survey that was conducted by Osterman Research during May 2014, results of which are presented in this paper. The paper also provides an overview of its sponsors, Sonasoft, and its relevant offerings.
THE KEY DRIVERS FOR ARCHIVING ELECTRONIC CONTENT There are a variety of reasons that organizations archive their electronic content, although these will vary based on the industry that an organization serves, its risk tolerance, its corporate culture, the legal advice it chooses to follow, and the volume of electronic content it possesses. Figure 1 shows the reasons that organizations archive their electronic content and how these drivers have been changing over time. Further, we discuss the five primary drivers for archiving email and other content.
What is Information Lifecycle Management? Information Lifecycle Management (“ILM”) is a sustainable storage strategy that balances the cost of storing and managing information with its business value.
This 12-step checklist provides guidance for establishing an effective records management governance program. It outlines key elements including developing a records management policy, plan, and program. It also discusses conducting a records inventory, developing retention schedules, establishing a file plan, ensuring regulatory compliance, developing business continuity plans, implementing security and privacy protocols, managing metadata, establishing records center operations and defining IT obligations. The checklist also addresses preservation of records, developing disposition procedures, implementing training programs, conducting monitoring and audits, and continually improving the records management program. Effective records management governance is important for compliance, reducing costs and risks.
Using Email, File, Social Media and Mobile Archiving to Grow Your BusinessOsterman Research, Inc.
Archiving can be used as a primarily “defensive” capability to protect an organization from the variety of legal, regulatory and other external requirements that it will inevitably be called upon to satisfy. However, archiving can be used proactively to make employees more productive, enable a better understanding of how a business operates, and to manage risk effectively.
Filing, documentation, and effective meetingsCG Hylton Inc.
Lisa Peckham presented on best practices for documentation, minute taking, and filing. She discussed why documentation procedures are important for decision making, legal compliance, policy development, and historical records. Effective documentation should be dated, signed, accessible, legible, factual, and securely stored. Meeting minutes should summarize decisions made and actions agreed upon. Organizations should classify records and develop retention schedules to effectively manage physical and electronic files. Employee files require careful handling to respect privacy laws.
Brian Dirking Knowing Your Organizations Goals Before Choosing A Productbdirking
The document discusses choosing a records management system and highlights several key points:
1) It is important for organizations to understand their goals and processes before selecting a system to ensure it meets their needs such as cost cutting, compliance, and user performance.
2) Conducting a thorough evaluation including demos, pilots, and assessing consulting/support needs is crucial to identify the right solution.
3) Implementing records management can provide significant cost savings through reduced storage, restoration, discovery, and litigation costs while improving user productivity and compliance.
Brian Dirking Software Selection For Records Managementbdirking
The document discusses selecting records management software. It outlines key considerations like ensuring compliance, reducing costs through e-discovery and controlling information retention. The summary explores features needed like retention management, multi-schedule support, categorizing content and a single records management console. Implementing such a system could help with storage savings, restoration costs, discovery costs and litigation preparedness.
Defensible disposition is a critical component to managing costs and risk, and a key element of law firm IG procedures. Disposition initiatives have historically been challenging for law firms to undertake. However, many firms have had to take a more active step forward to execute their retention programs. This session will discuss the various considerations and strategy for implementing and executing a disposition program, including pitfalls, opportunities and regulatory and client considerations and how to demonstrate ROI.
ABOUT THIS WHITE PAPER A key component of this white paper program is a survey that was conducted by Osterman Research during May 2014, results of which are presented in this paper. The paper also provides an overview of its sponsors, Sonasoft, and its relevant offerings.
THE KEY DRIVERS FOR ARCHIVING ELECTRONIC CONTENT There are a variety of reasons that organizations archive their electronic content, although these will vary based on the industry that an organization serves, its risk tolerance, its corporate culture, the legal advice it chooses to follow, and the volume of electronic content it possesses. Figure 1 shows the reasons that organizations archive their electronic content and how these drivers have been changing over time. Further, we discuss the five primary drivers for archiving email and other content.
What is Information Lifecycle Management? Information Lifecycle Management (“ILM”) is a sustainable storage strategy that balances the cost of storing and managing information with its business value.
This 12-step checklist provides guidance for establishing an effective records management governance program. It outlines key elements including developing a records management policy, plan, and program. It also discusses conducting a records inventory, developing retention schedules, establishing a file plan, ensuring regulatory compliance, developing business continuity plans, implementing security and privacy protocols, managing metadata, establishing records center operations and defining IT obligations. The checklist also addresses preservation of records, developing disposition procedures, implementing training programs, conducting monitoring and audits, and continually improving the records management program. Effective records management governance is important for compliance, reducing costs and risks.
Using Email, File, Social Media and Mobile Archiving to Grow Your BusinessOsterman Research, Inc.
Archiving can be used as a primarily “defensive” capability to protect an organization from the variety of legal, regulatory and other external requirements that it will inevitably be called upon to satisfy. However, archiving can be used proactively to make employees more productive, enable a better understanding of how a business operates, and to manage risk effectively.
Keynote originally presented at the Information Governance Conference in Hartford, CT on 9/8/2014. Most organizations have some semblance of information governance in place today, but it is often scattered across team and divisional boundaries, with no centralized authority or enforcement. The goal of this session is to provide attendees with a roadmap for decision rights and permissions, and a framework for management of roles and policies around content creation, site provisioning, storage optimization, archiving, retention and deletion.
Information Analytics: Know What Is In Your E-files To Save Millions and Mana...Paragon Solutions
This document summarizes an information governance webinar presented by Paragon Solutions. It discusses common information management challenges organizations face with unstructured electronic data. Paragon introduces its Information Analytics and Remediation (IAR) solution to help organizations understand what information they have, classify it according to policies, and take appropriate actions to improve compliance, reduce risk and costs. Example use cases shown include records management remediation, separating official vs non-records, and supporting early legal case assessment and litigation holds.
Guidebook To Long-Term Retention Part 1: Challenges And Effective ApproachesIron Mountain
What constitutes a long-term record? How should organizations manage records with long retention periods, and assure such records are accessible many years into the future? This white paper, the first in a four-part series, focuses on the definition and basic challenges of long-term record retention and introduces the topics discussed in the following papers.
This presentation provides you with an overview of how to implement Electronic Records Management (ERM) according to ISO15489. The slides are from AIIM's ERM Specialist and Master Certificate Programs. For more information visit www.aiim.org/training
This document provides an overview and outline of a conference on developing project plans for pre-implementation of an electronic document and records management system (EDRMS). It discusses determining business needs, identifying risks, and communicating the benefits of EDRMS to senior management. Key topics covered include conducting a business needs analysis, managing risks, and developing strategic communication plans to gain support from leadership.
This document discusses the challenges organizations face with effectively managing large amounts of information. It notes that by 2017, 33% of Fortune 100 organizations will experience an information crisis due to their inability to govern and trust their enterprise information. It outlines services from Berkeley Research Group to help organizations develop an information governance framework, including assessing their current state, creating policies, implementing records management, ensuring legal holds, and classifying data for privacy, security, and records scheduling. The goal is to enable organizations to defensibly dispose of up to 70% of stored data.
Information Governance – What Does a Modern Program Look Like?Winston & Strawn LLP
Corporations are increasingly focused on the importance of information governance, which is the process of managing the creation, flow, storage, and disposition of information from differing perspectives and disciplines. These include: records management; data security; protection of confidential business information; electronic discovery; and privacy.
