Recordkeeping plays an essential role in the management of any company. An extensive range of information about employees must be preserved for numerous reasons. This includes the ability to facilitate the efficient and effective management of human resources, to defend employment decisions when the need arises, and to comply with numerous federal and state laws. The following is a detailed analysis of the various record categories requiring preservation.
Reginald Farmer is seeking a financial analyst or accounting position. He has over 20 years of experience in accounting, financial analysis, reporting, and auditing across various industries. Farmer has a Bachelor's degree in Accounting from Calumet College and is currently pursuing an MBA from Keller Graduate School of Management. His professional experience includes positions at RR Donnelley & Sons, Arizona Department of Revenue, Education Depot, PricewaterhouseCoopers, and Mississippi Department of Employment Security.
This document is a resume for Sara Hollister, a paralegal based in Puyallup, WA. She has over 10 years of experience as a paralegal working on cases involving HOA/condo collections, foreclosures, and bankruptcy. Her current role involves assisting attorneys, drafting legal documents, managing case files and payments, and communicating with courts, clients and other parties. Sara has a Bachelor's degree in Paralegal Studies from Kaplan University and an Associate's degree in Paralegal Studies from Everest University. She demonstrates strong legal and administrative skills.
The processes involved in hiring new employees or online dating are not so simple as you think. You cannot, also should not, trust an unknown. Your simplicity and excessive belief sometimes lead you to great danger. So, before believing a person and start sharing your personal things, or handing over a confidential job to a mysterious, you should conduct background checks on him. If you find a positive report, then you can trust the man and if it is not, you should avoid the person from both your personal and professional life.
On April 25, 2013, Ward and Smith, P.A. held a Labor and Employment Seminar at the Crowne Plaza in Asheville, North Carolina. We are pleased to share the PowerPoint presentation from the event. The topics presented were: Criminal Background Checks, Wage and Hour Issues, Social Media, FMLA ADA and REDA Issues, Affordable Care Act, and Termination and Unemployment Claims
Small Business Efficiency Act: Good News for PEOs & Small EmployersCPEhr
On December 19, 2014, the Tax Increase Prevention Act of 2014 was signed into law. This included the enactment of the Small Business Efficiency Act (SBEA), which amended the Internal Revenue Code to establish a certification program for Professional Employer Organizations (PEOs).This certification program, once up and running, should eliminate concerns businesses may have about partnering with a PEO.
There were major forces at work this past year that have made the labor and employment landscape in 2015 more dynamic and unpredictable than in recent years. A volatile political climate, still-sluggish economy, historic swing in the mid-term elections and aggressive federal initiatives have left many employers wondering what 2015 holds in store. In this report, we cover some of the hottest employment and health care trends, plus new payroll, tax and benefits information.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
Reginald Farmer is seeking a financial analyst or accounting position. He has over 20 years of experience in accounting, financial analysis, reporting, and auditing across various industries. Farmer has a Bachelor's degree in Accounting from Calumet College and is currently pursuing an MBA from Keller Graduate School of Management. His professional experience includes positions at RR Donnelley & Sons, Arizona Department of Revenue, Education Depot, PricewaterhouseCoopers, and Mississippi Department of Employment Security.
This document is a resume for Sara Hollister, a paralegal based in Puyallup, WA. She has over 10 years of experience as a paralegal working on cases involving HOA/condo collections, foreclosures, and bankruptcy. Her current role involves assisting attorneys, drafting legal documents, managing case files and payments, and communicating with courts, clients and other parties. Sara has a Bachelor's degree in Paralegal Studies from Kaplan University and an Associate's degree in Paralegal Studies from Everest University. She demonstrates strong legal and administrative skills.
The processes involved in hiring new employees or online dating are not so simple as you think. You cannot, also should not, trust an unknown. Your simplicity and excessive belief sometimes lead you to great danger. So, before believing a person and start sharing your personal things, or handing over a confidential job to a mysterious, you should conduct background checks on him. If you find a positive report, then you can trust the man and if it is not, you should avoid the person from both your personal and professional life.