Specifically, this presentation provides an in-depth discussion on designing and implementing a modern information governance program, covering the following topics:
Staffing
Policies
Tool sets
Education
Auditing
20110310 ARMA Northern CO Strategies and Policies for Social MediaJesse Wilkins
This presentation delivered on March 10, 2011 described how to develop a social media policy, the elements and policy statements to include in a comprehensive policy, and other considerations for managing social media.
February 2009 Working the IT/RIM Relationship Presentation by Helen StreckJohn Wang
This document discusses the importance of an effective working relationship between Records and Information Management (RIM) and Information Technology (IT) professionals within an organization. It notes that both groups need to work together and bring each other's perspectives to the table when designing and implementing systems that handle electronic records and information. The document outlines key areas where RIM and IT should collaborate, including developing policies and standards, designing records management systems, implementing technologies, and training staff members. It emphasizes that both groups must see each other as partners and champions for their mutual success in managing electronic information effectively.
An effective records and information management system can help control e-discovery costs by reducing unnecessary data and easing the collection and review process. Key aspects of a successful RIM program include senior management buy-in, developing a data map and retention policies, implementing classification and retention tools, educating employees, and retiring legacy data through a defensible process. Sound RIM practices can decrease risk and costs by simplifying legal holds, retrieval of critical information, and demonstrating compliance with retention requirements.
Aiim electronic records management trendsVander Loto
The document summarizes the findings of an AIIM survey conducted in July 2009 regarding organizations' electronic and paper records management practices. Some of the key findings include: 1) While paper record volumes are decreasing in some organizations, electronic record volumes are increasing significantly; 2) Electronic records are more than twice as likely to be unmanaged as paper records; 3) Half of organizations are scanning incoming paper items or at least indexing them, and 30% aim to go paperless.
The document discusses the risks companies face regarding electronically stored information (ESI) in litigation. It notes that ESI volumes are massive and growing, but many companies are unprepared for e-discovery. Failure to properly manage ESI risks severe penalties from courts. The document provides steps for risk managers to gain control of ESI, including developing clear retention policies, implementing legal hold procedures, and efficiently handling e-discovery requests. It stresses that risk management must take ownership of this issue to develop strategies and ensure compliance.
This document provides best practices for records and information management (RIM) programs. It discusses why such programs are important given increasing regulations around records. It identifies key components of an effective RIM program, including establishing accountability, developing retention policies, implementing policies and procedures, using imaging and archival technologies, ensuring compliance, and properly disposing of records. The document stresses the importance of consistency across the organization in implementing RIM practices. It provides tips for several "best practices" areas including establishing accountability, developing retention policies, and other aspects of a compliant RIM program.
The CFO's Definitive Guide To Document RetentionSecureDocs
The document provides guidance to CFOs on retaining important business documents. It recommends saving documents related to taxes, business operations, employees, and finances. State and federal laws dictate retention periods that range from 1 year to indefinitely, depending on the document type. The document stresses the importance of an organized storage system to facilitate document retrieval and compliance with legal requirements.
GDPR master class - transparent research projectsMRS
This document summarizes a master class on GDPR and transparent research projects. The objectives of the class are to develop awareness of data protection legal frameworks, identify key actions for research organizations to embed transparency in GDPR, and share best practices. The agenda covers an overview of building data protection into research projects, choices of legal processing grounds like consent and legitimate interests, transparent privacy notices, and conducting impact assessments for risky processing.
The top 3 HIPAA violations could be happening under your watch.
1. Inadequate Tracking of Media
2. Inadequate Security
3. Inadequate Policies
If you deal with ePHI, you must comply. Find out how to remain compliant with our tips.
Many aspects of GDPR compliance can be achieved through leveraging established data security and compliance management best practices. Four key focus areas to focus on include Risk Assessment, Breach Response, Data Governance, and Compliance Program Management. This paper explore each of these areas.
Will you be ready to comply with new EU Data Protection Regulation in time?Per Norhammar
The document discusses SAS's solution for helping organizations comply with the EU's new General Data Protection Regulation (GDPR). The GDPR aims to secure privacy and integrity of personal data collected from EU consumers. It requires organizations to know exactly what personal data they have, where it is stored, and how they are processing it. SAS offers capabilities across five areas - identification, data flow analysis, logging, user access rights, and incident management - to help organizations meet GDPR requirements through a unified view of their data handling processes.
El documento presenta los resultados de una encuesta sobre el consumo de bebidas energizantes. La mayoría de los encuestados (77%) han consumido bebidas energizantes, aunque la mayoría (77%) no considera que sean perjudiciales para la salud. El 50% consume bebidas energizantes durante fiestas y prefiere envases de 250 ml. La marca más consumida es Red Bull.
The document provides information about DGS&D business and how Matrix products like the ETERNITY PBX platform can benefit organizations working with DGS&D. It discusses:
1) DGS&D is the central purchase and quality assurance organization of the Government of India that handles registration and rate contracts for products. Registering with DGS&D provides a ready platform for sales.
2) Partnering with Matrix for DGS&D business provides benefits like special pricing, marketing support, and opportunities to supply additional products and services beyond just PBXs.
3) The ETERNITY PBX platform from Matrix is well-suited for DGS&D requirements as it offers reliable technology, easy management,
Keynote originally presented at the Information Governance Conference in Hartford, CT on 9/8/2014. Most organizations have some semblance of information governance in place today, but it is often scattered across team and divisional boundaries, with no centralized authority or enforcement. The goal of this session is to provide attendees with a roadmap for decision rights and permissions, and a framework for management of roles and policies around content creation, site provisioning, storage optimization, archiving, retention and deletion.
Information Analytics: Know What Is In Your E-files To Save Millions and Mana...Paragon Solutions
This document summarizes an information governance webinar presented by Paragon Solutions. It discusses common information management challenges organizations face with unstructured electronic data. Paragon introduces its Information Analytics and Remediation (IAR) solution to help organizations understand what information they have, classify it according to policies, and take appropriate actions to improve compliance, reduce risk and costs. Example use cases shown include records management remediation, separating official vs non-records, and supporting early legal case assessment and litigation holds.
Guidebook To Long-Term Retention Part 1: Challenges And Effective ApproachesIron Mountain
What constitutes a long-term record? How should organizations manage records with long retention periods, and assure such records are accessible many years into the future? This white paper, the first in a four-part series, focuses on the definition and basic challenges of long-term record retention and introduces the topics discussed in the following papers.
This presentation provides you with an overview of how to implement Electronic Records Management (ERM) according to ISO15489. The slides are from AIIM's ERM Specialist and Master Certificate Programs. For more information visit www.aiim.org/training
This document provides an overview and outline of a conference on developing project plans for pre-implementation of an electronic document and records management system (EDRMS). It discusses determining business needs, identifying risks, and communicating the benefits of EDRMS to senior management. Key topics covered include conducting a business needs analysis, managing risks, and developing strategic communication plans to gain support from leadership.
This document discusses the challenges organizations face with effectively managing large amounts of information. It notes that by 2017, 33% of Fortune 100 organizations will experience an information crisis due to their inability to govern and trust their enterprise information. It outlines services from Berkeley Research Group to help organizations develop an information governance framework, including assessing their current state, creating policies, implementing records management, ensuring legal holds, and classifying data for privacy, security, and records scheduling. The goal is to enable organizations to defensibly dispose of up to 70% of stored data.
Information Governance – What Does a Modern Program Look Like?Winston & Strawn LLP
Corporations are increasingly focused on the importance of information governance, which is the process of managing the creation, flow, storage, and disposition of information from differing perspectives and disciplines. These include: records management; data security; protection of confidential business information; electronic discovery; and privacy.
Specifically, this presentation provides an in-depth discussion on designing and implementing a modern information governance program, covering the following topics:
Staffing
Policies
Tool sets
Education
Auditing
20110310 ARMA Northern CO Strategies and Policies for Social MediaJesse Wilkins
This presentation delivered on March 10, 2011 described how to develop a social media policy, the elements and policy statements to include in a comprehensive policy, and other considerations for managing social media.
February 2009 Working the IT/RIM Relationship Presentation by Helen StreckJohn Wang
This document discusses the importance of an effective working relationship between Records and Information Management (RIM) and Information Technology (IT) professionals within an organization. It notes that both groups need to work together and bring each other's perspectives to the table when designing and implementing systems that handle electronic records and information. The document outlines key areas where RIM and IT should collaborate, including developing policies and standards, designing records management systems, implementing technologies, and training staff members. It emphasizes that both groups must see each other as partners and champions for their mutual success in managing electronic information effectively.
An effective records and information management system can help control e-discovery costs by reducing unnecessary data and easing the collection and review process. Key aspects of a successful RIM program include senior management buy-in, developing a data map and retention policies, implementing classification and retention tools, educating employees, and retiring legacy data through a defensible process. Sound RIM practices can decrease risk and costs by simplifying legal holds, retrieval of critical information, and demonstrating compliance with retention requirements.
Aiim electronic records management trendsVander Loto
The document summarizes the findings of an AIIM survey conducted in July 2009 regarding organizations' electronic and paper records management practices. Some of the key findings include: 1) While paper record volumes are decreasing in some organizations, electronic record volumes are increasing significantly; 2) Electronic records are more than twice as likely to be unmanaged as paper records; 3) Half of organizations are scanning incoming paper items or at least indexing them, and 30% aim to go paperless.
The document discusses the risks companies face regarding electronically stored information (ESI) in litigation. It notes that ESI volumes are massive and growing, but many companies are unprepared for e-discovery. Failure to properly manage ESI risks severe penalties from courts. The document provides steps for risk managers to gain control of ESI, including developing clear retention policies, implementing legal hold procedures, and efficiently handling e-discovery requests. It stresses that risk management must take ownership of this issue to develop strategies and ensure compliance.
This document provides best practices for records and information management (RIM) programs. It discusses why such programs are important given increasing regulations around records. It identifies key components of an effective RIM program, including establishing accountability, developing retention policies, implementing policies and procedures, using imaging and archival technologies, ensuring compliance, and properly disposing of records. The document stresses the importance of consistency across the organization in implementing RIM practices. It provides tips for several "best practices" areas including establishing accountability, developing retention policies, and other aspects of a compliant RIM program.
The CFO's Definitive Guide To Document RetentionSecureDocs
The document provides guidance to CFOs on retaining important business documents. It recommends saving documents related to taxes, business operations, employees, and finances. State and federal laws dictate retention periods that range from 1 year to indefinitely, depending on the document type. The document stresses the importance of an organized storage system to facilitate document retrieval and compliance with legal requirements.
GDPR master class - transparent research projectsMRS
This document summarizes a master class on GDPR and transparent research projects. The objectives of the class are to develop awareness of data protection legal frameworks, identify key actions for research organizations to embed transparency in GDPR, and share best practices. The agenda covers an overview of building data protection into research projects, choices of legal processing grounds like consent and legitimate interests, transparent privacy notices, and conducting impact assessments for risky processing.
The top 3 HIPAA violations could be happening under your watch.
1. Inadequate Tracking of Media
2. Inadequate Security
3. Inadequate Policies
If you deal with ePHI, you must comply. Find out how to remain compliant with our tips.
Many aspects of GDPR compliance can be achieved through leveraging established data security and compliance management best practices. Four key focus areas to focus on include Risk Assessment, Breach Response, Data Governance, and Compliance Program Management. This paper explore each of these areas.
Will you be ready to comply with new EU Data Protection Regulation in time?Per Norhammar
The document discusses SAS's solution for helping organizations comply with the EU's new General Data Protection Regulation (GDPR). The GDPR aims to secure privacy and integrity of personal data collected from EU consumers. It requires organizations to know exactly what personal data they have, where it is stored, and how they are processing it. SAS offers capabilities across five areas - identification, data flow analysis, logging, user access rights, and incident management - to help organizations meet GDPR requirements through a unified view of their data handling processes.
El documento presenta los resultados de una encuesta sobre el consumo de bebidas energizantes. La mayoría de los encuestados (77%) han consumido bebidas energizantes, aunque la mayoría (77%) no considera que sean perjudiciales para la salud. El 50% consume bebidas energizantes durante fiestas y prefiere envases de 250 ml. La marca más consumida es Red Bull.
The document provides information about DGS&D business and how Matrix products like the ETERNITY PBX platform can benefit organizations working with DGS&D. It discusses:
1) DGS&D is the central purchase and quality assurance organization of the Government of India that handles registration and rate contracts for products. Registering with DGS&D provides a ready platform for sales.
2) Partnering with Matrix for DGS&D business provides benefits like special pricing, marketing support, and opportunities to supply additional products and services beyond just PBXs.
3) The ETERNITY PBX platform from Matrix is well-suited for DGS&D requirements as it offers reliable technology, easy management,
El documento resume una entrevista con el psicólogo David Buss sobre la violencia humana. Buss ha realizado estudios sobre estrategias de emparejamiento, conflictos entre sexos, y fenómenos como el asesinato y los celos. Sus estudios muestran que la mayoría de personas han pensado en asesinar a alguien, y que tanto factores genéticos como ambientales influyen en la conducta violenta. La violencia no se debe principalmente a psicópatas, sino que un entorno agresivo puede activar la agresividad en personas.
This document provides a summary of Reem Ahmad Al Soradi's qualifications and work experience. It lists her roles as Quality Department Manager and Assistant CEO at Khatib for Construction & Contracting since 2013, and previous roles including Assistant General Manager at Electro-Mechanical Technology Co. from 2005 to 2011, where she also held additional posts in pricing, human resources, office management, and procurement. It further details her experience as an executive secretary and accountant at various other companies from 1999 to 2005.
Singapore CTT National Values Assessment Results Aug 2012Phil Clothier
Values assessment of 2000 Singapore citizens and residents in 2012 to support transformation dialogue in the nation. Includes workplace values assessment data too.
Run by a-advantage Consulting Singapore and Barrett Values Centre
El documento resume los principales hallazgos de un estudio multicéntrico (PATS) sobre el diagnóstico y tratamiento del TDAH en preescolares. El estudio evaluó la eficacia de 5 vs 40 semanas de metilfenidato en 303 niños de 3-5.5 años diagnosticados con TDAH grave. Los resultados mostraron que el metilfenidato mejoró los síntomas inicialmente pero 8 niños sufrieron efectos adversos graves. Además, los niños con 3 o más trastornos comórbidos no respondieron al tratamiento. El
What is the best evidence for physiotherapy in cheldren with cerebral palsy? ...Teletón Paraguay
Physiotherapy is most effective for children with cerebral palsy when it focuses on function, is directed by child and family goals, and takes place in natural settings like home and community. Interventions should actively engage the child and be grounded in evidence from clinical trials. While cerebral palsy has no cure, physiotherapy principles based on exercise physiology, motor learning, and neuroscience can help improve a child's strength, mobility, and participation through repetitive, task-specific training that facilitates neuroplasticity. The level of a child's cerebral palsy also informs realistic, achievable therapy goals.