On April 25, 2013, Ward and Smith, P.A. held a Labor and Employment Seminar at the Crowne Plaza in Asheville, North Carolina. We are pleased to share the PowerPoint presentation from the event. The topics presented were: Criminal Background Checks, Wage and Hour Issues, Social Media, FMLA ADA and REDA Issues, Affordable Care Act, and Termination and Unemployment Claims
Small Business Efficiency Act: Good News for PEOs & Small EmployersCPEhr
On December 19, 2014, the Tax Increase Prevention Act of 2014 was signed into law. This included the enactment of the Small Business Efficiency Act (SBEA), which amended the Internal Revenue Code to establish a certification program for Professional Employer Organizations (PEOs).This certification program, once up and running, should eliminate concerns businesses may have about partnering with a PEO.
There were major forces at work this past year that have made the labor and employment landscape in 2015 more dynamic and unpredictable than in recent years. A volatile political climate, still-sluggish economy, historic swing in the mid-term elections and aggressive federal initiatives have left many employers wondering what 2015 holds in store. In this report, we cover some of the hottest employment and health care trends, plus new payroll, tax and benefits information.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
This document discusses background screening and substance abuse testing services provided by Parkin Security Consultants. It provides an overview of the company's history and credentials. It then summarizes the purpose and benefits of background screening, the legal requirements for conducting background checks, and the types of searches that can be performed, including criminal records, driving records, education and employment verifications.
Clarence Neal has over 17 years of experience in human resources recruitment. He has worked as a recruiter for various healthcare staffing agencies and hospitals. Neal is skilled in full cycle recruitment including sourcing candidates, interviewing, negotiating offers, and onboarding. He has a proven track record of successfully filling positions and increasing company revenue. Neal holds a Bachelor's degree in Business Administration and is proficient in various applicant tracking and HR systems.
The document provides an overview of screening and vetting procedures according to British Standard BS 7858:2019. It discusses topics such as:
- The screening process and why companies complete screening
- Top management commitment to screening
- Risk management considerations for roles requiring screening
- Training and qualifications for screening staff
- The screening process, including preliminary checks, limited screening, verification of information, and completion of full screening
- Record keeping and retention requirements
- Considerations for outsourced screening, subcontractors, and acquisitions
The goal of the screening process is to obtain information about candidates to assess suitability and reduce risks, following the recommendations of the British standard.
This document notifies an applicant that the company may obtain an investigative consumer report from AmericanChecked for employment purposes. This report may include public records, credit, criminal background, and driving records to assess character and reputation. While the report copies public records accurately, it does not guarantee the truthfulness of the information. The applicant has rights under the Fair Credit Reporting Act to request a full report and receive a copy within five days if not hired due to the report.
This newsletter from Advanced Screening Solutions discusses pre-employment screening and background checks. It describes how screening is used to verify applicants' histories and check for criminal records in order to reduce risks. It outlines various types of background checks like criminal, education, and drug tests. The newsletter emphasizes that screening helps improve safety, productivity, and reduces liability for employers. It wishes readers a happy holiday season and offers their full-service pre-employment screening.
Rosemary Moreno is seeking a challenging position that utilizes her analytical, organizational, customer service, and communication skills. She has over 6 years of experience in medical records and coding. Her experience includes coordinating health information departments, coding and abstracting medical records, processing patient admission documents, and ensuring confidentiality of medical records. She also has customer service experience in banking, insurance, and a medical clinic. Rosemary has an associate's degree in Health Information Technology and training as a Medical Billing and Coding Specialist.
Rosemary Moreno is seeking a challenging position that utilizes her analytical, organizational, customer service, and communication skills. She has over 6 years of experience in medical records and coding. Her experience includes coordinating health information departments, coding and abstracting medical records, processing patient admission documents, and ensuring confidentiality of medical records. She also has customer service experience in banking, insurance, and a medical clinic. Rosemary has an associate's degree in Health Information Technology and training as a Medical Billing and Coding Specialist.
A Right Approach to Selecting The Right CandidateADP, LLC
ADP® provides U.S.-based multinational organizations with an integrated background screening solution built with on-demand technology supported by our screening and compliance expertise. Our systems dig into available public records to help ensure application information is accurate and that you have all the background knowledge you need on the talent you wish to bring on board. We help streamline the onboarding process by validating candidate information against Social Security Administration records and other public information.
Nowadays, the importance of background checks has increased tremendously both for small and big businesses alike. There are multiple advantages of conducting a background check prior to hiring employees and prominent among these are it provides safety to other people working in your organization. Besides that, a background check ensures that you get the desired candidates for the posts. Have a look at the slide to know the ways background check helps you in making the best decision.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
Employee Handbook Intitials and dates updated 5-28-09Jo Woolery
The document outlines policies for ATS regarding employee conduct and documentation. It states that candidates must provide proper documentation like a Social Security card to be interviewed. It also prohibits discrimination and harassment, and mandates reporting any such incidents. Employees must provide updated personal information and documentation to ATS and will be terminated for violating any policies. The document also addresses dress code, driver's license requirements, and disciplinary actions.
Cracking The Employee Background Check Code.pptxWorkforce Group
As an employer, the hiring process can be a stressful time. Not only do you have to choose the right person for the job, but you also need to make sure that they are who they say they are.
Making safe and informed hiring decisions requires conducting background and reference checks on potential employees.
There are many reasons why running an employee background check is essential. Perhaps the most obvious reason is to ensure that the person you're hiring is who they say they are.
A background check can also help to reveal any red flags that may be present in an applicant's past, such as educational background or financial instability.
In this deck, you will learn the importance of running employee background and reference checks before hiring and onboarding a new staff.
In this deck, you'll also learn;
1. The basis of employee background check
2. Strategies for carrying out pre-employment checks
3. The significance of background checks to recruitment
4. Why you cannot afford to get recruitment wrong
This document provides a summary of Susan Calvo's experience and qualifications. She has over 10 years of experience in procurement, purchasing, and compliance roles in both government and private sector organizations. Her areas of expertise include contract compliance, record keeping, customer service, purchase ordering, and federal acquisition regulations. Currently, she works as a purchasing officer for the Department of Veterans Affairs, where she purchases prosthetics and ensures compliance. She is seeking new opportunities as a purchasing agent.
From the ACA, upcoming changes to the FLSA, OSHA penalties, and other ongoing compliance issues, HR and compliance managers have a lot on their plate in 2016. Join us as we cover tips, best practices, and how to use technology to better manage these issues and more.
This document discusses common HR compliance pitfalls and provides guidance in 10 key areas: 1) employee vs. contractor classification; 2) Fair Labor Standards Act compliance including exempt status and unpaid internships; 3) the at-will employment doctrine; 4) proper I-9 and E-Verify procedures; 5) ensuring complete terms of employment documentation; 6) maintaining proper personnel files; 7) developing anti-harassment policies and training; 8) avoiding biases in recruiting and interviewing; 9) conducting lawful exit processes; and 10) maintaining updated employee handbooks through regular reviews and training. The document provides an overview of compliance requirements and recommendations in each of these 10 areas.
This document discusses what items should be kept in employee files and for how long. Key items to retain include the offer letter, resume, social insurance number, contact information, time sheets, T4 slips, performance reviews, records of pay changes, and training documents. According to regulations, payroll and tax documents must be kept for 6 years, while other files should be retained for 3 years after an employee's departure. Maintaining proper documentation is important for tax purposes, proving employment terms, and resolving any potential disputes.
Background checks can be helpful tools in guiding your hiring choices, as well as subsequent decisions. Once you've used them and won't need them again for awhile, it's easy to tuck these reports away in a file and forget them. But, like most aspects of business, the handling of background checks is subject to government rules.
What is a Background Check for Employees in Ontario.pdfCrimcheck Canada
When hiring new employees in Ontario, employers often want to be as thorough as possible in their
candidate evaluation process. One commonly used tool is a background check, designed to verify the
information supplied by applicants and to assess their suitability for the job. This article aims to demystify
what is a criminal background check for employees in Ontario, what employers and employees can
expect, and the legal guidelines that govern this process.
Federal contractors are prohibited from employment discrimination and are required to take affirmative action to ensure equal opportunity regardless of personal attributes. Contractors must develop affirmative action plans, recruit diverse applicants, keep detailed employment records, and comply with regulations regarding hiring, compensation, and other personnel activities. Recordkeeping is critical and contractors must retain employment records for one to two years depending on company size and contract value. Small contractors planning to do business with the federal government should perform self-audits to ensure compliance with affirmative action requirements.
Infographic: HR Outsourcing Services Made SimpleCPEhr
The concept of how outsourcing human resources works is often confusing. This infographic represents the myriad of services that comprise HR outsourcing in a simple to understand format.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
More Related Content
Similar to Employment Record-Keeping Best Practices
This document discusses background screening and substance abuse testing services provided by Parkin Security Consultants. It provides an overview of the company's history and credentials. It then summarizes the purpose and benefits of background screening, the legal requirements for conducting background checks, and the types of searches that can be performed, including criminal records, driving records, education and employment verifications.