El documento proporciona la receta e ingredientes para albóndigas en salsa, incluyendo carne de ternera, cerdo, huevo, cebolla, ajo, leche, pan, perejil, sal y pimienta. Luego enumera los grupos alimenticios a los que pertenecen cada uno de los ingredientes y proporciona información sobre los principales nutrientes que aporta cada uno con enlaces a fuentes. Finalmente, incluye un enlace a un video que muestra cómo preparar las albóndigas en salsa.
Nuria nos cuenta por qué es cliente de Aegon y los beneficios que a ella le aporta.
Descubre más opiniones de los clientes de Aegon: http://www.aegon.es/opiniones/
Este documento presenta un viaje de 15-16 días a China que incluye visitas a las ciudades de Pekín, Dengfeng, Luoyang, Xi'an, Guilin, Hangzhou, Suzhou y Shanghai. El viaje comienza el 20 o 22 de marzo y finaliza en Madrid el 3 o 6 de abril. Incluye vuelos, traslados, hoteles, guías, seguros y visitas a lugares emblemáticos de cada ciudad.
HISTORIA DEL CURRICULUM EN LOS ESTADOS UNIDOSAdriana Pinzon
Este documento discute cómo la educación en Estados Unidos a principios del siglo XX representaba tesis culturales sobre quién era y debía ser el niño. 1) La educación buscaba formar ciudadanos para el progreso de la nación pero también distinguía entre los "civilizados" y los "otros". 2) El currículum dirigía la forma en que los niños debían ser y comportarse para encarnar los ideales de la modernidad. 3) Sin embargo, esta visión también producía paradojas al temer a aquellos que no encarnaban esos
Guia mercado laboral 2014 Opinión de los empresarios y de los trabajadores. #...HAYS ESPAÑA
Extracto de la Guía del Mercado Laboral 2014, elaborada por Hays, que expone las principales opiniones de los empresarios y de los trabajadores sobre cuestiones diversas dle mercado laboral, posiciones, puestos de trabajo y salarios de más de 1000 puestos.
Filosofia institucional y reseña historica del colegio microemepresarial jose...asesorapedagogicajp
Este documento resume la historia del Colegio Microempresarial José Pardo López en Cali, Colombia. Comenzó en 1972 como una pequeña escuela en el barrio Terrón Colorado gracias a los esfuerzos de Luis Hernando Rojas Valdés y José Pardo López. A lo largo de los años, la escuela creció y mejoró sus instalaciones con el apoyo de la comunidad y organizaciones de beneficencia. En la actualidad, el colegio sigue sirviendo a la comunidad de Terrón Colorado proporcionando educación con valores a los estud
Why You Need to STOP Using Spreadsheets for Audit AnalysisCaseWare IDEA
Still using spreadsheets for audit analysis? This presentation reviews why auditors should STOP the practice.
SLIDESHARE: www.slideshare.net/CaseWare_Analytics
WEBSITE: www.casewareanalytics.com
BLOG: www.casewareanalytics.com/blog
TWITTER: www.twitter.com/CW_Analytic
Investigación de la demanda de necesidades de capacitaciónCaep2016
El documento presenta los diferentes momentos y aspectos clave en el proceso de investigación de necesidades de capacitación dentro de una organización. Explica que este proceso incluye la planeación, elaboración, ejecución, construcción de competencias y evaluación. Asimismo, destaca la importancia de la participación comprometida de los distintos sectores de la organización para determinar con eficacia las necesidades reales de capacitación.
„Social Media Marketing im Gesundheitswesen“ (Einführungsvortrag)
Tobias Neisecke, Senior Consultant, imatics Software GmbH
Mehr Info zu der Veranstaltung: http://healthnet.imatics.de/healthnet/termine/social-media-marketing-im-gesundheitswesen.html
The document is a report from Milo Belle Consultants summarizing the results of a human resource vulnerability assessment conducted for Advance BioEnergy. The assessment found high risks in several areas, including a lack of HR strategic planning, limited HR support at plant sites, inadequate interview and orientation procedures, lack of compensation philosophies and job descriptions, poor wage and hour law compliance, and inconsistent performance management processes. The report provides recommendations to address these vulnerabilities and improve HR management across the organization.
Este documento describe los beneficios y retos de implementar software CRM (Customer Relationship Management) en las empresas. Explica que el CRM puede mejorar la fidelidad de los clientes mediante el análisis detallado de información. Sin embargo, una implementación fallida puede resultar contraproducente. Se deben considerar factores como la preparación de la organización, la integración con otros sistemas y la capacitación del personal.
El documento presenta un índice de contenidos para el análisis financiero de la empresa INTEROC S.A correspondiente al año 2010, incluyendo el objetivo general de elaborar un estudio y análisis de los estados financieros para determinar el estado actual y la permanencia de la empresa. Luego realiza un análisis financiero aplicando diversas razones para evaluar la liquidez, apalancamiento, actividad y rentabilidad de la empresa. Finaliza con conclusiones y recomendaciones.
The document provides information on designing, building, and implementing a records retention program for a law firm. It discusses how to design a records retention program that outlines the lifecycle of records, proper handling, and orderly disposition. It also covers how to build a records retention schedule that lists record types and determines retention periods. The document concludes by discussing how to implement the schedule through procedures for scanning, storage, destruction, and legal holds. The key takeaways are to partner with legal counsel, have a policy that covers physical and electronic records, and be systematic rather than ad hoc in managing records.
Designing A Compliant Record Retention Policyrlhicksjr
This document discusses key topics in designing a compliant record retention policy, including retention issues, destruction issues, systems, and data structures and organization. It notes that a retention policy involves a formal written policy statement, retention schedule, and procedures. Retention requirements can vary across jurisdictions and authorities. When destroying records, documentation is important, and outsourcing destruction requires understanding the vendor's definition of destruction. Designing an effective policy requires understanding a client's data structures, such as what records exist, where they are located, and how they are managed.
The document discusses effective records and information management. It defines key terms like document, record, file plan, retention and disposal. It explains that documents become records once finalized and must remain unaltered. There are two types of records - ephemeral which have no long-term value, and vital which are critical to operations. A file plan structures records in a logical hierarchy for easy storage and retrieval. Retention schedules provide guidance on how long to keep records before disposal based on legal and business needs. Proper records management promotes good business practices and compliance.
This document provides guidance on developing a comprehensive workplace records management program to ensure compliance with federal and state reporting and recordkeeping requirements. It discusses the need to define what records are covered, develop retention schedules, specify access and storage protocols, and implement security, privacy and destruction procedures. Key areas that must be addressed include employee, tax, EEO, medical, payroll and immigration records. The document provides an overview of retention periods and guidelines required by laws such as Title VII, ADA, ADEA, FICA and IRCA.
This webinar will review documentation best practices for EAP providers. The webinar will pay special attention to EAPA Standards and Guidelines for program records. We will also review protocols for preserving confidentiality and discuss processes for releasing information with and without consent. The webinar will present the challenges of documenting electronic communications in EAP services and provide strategies to overcome these challenges.
Learning objectives:
1. Understanding documentation and records management, including electronic documents.
2. Understanding EAPA Standards and Guidelines for program records.
3. Understanding and communicating protocols for confidentiality and release of information.
For additional handouts please email the author chris at hylton dot ca
This document discusses records management and eDiscovery. It begins with defining key terms like records, certifications, standards, and laws/acts. It then discusses challenges around managing increasing volumes of information and how records management systems can help with eDiscovery processes. Four use cases are presented that show how EMC solutions like Documentum and SourceOne can help with challenges involving paper records, electronic records, distributed electronic data, and responding to eDiscovery requests. The document encourages asking questions about goals, ownership, funding, and stakeholders for records management projects.