Clarence Neal has over 17 years of experience in human resources recruitment. He has worked as a recruiter for various healthcare staffing agencies and hospitals. Neal is skilled in full cycle recruitment including sourcing candidates, interviewing, negotiating offers, and onboarding. He has a proven track record of successfully filling positions and increasing company revenue. Neal holds a Bachelor's degree in Business Administration and is proficient in various applicant tracking and HR systems.
The document provides an overview of screening and vetting procedures according to British Standard BS 7858:2019. It discusses topics such as:
- The screening process and why companies complete screening
- Top management commitment to screening
- Risk management considerations for roles requiring screening
- Training and qualifications for screening staff
- The screening process, including preliminary checks, limited screening, verification of information, and completion of full screening
- Record keeping and retention requirements
- Considerations for outsourced screening, subcontractors, and acquisitions
The goal of the screening process is to obtain information about candidates to assess suitability and reduce risks, following the recommendations of the British standard.
This document notifies an applicant that the company may obtain an investigative consumer report from AmericanChecked for employment purposes. This report may include public records, credit, criminal background, and driving records to assess character and reputation. While the report copies public records accurately, it does not guarantee the truthfulness of the information. The applicant has rights under the Fair Credit Reporting Act to request a full report and receive a copy within five days if not hired due to the report.
This newsletter from Advanced Screening Solutions discusses pre-employment screening and background checks. It describes how screening is used to verify applicants' histories and check for criminal records in order to reduce risks. It outlines various types of background checks like criminal, education, and drug tests. The newsletter emphasizes that screening helps improve safety, productivity, and reduces liability for employers. It wishes readers a happy holiday season and offers their full-service pre-employment screening.
Rosemary Moreno is seeking a challenging position that utilizes her analytical, organizational, customer service, and communication skills. She has over 6 years of experience in medical records and coding. Her experience includes coordinating health information departments, coding and abstracting medical records, processing patient admission documents, and ensuring confidentiality of medical records. She also has customer service experience in banking, insurance, and a medical clinic. Rosemary has an associate's degree in Health Information Technology and training as a Medical Billing and Coding Specialist.
Rosemary Moreno is seeking a challenging position that utilizes her analytical, organizational, customer service, and communication skills. She has over 6 years of experience in medical records and coding. Her experience includes coordinating health information departments, coding and abstracting medical records, processing patient admission documents, and ensuring confidentiality of medical records. She also has customer service experience in banking, insurance, and a medical clinic. Rosemary has an associate's degree in Health Information Technology and training as a Medical Billing and Coding Specialist.
A Right Approach to Selecting The Right CandidateADP, LLC
ADP® provides U.S.-based multinational organizations with an integrated background screening solution built with on-demand technology supported by our screening and compliance expertise. Our systems dig into available public records to help ensure application information is accurate and that you have all the background knowledge you need on the talent you wish to bring on board. We help streamline the onboarding process by validating candidate information against Social Security Administration records and other public information.
Nowadays, the importance of background checks has increased tremendously both for small and big businesses alike. There are multiple advantages of conducting a background check prior to hiring employees and prominent among these are it provides safety to other people working in your organization. Besides that, a background check ensures that you get the desired candidates for the posts. Have a look at the slide to know the ways background check helps you in making the best decision.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
Employee Handbook Intitials and dates updated 5-28-09Jo Woolery
The document outlines policies for ATS regarding employee conduct and documentation. It states that candidates must provide proper documentation like a Social Security card to be interviewed. It also prohibits discrimination and harassment, and mandates reporting any such incidents. Employees must provide updated personal information and documentation to ATS and will be terminated for violating any policies. The document also addresses dress code, driver's license requirements, and disciplinary actions.
Cracking The Employee Background Check Code.pptxWorkforce Group
As an employer, the hiring process can be a stressful time. Not only do you have to choose the right person for the job, but you also need to make sure that they are who they say they are.
Making safe and informed hiring decisions requires conducting background and reference checks on potential employees.
There are many reasons why running an employee background check is essential. Perhaps the most obvious reason is to ensure that the person you're hiring is who they say they are.
A background check can also help to reveal any red flags that may be present in an applicant's past, such as educational background or financial instability.