An effective records management program has seven key attributes:
1. It creates only necessary records and destroys obsolete records.
2. It safely stores records, especially archival records.
3. It allows quick retrieval of records through efficient systems.
4. It uses appropriate information technology to manage records.
5. It promotes public use of archival records as a community resource.
6. It ensures records management is integrated into all organizational policies and procedures.
7. It recognizes that records management is a responsibility of all staff.
Panel: Information In A Time of Crisis: The Dewey & LeBoeuf StoryARMA International
Alexander Campbell, Ray Fashola, Marcus Maxwell, Leslie Lewis.
Key Takeaways:
- Conduct clean-up efforts now
- Have a policy that covers disposition activities
- Gather and analyze data
- Develop a strategic plan
- Establish budgets and set expectations
- Plan for unexpected
- Automate as much of the process as possible
The document discusses record keeping and documentation in human resource administration. It explains that records contain information about a specific subject that is preserved in various formats. Personnel records provide a historical guide about employees, information for recruiting, and comply with certain requirements. Documentation in human resources creates a written record of employee actions and incidents that can support decisions around promotion, pay, and discipline. Proper classification and storage of records and documentation is important.
The document discusses best practices for streamlining document review and production in litigation. It emphasizes the importance of information governance and establishing protocols for data mapping, retention policies, and litigation holds. Effective preservation and identification of data sources is key. The use of technology like analytics and technology-assisted review can help reduce the cost and burden of document review, the most expensive part of the discovery process. Engaging with vendors and counsel about the latest tools is important for minimizing expenses throughout the litigation process.
ITS 833 – INFORMATION GOVERNANCEChapter 9Information Gover.docxvrickens
ITS 833 – INFORMATION GOVERNANCE
Chapter 9
Information Governance and Records Information Management Functions
1
1
CHAPTER GOALS AND OBJECTIVES
Understand the business necessity for records management and electronic records management
Understand the benefit and challenges to Records Management
Identify the steps to inventorying records and creating a Records Retention Schedule
Address guidelines for the retention of e-mail records
2
2
Records Management
Text gives definitions of records from ISO and ARMA. We can infer from these that records are information that is captured during the course of doing business, such as contracts, business correspondence, HR files, etc., often representing legal obligations for the company.
Not all documents are formal business records by legal definition.
3
E-Records Management
With the amount of information rapidly increasing due to the large storage capacity and volume of electronic records being generated, effective e-records management (ERM) is critical.
Includes both electronic records, as well as the electronic management of non-electronic records (paper, DVDs, tape, audio-visual, etc.)
Effective ERM is even more critical in highly regulated businesses.
Must control and manage these records throughout the records life cycle – from creation to destruction.
Challenges include the rapidly increasing volume of data and changes in IT (different archival media), making it difficult to retrieve and view – necessitating a long-term digital preservation (LTDP) plan.
4
Records Management Drivers
Drivers for effective RM include:
Increased government oversight and industry regulation.
Changes in legal procedures and requirements during civil litigation.
IG awareness (developing RM programs within IG practices that address retention periods, for example).
Business continuity concerns – recoverability of vital records .
5
Challenges to RM
Changing and increasing regulations
Maturing IG requirements within the organization
Managing multiple retention and disposition schedules
Compliance costs/limited staff
Changing information delivery platforms
Security concerns
Dependence on the IT department or provider
User assistance and compliance
6
Benefits of ERM
Implementing ERM is a significant investment sometimes without a clear ROI.
Benefits, however, include:
Office space savings
Office supplies
Search/retrieval times savings, increasing confidence and decision making
Improved capabilities for enforcing IG over business documents and records
Reduce risk of compliance actions or legal consequences
Improved worker productivity
Improved records security
Improved ability to demonstrate legally defensible RM practices
7
Intangible Benefits
Controls the creation and growth of records
Assimilates new records management technologies
Safeguards vital information
Preserves corporate memory
Fosters professionalism in running the business
8
1st Step: Inventorying E-Records
Inventoryi ...
This document discusses the importance of developing a data retention policy and procedures for organizations. It covers key points such as legal requirements for data retention from various regulations, conducting a risk assessment to determine retention periods, implementing policies and controls for digital data management, establishing litigation hold procedures, and monitoring for compliance. The presentation emphasizes that a data retention policy is necessary to meet legal and business needs while balancing operational costs, and can help reduce sanctions and discovery costs if litigation occurs.
This document outlines the steps taken by New York Life Insurance Company to establish governance over their use of wikis and blogs. It describes forming a working group with representatives from key departments to develop policy, standards, templates and guidelines. The working group faced challenges including understanding the tools, determining what content to capture, and addressing regulatory requirements. The steps taken included assessing needs, obtaining executive support, focusing goals, holding meetings, creating draft documents, and forming an ongoing governance body to approve and monitor social media use.
There is a governance framework in place that defines structures and assigns responsibilities to oversee data protection, records management, and information security. Overall responsibility lies with the Board, while operational roles and an Information Management Steering Group provide oversight. Policies, procedures, training, and compliance monitoring help ensure the proper handling of personal data.
Merit Event - Understanding and Managing Data Protectionmeritnorthwest
From the 24th of October 2002, the Data Protection Act 1998, which applies to local government, NHS Trusts, Schools, Universities and all UK organisations who process personal information, comes into full force. The Data Protection Act 1998 gives people more rights to have their personal information handled fairly, to object to certain types of processing and to have access to any information held about them.
Who should attend:
These briefings have been designed for those who are responsible for the implementation of the Data Protection Act 1998. The practical as well as the theory will be dealt with and attendees will have the opportunity to discuss Data Protection business issues with experts and other delegates.
Briefing Content:
Morning session - Introduction
a) The Data Protection Act and its Principles
b) Responsibilities
c) Policies and Notification
d) Dealing with sub-contractors
e) Subject Access
f) Manual Records
g) Human Resource
Afternoon Session - Auditing
a) Do you need to Audit?
b) How to Audit
c) Do you know what data you process?
d) Reviewing Responsibilities
e) Procedures and Processes
f) Putting Things Right
g) Demonstrating Compliance
About the eBusiness Club
This training day is being organised as part of the eBusiness Club activities managed on behalf of the Chamber on Merseyside by MERIT (NW) Ltd and supported by leading public and private sector partners. The Merseyside eBusiness club will assist members to achieve the best possible results from their ICT and eBusiness systems. At the same time they will learn about innovations in the market place and hear directly from the leading voices in the industry
Full details about the eBusiness Club can be found online at www.merit.org.uk/ebusinessclub or alternatively by contacting Ian Bulmer, eBusiness Club Co-ordinator, MERIT (NW) Ltd, One Old Hall Street, Liverpool. L3 9HG. Tel: 0151 285 1400 email: ebusinessclub@merit.org.uk
The document provides an overview of records management. It defines what constitutes a record, including that the medium does not determine if something is a record, only the content. It distinguishes records from reference materials, personal items, and publications. It emphasizes the importance of properly managing records to minimize risks, ensure compliance, and support operations. Key aspects of records management include retention schedules, timely destruction of records, and the various roles of the Library of Virginia in advising and storing inactive records.
Critical Roadblocks In The Review Of Litigation DocumentsAbsolaw
ABSOLaw offers top-notch legal document review services, ensuring meticulous scrutiny of contracts, agreements, and other legal materials. Our team of experienced attorneys delivers thorough analyses, identifying potential risks and highlighting critical details, providing you with peace of mind and legal confidence. Visit our website for professional assistance.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The Aboriginal Friendship Centre of Calgary in partnership with Alberta Health Services, and the Tsuut'ina Nation, provided an exceptional program to offset the high risk of suicide among at-risk indigenous youth. This program provided new healthy, self-esteem building options, for at-risk youth from Calgary group homes and the community at large.
Patients facing chronic illness re-frame their definition of wellness and manage to cope in spite of adversity. This patient led research project delves into the myriad ways that those suffering from chronic illness chart a new path for themselves.
Peformance Management and EAP Best PracticesCG Hylton Inc.
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping organizations to implement and sustain performance management programs that work.
Learning objectives:
1. Understanding effective performance management and identifying potential barriers.
2. Providing services designed specifically to help organizations enhance their performance management programs.
3. Adding value to current EAP services through performance management support.
For additional handouts please email chris at hylton dot ca
Understanding general rules around corporate governance
Understanding the duties of directors
Understanding the impact of strong electoral policies and guidelines for elected officials
Identifying the 12 things that EVERYONE gets wrong about financial planning, Understanding insurance, Demystifying savings and investments, Wading through the banking and lending challenges, Effective tax and estate planning
This document summarizes Chris Hylton's experience in an active living program. Some of the benefits he experienced include improved fitness levels, making new friends in running groups, and building a running shoe collection. However, he also faced skepticism from neighbors and developed a mysterious illness. After ruling out other causes, his doctor diagnosed him with arrow phobia based on his exposure to arrows in the program's fitness tests and materials. Chris eventually concluded that exercise is unnecessary and people can celebrate health indoors without it.
Mindful employer program 2015 easna institute clearwaterCG Hylton Inc.
This document summarizes a presentation about supporting workplace mental health. The presentation discusses the different perspectives of managers and employees, with managers focused on tasks and customers while employees are more concerned with mental health, emotions, and personal goals. It suggests that managers could better support mental health by being more sensitive to employee needs, like a dog's sensitive sense of smell. The presentation promotes becoming a "mindful employer" through developing mindful managers, promoting mental health awareness, and eliminating stigma around seeking help. It provides resources for workshops, training champions within organizations, and supporting employees with mental illness concerns.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
This document provides an overview of a conference on conflict resolution presented by Chris Hylton. Some key points discussed include understanding perceptions and root causes of conflict, learning from how animals avoid conflict through senses like smell, exploring Maslow's hierarchy of needs in relation to conflict, and introducing the "win-win" approach to conflict resolution through cooperative problem solving. Communication techniques for active listening and dealing with difficult emotions were also covered. The presentation addressed various types of conflicts such as those between employees and managers, with elected officials, youth, and between different cultures.
Chris Hylton, a benefits and HR consultant, gave a presentation on wellness and benefit planning. He discussed types of benefit plans like fully insured, ASO, and flex plans. Joint purchasing allows for more flexibility and customization of benefits. Benefit trends include rising drug costs, especially for biologics, and a focus on health and wellness programs to address chronic diseases and improve employee productivity. Carrier programs use electronic claims submission and audits to reduce costs. Flexible spending accounts and wellness initiatives were recommended.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Hidden Pathways Thru Chronic Illness - PROMS Forum Nov 28 2014CG Hylton Inc.
See how a team of patient researchers (PaCERS) helped those with chronic illness find new meaning and strength thru and in spite of their illness. Audio recording of the session is available here https://connectmeeting.ucalgary.ca/p5dw8dib86t/
Occupational health and safety has to be adapted for the aging workplace in order to be effective. By integrating best practices for the aging worker, OH&S may successfully be integrated into an organization's culture and safety is assured, every step of the way.
More Effective Budget Planning in Aboriginal Communities thru Community Engag...CG Hylton Inc.
Learn the origins of budget planning within aboriginal communities. Learn what went wrong. Learn how communities can regain control over budget planning by using strong community engagement practices.
Strategies for Interviewing, Hiring, and RetentionCG Hylton Inc.
This document summarizes a presentation on strategies for interviewing, hiring, and retention. The presentation covers sourcing qualified candidates through thorough job descriptions and searches, effective screening processes like resume reviews and interviews, understanding legal obligations through contracts, and incentivizing retention through clear expectations, leadership, and work-life balance. The goal is to minimize costs and maximize the impact of hiring through reliable recruitment processes.
Does Over-Masturbation Contribute to Chronic Prostatitis.pptxwalterHu5
In some case, your chronic prostatitis may be related to over-masturbation. Generally, natural medicine Diuretic and Anti-inflammatory Pill can help mee get a cure.
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
Adhd Medication Shortage Uk - trinexpharmacy.comreignlana06
The UK is currently facing a Adhd Medication Shortage Uk, which has left many patients and their families grappling with uncertainty and frustration. ADHD, or Attention Deficit Hyperactivity Disorder, is a chronic condition that requires consistent medication to manage effectively. This shortage has highlighted the critical role these medications play in the daily lives of those affected by ADHD. Contact : +1 (747) 209 – 3649 E-mail : sales@trinexpharmacy.com
Osteoporosis - Definition , Evaluation and Management .pdfJim Jacob Roy
Osteoporosis is an increasing cause of morbidity among the elderly.
In this document , a brief outline of osteoporosis is given , including the risk factors of osteoporosis fractures , the indications for testing bone mineral density and the management of osteoporosis
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
Phone Us ❤8107221448❤ #ℂall #gIRLS In Dehradun By Dehradun @ℂall @Girls Hotel...
Archiving files. kainaiwa.15
1. F E B R U A R Y 2 4 , 2 0 1 5
8 : 4 5 A M - 1 0 : 1 5 A M
2 0 1 5 K A I N A I W A C H I L D R E N ’ S S E R V I C E S
C O R P O R A T I O N C O N F E R E N C E
L I S A P E C K H A M
Best Practices
for Archiving Files
2. Disclaimer
2
Information presented to you today is considered to be
general best practices for organizations across Canada.
The information is not intended to provide legal
counsel or legal advice.
4. Learning Objectives
Record management overview
File management
What you need to keep
How you need to keep it
How long you need to keep it
Where to keep files
Employee files
Financial files
Destroying Files
4
5. Records Management
Understanding records management
Internal records management
Physical and electronic filing
External records management
www.ufv.ca
5
6. Why Documentation Procedures Matter
Required to inform and justify a wide range of
decisions
It is the law
Can help to create and implement new policies and
procedures
Creates a historical document
6
7. Understanding Records Management
Records management involves identifying,
classifying, prioritizing, storing, securing, archiving,
preserving, retrieving, tracking, and destroying
records
Records are created or received by an organization in
compliance with legal obligations or in the
transaction of business
Can be tangible documents like a driver’s license or
correspondence or digital information such as data, website
content, and electronic mail
Source: http://en.wikipedia.org/wiki/Records_management
7
8. Documentation and Legal Exposure
Dated
Signed where applicable
Accessible
Legible
Factual
Clearly indicate where supporting and referenced
documentation can be found
Duplicated and secured
8
9. Internal Records Management
Requires a dedicated staff member or department,
depending on the size of the organization
Standardized across the organization with one point of
contact who can easily obtain requested records
Abide by clear and well documented records
management policies
Can be a combination of physical and digital records
management
Be able to meet all applicable audit standards
Should be audited on a regular basis
Practices, systems, technologies, and facilities
9
11. Decision Making
Documented policies, procedures, and information
are required in order to make decisions that impact
the overall functioning of the organization
Hiring
Budgets and allocation of resources
Salary increases and additional incentives
Terminations
Development of new policies and procedures
Performance evaluation and management
11
12. Do DO NOT
Do write and distribute
minutes as soon as
possible after the
meeting
Do be neutral
Do record topics
discussed, decisions
made, and outstanding
action items
Do summarize accurately
and succinctly
Don’t record
information that is
hearsay or gossip
Don’t record
exhaustive details of
the meeting
Don’t include
information that might
embarrass someone
12
Do’s and Don’ts for Meeting Minutes
14. Historical Documents
Order and efficiency
Daily operations
Promotion and public
relations
Strategic planning
Litigation
14
Source: http://www.uic.edu/depts/lib/specialcoll/pdf/DTIA.pdf
15. File Management
15
File management is a
series of tools,
procedures, and policies
designed to organize and
file documents so
information can be easily
located and retrieved
when required.