In this deck, you will learn the importance of running employee background and reference checks before hiring and onboarding a new staff.
In this deck, you'll also learn;
1. The basis of employee background check
2. Strategies for carrying out pre-employment checks
3. The significance of background checks to recruitment
4. Why you cannot afford to get recruitment wrong
This document provides a summary of Susan Calvo's experience and qualifications. She has over 10 years of experience in procurement, purchasing, and compliance roles in both government and private sector organizations. Her areas of expertise include contract compliance, record keeping, customer service, purchase ordering, and federal acquisition regulations. Currently, she works as a purchasing officer for the Department of Veterans Affairs, where she purchases prosthetics and ensures compliance. She is seeking new opportunities as a purchasing agent.
From the ACA, upcoming changes to the FLSA, OSHA penalties, and other ongoing compliance issues, HR and compliance managers have a lot on their plate in 2016. Join us as we cover tips, best practices, and how to use technology to better manage these issues and more.
This document discusses common HR compliance pitfalls and provides guidance in 10 key areas: 1) employee vs. contractor classification; 2) Fair Labor Standards Act compliance including exempt status and unpaid internships; 3) the at-will employment doctrine; 4) proper I-9 and E-Verify procedures; 5) ensuring complete terms of employment documentation; 6) maintaining proper personnel files; 7) developing anti-harassment policies and training; 8) avoiding biases in recruiting and interviewing; 9) conducting lawful exit processes; and 10) maintaining updated employee handbooks through regular reviews and training. The document provides an overview of compliance requirements and recommendations in each of these 10 areas.
This document discusses what items should be kept in employee files and for how long. Key items to retain include the offer letter, resume, social insurance number, contact information, time sheets, T4 slips, performance reviews, records of pay changes, and training documents. According to regulations, payroll and tax documents must be kept for 6 years, while other files should be retained for 3 years after an employee's departure. Maintaining proper documentation is important for tax purposes, proving employment terms, and resolving any potential disputes.
Background checks can be helpful tools in guiding your hiring choices, as well as subsequent decisions. Once you've used them and won't need them again for awhile, it's easy to tuck these reports away in a file and forget them. But, like most aspects of business, the handling of background checks is subject to government rules.
What is a Background Check for Employees in Ontario.pdfCrimcheck Canada
When hiring new employees in Ontario, employers often want to be as thorough as possible in their
candidate evaluation process. One commonly used tool is a background check, designed to verify the
information supplied by applicants and to assess their suitability for the job. This article aims to demystify
what is a criminal background check for employees in Ontario, what employers and employees can
expect, and the legal guidelines that govern this process.
Federal contractors are prohibited from employment discrimination and are required to take affirmative action to ensure equal opportunity regardless of personal attributes. Contractors must develop affirmative action plans, recruit diverse applicants, keep detailed employment records, and comply with regulations regarding hiring, compensation, and other personnel activities. Recordkeeping is critical and contractors must retain employment records for one to two years depending on company size and contract value. Small contractors planning to do business with the federal government should perform self-audits to ensure compliance with affirmative action requirements.
Similar to Employment Record-Keeping Best Practices (20)
Infographic: HR Outsourcing Services Made SimpleCPEhr
The concept of how outsourcing human resources works is often confusing. This infographic represents the myriad of services that comprise HR outsourcing in a simple to understand format.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
Dozens of new California labor laws and Human Resources-related bills were passed, to go into effect on January 1, 2013. Many other changes affecting employers nationwide go into effect on 1/1, such as payroll tax limits, workers’ compensation insurance, federal employment regulations, and most significantly, the Patient Protection and Affordable Care Act, otherwise known as Health Care Reform. This 2013 California HR Updates report covers them all.
The document discusses performance appraisals, including why they are conducted, how to prepare for them, how to measure and evaluate employee performance, how to conduct the actual performance review meeting, and common mistakes to avoid. Key points covered include setting clear goals, using objective facts, providing feedback to help employees improve, and maintaining honest and accurate evaluations.
Implementing an Effective Ergonomic Safety ProgramCPEhr
Musculoskeletal Disorders (MSD), such as carpal tunnel syndrome, can be disabling, painful and costly. Incorporating appropriate ergonomics practices in the workplace can help to reduce the likelihood of these disorders from occurring and can greatly improve employee wellbeing and productivity.
What exactly is ergonomics and how can an ergonomically sound workstation be instituted? We address these questions in this report.
Small business medical insurance costs continue to rise a midst the uncertainty of future reforms and regulations. This white paper reviews 2012 health care trends and 3 strategies to mitigate the rising costs of health insurance.
Reclaim Your Business: HR Outsourcing in 2012CPEhr
Reclaim Your Business:
How Human Resources Outsourcing Will
Enable Companies to Rebuild in 2012. After years of recession, stagnant economic growth, high unemployment
and continuing uncertainty fueled by a partisan Washington, most small
and mid‐sized employers are looking towards the future with reserved
optimism. However, while many economic factors remain in flux,
employers are able to take control of their business in 2012. Many are
proactively investigating how Human Resources (HR) Outsourcing can
assist them in trimming excess operating costs, reducing insurance
premiums and HR overhead, and improving employee productivity.
Seven new 2012 California employment laws are highlighted that directly impact employers in the state. The laws crack down on worker misclassification, expand protections for gender identity and expression, require additional details in pay notices, limit the use of credit reports in hiring decisions, prevent interference with family medical leave, forbid discrimination of domestic partners in health insurance, and expand pregnancy disability leave benefits. Employers are advised to familiarize themselves with the new laws or contact CPEhr for assistance with compliance.
This document discusses several key employment law and tax updates for California employers in 2012, including new laws addressing worker misclassification, discrimination, leave policies, and health insurance coverage. It also provides information on rising workers' compensation insurance costs and strategies for mitigating them. Additionally, it includes tax and benefit limits for 2012 at both the federal and California level as well as information on the IRS voluntary worker reclassification program and complimentary training webinars offered by CPEhr.
The document summarizes several new employment laws and regulations going into effect in 2011, including expanded Americans with Disabilities Act regulations, new heat illness regulations in California, and new organ donation leave requirements in California. It also provides an overview of provisions of the new health care reform law that took effect in 2010 and what can be expected in 2011-2012, including dependent coverage for adult children up to age 26 and elimination of lifetime coverage limits.
Thousands of employers are turning to human resources outsourcing firms and Professional Employer Organizations (PEOs) as a way to cut employment costs, reduce HR risks and improve efficiencies. This is according to a new white paper entitled “Preparing for the Rebound: How Human Resources Outsourcing Can Help Business Through Uncertain Economic Times.”
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
1. 9000 Sunset Blvd, Suite 900, West Hollywood, CA 90069
www.cpehr.com | info@cpehr.com | 800-850-7133
Employment Record-Keeping Best Practices
Recordkeeping plays an essential role in the
management of any company. An extensive range of
information about employees must be preserved for
numerous reasons. This includes the ability to facilitate
the efficient and effective management of human
resources, to defend employment decisions when the
need arises, and to comply with numerous federal and
state laws.
All records must be maintained for a mandatory
minimum number of years. The time various from document to document, but in all cases,
employers should ensure that records are stowed in a secure and safe place that is only
accessible to authorized personnel. Once permitted to be discarded, care should be taken that
they are destroyed in an appropriate manner, whether by shredding, completely erasing from
digital storage, or otherwise.
The following is a detailed analysis of the various record categories requiring preservation:
Hiring Records
Hiring records include external ads and internal postings for open positions, job requests
submitted to employment agencies, resumes, applications, interview evaluations, pre-
employment tests and reference checks. Records for an individual one does decide to hire
should be filed in their personnel file. If an employer does not hire the individual, they should
store the records in an applicant file.
Documents pertaining to hiring records should be kept for a minimum of 2 years after the
employment relationship has concluded, as driven by Title VII, FEHA, ADA and ADEA.
Employee Personnel Files
Employee personnel files should include the employee’s job title, classification and
description. The file should also contain the job offer letter, performance observations and
evaluations, promotions, demotions, attendance records, leave of absence notices,
disciplinary notices, transfers, lay-offs and recalls, training, testing (including certificates),
requests for reasonable accommodations and acknowledgements of company policy and
handbook receipt.
2. 9000 Sunset Blvd, Suite 900, West Hollywood, CA 90069
www.cpehr.com | info@cpehr.com | 800-850-7133
The personnel files should be preserved in an
exceptionally secure location for a duration of 3 years
following termination of the employment relationship.