16. Types of File Management
16
Effective physical file management includes
Analyzing and classifying records
Determining retention schedules
Appropriate arrangement
Centralized filing
Decentralized filing
Electronic file management
Analyzing and classifying records
Determining retention schedules
Naming files
17. Analyzing Physical and Electronic Files
17
Who creates the file?
Who accesses or uses the file and how often?
What is the size of the file?
How long is the file current?
Is the file confidential?
What are the legal requirements for
retaining the file?
18. Classifying Physical and Electronic Files
18
Primary classification describes the broadest and
fundamental purpose of the file
Administrative
Organizational
Program
Case
Secondary classification
Committee files
Personnel
Payroll
Purchase
Planning
Finance
19. Filing Physical Files
19
Arrangement
Alphabetic
Chronological
Numerical
Serial
Centralized filing
Files are maintained in one central location and are accessible
to multiple employees
Decentralized filing
Files are located dependent on proximity to the primary users
20. Naming Electronic Files
20
Appropriately and consistently named files ensures
electronic files are stored accurately within
classifications and retention schedules
Having an organization wide electronic file naming
policy can help to improve the efficiency of the filing
system
Electronic file names should fit logically with
corresponding physical files
21. 5 Tips for Effective Filing Systems
21
1. Filing systems should support organizational needs
2. Filing systems should guarantee reliable document
capture
3. Filing systems should provide secure access for
sensitive and confidential documents
4. Filing systems should optimize workflow
5. Filing systems should help to efficiently manage
document life cycles
23. Advantages to Centralized Filing
23
There is greater control over the files
Uniformity and consistency is easier to maintain
All important information is located in a central
location
All information regarding a specific subject is
located in a central location
The need for duplicate files is eliminated
Storage of records requires less equipment and
space
24. Advantages to Decentralized Filing
24
There is less chance of folders being misfiled into
the wrong secondary classification series
Limited access to a record series leads to greater
security and confidentiality
The record series is physically located closer to the
user
26. Disadvantages
26
Multiple copies of confidential information
Costs of having several secure locations
Too easy for someone to access information
27. External Records Management
Reduces costs associated with staffing, software, and
storage
Provides up to date expert knowledge on compliance
regulations
Can improve organizational efficiency
Can provide offsite data backup and recovery
Document management
Scanning, retrieving, organizing
Highly secure
27
28. Retention Schedules
28
All physical and electronic files should have a clearly
documented and displayed retention schedule
Depending on the type of file, the retention schedule
may be determined by
The organization
External stakeholders
Example: WCB, Insurance company
Legal requirements
Example: FOIP, Revenue Canada
29. Third Party Access
External human resources functions provider
During the legal acquisition of a business
Workers’ Compensation Boards
Benefits providers
Labour relations and union representatives
Lawyers
Provincial and national
government bodies
Revenue Canada
29
31. Documentation and Legal Exposure
Payroll and benefits information
Performance management
Health and
Safety
Harassment
complaints
Accommodation
Certifications
31
32. Discussion – Keeping files
32
What do you keep now?
Where do you keep it?
How long do you keep it?
How do you get rid of it?
33. What to Keep
Employee information including name, address, SIN,
start date, hours worked, written agreements regarding
overtime, vacation time records, payroll information, and
leave information
Documentation related to health and safety incidents
Information regarding efforts to meet a duty to
accommodate
Performance management documentation
33
34. Employee Files
Application
Resume and cover letter
Interview notes
Testing results
Reference check notes
Signed offer letter
Job description
Emergency contacts
Social Insurance number
Signed TD1 form
Orientation checklist
Relocation agreements
and supporting
documentation
Benefit enrolment forms
Garnishee or court orders
Signed confirmation of
receiving and reviewing
employee handbook
34
35. Employee Files
Updated information
Written evaluations
Raises, promotions, and commendations
Warnings and disciplinary action
Employment status up to date
Most recent version of employee handbook reviewed
Change in name or address
Most current employment contract
35
Adapted from: http://www.nolo.com/legal-encyclopedia/what-keep-employee-personnel-files-30240.html
36. Employee Files
Do not include information that is not directly related
to the employee’s qualifications and performance.
This includes:
Medical records
Unsubstantiated criticism, rumors, or accusations
Reference to race, sex, religion
Reference to the employee’s private life
36
Adapted from: http://www.nolo.com/legal-encyclopedia/what-keep-employee-personnel-
files-30240.html
37. Employee Files
PIPEDA has established 10 privacy principles for the collection,
use, disclosure, and retention of personal information. These
are good standards to follow anywhere in Canada.
• Accountability
• Identifying purpose
• Consent
• Limiting collection
• Limiting use, disclosure, retention
• Accuracy
• Safeguards
• Openness
• Individual access
• Challenging compliance
37
38. Documenting Employee Performance
Timely documentation of incidents, deficiencies, and
significant accomplishments
Build an employee performance file on EVERY employee and
document positive performance and performance concerns
Confirm the facts
Relevant supporting documentation
Written correspondence
38
39. Access and Protection of Employee
Documentation
Employee access
Employer access
Third party access
Securing records
39
40. Employee Access
Current and former employees have the right to
access their own employment records
Records management policies should outline the
process for accessing employee records
Records management process should outline criteria
that must be met to preserve the integrity of the file
Cannot be removed from the area files are kept
Employee can not remove or add anything to the file
Employee must be accompanied by a Human Resources
professional when viewing the file
40
41. Employer Access
Records management policies should outline the
process for allowing organization employees to
access employee records
How and why Human Resources professionals can access
employee records
Other employees in the organization that can access employee
records
This is permitted if accessing employee records is necessary for the
performance of the employee’s job
41
42. Securing Records
Privacy
The right to privacy is met when an individual has the
opportunity to exercise some degree of control over personal
information by consenting to, or withholding consent, for the
collection, use, and/or disclosure of information
Confidentiality
Every organization has an obligation to protect information
from unauthorized access, use, disclosure, modification, loss or
theft.
Security
Organizations must employ physical, administrative, and
technical safeguards to ensure employee records remain secure
42
43. How long do we keep them?
43
The entire employee file should be kept while the
employee is active, longest employee on record?
Inactive employee files should be kept secured but
conveniently located for a minimum of two years
Inactive employee files should be kept for six to ten
years and must be kept in a secure location
45. What are Records
45
Records are accounting and other financial
documents that should be kept in an organized way
Records were traditionally kept in paper format, but
many now keep electronic records
Records include ledgers, journals, vouchers, financial
statements and accounts, and income tax and excise
tax records. You must keep the supporting
documents
46. Benefits of keeping files organized
46
Identify the sources of income
Remind you of expenses you can deduct and tax
credits you can claim
Make it easier for you to determine your taxes owing;
Provide you with information on the past and
present financial position
Help you make good business decisions
Assist with getting loans and funding
Can prevent problems if you get audited
47. Consequences of not keeping good records
47
Government may disallow expenses that you are
unable to support
Government may impose penalties if you:
Do not keep adequate records
Do not provide CRA officials with access to your records, when
requested
Do not give information to CRA officials, when asked.
48. What to keep
48
Sales invoices
Purchase receipts
Contracts
Guarantees
Bank statements including
deposit slips and cancelled
cheques
Purchase orders
Work orders
Delivery slips
General correspondence in
support of any transaction
Cash register slips, credit
card receipts
49. How to keep records
49
Books, records, and supporting documents produced
and kept in paper format
Books, records, and supporting documents produced
on paper, and then converted and stored in an
electronic format
Electronic records and supporting documents
produced electronically
50. Additional records for corporations
50
Records of Internet business activities
Meeting minutes of the directors of a corporation
Meeting minutes of the shareholders of a corporation
Any record of a corporation containing details about:
the ownership of the shares of the capital stock of the corporation
any transfers of these shares
General ledger or other books of final entry, in paper or
electronic format, containing the summaries of the year-to-
year transactions of the corporation
Any special contracts or agreements necessary to
understand the entries in the general ledger or other books
51. Where to keep files
51
Financial files should be kept within the finance
department
Must be kept secured
Can be moved offsite once they have not been
accessed for at least two years
If moved offsite they still need to be secured
52. Keeping Files
52
Most records are kept for six years from the date of
tax filing
Active records should be kept on site and convenient
in a secure location
Old records can be kept off site in a storage facility as
long they are secured and when accessing the
records it is done by two people who have access
53. Tax Files
53
Tax files, as stated by CRA, only have to be kept for six
years from year end filing
Most organizations keep tax files, including payroll,
income tax and GST records indefinitely
Supporting documents do not have to be kept for more
than six years
Again, many corporations keep files for six to ten years
depending on policy
54. Exceptions
54
Records and supporting documents
concerning long-term acquisitions and
disposal of property, share registry and
other historical information that would
have an impact on the sale, liquidation or
wind-up of a business must be kept
indefinitely.
56. Disposal of Records
56
How do you currently dispose of records?
How old is the oldest record you have seen?
Inactive
Active
57. Disposal of Records
57
Electronic records on your pc, can be deleted and
then wiped by IT department
Electronic records on USB or other storage device
can be deleted and/or destroyed
Hard copy files should be shredded and disposed of
Internally
3rd party
To ensure that employer documentation can be useful in a court of law, organizations must ensure that all relevant documentation meets the above minimum considerations.
Some records are permanently useful, either to the organization itself or to other interested parties. When properly retained, organized, and preserved, these records become an organization’s archives. They reflect the values, activities, and goals of the organization. This body of records tells the story of the organization’s past and becomes the basis for understanding its history.
Order and efficiency – Having a system in place guarantees that records are filed in a logical, orderly fashion to facilitate retrieval.
Daily operations – Daily operations frequently require the use of noncurrent records. For example, a report outlining the organization's achievements is significantly easier to produce when documentation is properly maintained.
Advertising, promotion, and public relations – Organizational archives are useful in advertising, promotion, and public relations. Being able to discuss, document, and illustrate past activities lends an organization credibility in its current efforts. Successful programs developed and implemented five, ten, or twenty years ago demonstrate the organization's credibility, strength, and longevity.
Strategic planning – Likewise, the existence of documentation gives a real boost to strategic planning. Current employees can look back at their group's history to learn which efforts were successful or unsuccessful in the past, and why. Knowledge and understanding of previous errors, as well as previous successes, can determine future strategy. Documentation reveals which activities were advantageous to the organization and its intended beneficiaries. Current areas of interest are compared with past efforts and evaluated in terms of their potential for the future.
Litigation – Documentation is useful for legal purposes. In legal proceedings, the documentation generally contains accurate, unbiased, and readily available information for a legal strategy that is beneficial to the organization.
Source: http://www.uic.edu/depts/lib/specialcoll/pdf/DTIA.pdf
In order to create an effective and efficient filing system, the above questions should be addressed. The organization should understand what records are created, why they are created, and how they are used. The goal for any filing system is that it works seamlessly within the functional and operational requirements of the office.
These are common primary classifications.
Administrative files: document the internal administration and operation of an office
Organizational files: document the relationship of an office with other offices and departments within the organization as well as with external organization and partners
Program files: document basic activities and program specific information
Case files: document a specific event, project, person, transaction
Within the primary classifications, files should be sorted into their secondary classifications. Secondary classifications are a group of records that are created, used, and filed as a unit because they relate to a particular subject or function, result from the same activity, or have a particular physical form. This slide lists common secondary classifications.
Primary and secondary classifications should be used as tools to facilitate the organization and filing of records. Classifications can be whatever is meaningful to that particular organization.
Records management is one area where many organizations find it is more efficient and effective to contract to an external provider.
Some organizations do a combination of both internal and external records management.
There may be instances where a third party can legally access some part of an employee’s records.
It is critical that the organization’s records management plan details the circumstances in which a third party can access certain aspects of an employee’s records. This access must be in compliance with applicable privacy and release of information guidelines.
These are types of documentation that an organization may be requested to provide to a court of law.
The laws in Canada require that all employers document certain pieces of information. Records must be maintained for a certain period of time (this can vary across different industries and is based on the type of information collected) and must be readily available for inspection.
Having this information documented can help to prevent issues such as misunderstandings, hearsay, or an inability to terminate an employment contract due to lack of proof that the contract has been frustrated.
A new employee file should include all the information listed above. The organization must ensure that this information remains confidential and secure.
It is helpful to include a checklist of the required information at the beginning of each employee file. This can provide “at a glance” confirmation of the documents that are included in the file and documents that remain outstanding.
For organizations in the Yukon, Nunavut and the Northwest Territories the collection of employee information is subject to PIPEDA because all private sector activity is under federal jurisdiction in the territories. PIPEDA applies to personal information that is collected, used or disclosed in the course of commercial activity. PIPEDA also states "personal information does not include the name, title, or business address or telephone number of an employee of an organization.“ Source: http://hrcouncil.ca/hr-toolkit/employee-records.cfm
Employee files should be reviewed on a regular basis to ensure the documents are accurate, up to date, and complete. This can be done annually at the same time as the employee’s performance review. Document any changes, additions, and removals made to the file.
Take time on a regular basis to document performance raves or concerns on each employee. Failure to document the good and the bad can have legal implications and organizations can be accused of “being out to get a particular employee”.
Report the facts including the date, employees involved, the details of the incident, and observations. Avoid including ambiguous details and qualitative judgments.
Document facts based on employee reports, manager reports, eyewitness reports, photos, reports, emails, and any other documentation that reports facts surrounding an event.
Draft written correspondence about the event that includes the above mentioned facts, supporting documentation, and a summary of all conversations with the employee regarding this event.
In the written correspondence, refer objectively to related performance benchmarks.
Have the employee review the correspondence and sign the document confirming they have read, understood, and agree with the statement of facts.