Employee Wage Records
Employee wage records include wage rate calculation
tables, piece rates, individual employee’s hours and
days, time cards, shift schedules, and any records
clarifying wage differential between sexes.
Employers should preserve employee wage records for at least 4 years, in accordance with the
California Labor Code, EPA (Equal Pay Act) and the FLSA (Fair Labor and Standards Act).
Payroll Records
Payroll records consist of name, date of birth, address, SSN, job definition, terms and
conditions of employment, rates of pay, union and employee contracts, child labor certificates
and notices, the start and end of each work week, total daily and pay period hours, total wages
paid each payroll, net wages and deductions, meal periods and split-shift schedules.
Payroll records should be retained for at least 4 years following termination of the
employment relationship.
Employee Polygraph Test
Though the Employee Polygraph Protection Act (EPPA) generally restricts the routine use of lie
detector tests, they are used now and then such as in an employee theft investigation.
The law requires employers to save a copy of the statement delivered to employees stating
the reason for testing, the incident under investigation, the loss endured by the employer, the
notice delivered to a polygraph examiner naming the person or persons to be examined, the
nature of the employee’s access to the person or property under investigation and all
documentation relating to the actual testing.
A statement asserting that an exam was requested may be placed in the personnel files, but
the remaining related documentation should be stored in a confidential and separate filing
system for a minimum of 3 years.
3. 9000 Sunset Blvd, Suite 900, West Hollywood, CA 90069
www.cpehr.com | info@cpehr.com | 800-850-7133
I-9 Forms
The Immigration Reform and Control Act (IRCA) prohibits
the hiring of illegal aliens. Employers are required to fill
out an I-9 form, the Immigration and Naturalization
Service’s Employment Eligibility Verification Form. They
must include information concerning the identity and
authorization to work of all employees. Failure to comply
with these requirements can lead to civil or even
criminal penalties. Although not mandatory according to
the law, saving copies of corroborating identification and work authorization documents in
addition to the I-9 forms is recommended.
Records should be saved for 3 years after employment and/or one year after termination,
whichever occurs later. The records should be stored together in a common file or collectively
saved electronically for all employees rather than being placed in individual personnel files.
Employee Benefits Data
The Employee Retirement Income Security Act (ERISA) oversees retirement and other
employee benefits. Employers must preserve records of Cobra notices, records supporting the
data in summary plan descriptions (SPDs), records pertaining to eligibility for benefits under
ERISA and annual reports for all benefit plans.
Records should generally be saved for six years after employment termination, although
records relating to eligibility determination for benefits should be retained for as long as
relevant.
FMLA/CFRA
The FMLA (Family and Medical Leave Act) permits entitled employees to up to 12 weeks of
unpaid leave within a 12-month period, depending on particular medical and family criteria.
General records regarding requests should be stored in personnel files. The specifics of
medical requirements and details of requests including diagnosis should be placed in
employee medical or health files.
Relevant documentation should be preserved for a period of 4 years, in accordance with the
FMLA, ADA, and CFRA (California Family Rights Act).
4. 9000 Sunset Blvd, Suite 900, West Hollywood, CA 90069
www.cpehr.com | info@cpehr.com | 800-850-7133
Employee Health Records
Employee health records include all documentation of
drug and alcohol testing records, pre-employment
physicals, job injuries or deaths (OSHA forms 300, 300A
and 301), and specific medical records.
Medical exam results are confidential and must be
stored separately from other records. Records of any
medical examination required by OSHA or resulting
from exposure to toxic or hazardous substances should be retained for 30 years after the
employment termination. Otherwise, employee health records should be saved for 5 years.
Workers’ Compensation
Each work-injury claim must be saved in a file that includes the worker’s name, the claim
administrator’s claim number, the date of injury, an indication of whether the claim is an
indemnity or medical-only claim, a Certificate of Consent to self-insure if appropriate and a
note if there has been a denial.
Documentation regarding workers’ compensation should be retained for 5 years from the date
of injury or 1 year from the last time compensation was delivered to the employee.
Who Must Retain Records?
All employers are obligated to maintain records pertaining to the life cycle of an employee and
to save documentation of compliance with state and federal regulations. Nevertheless, some
exceptions exist based on the number of employees in the company. Employers should check
with their Human Resources department for details.
Fines and Penalties
Violation of required recordkeeping practices can incur fines of up to $70,000, as well as prison
terms that vary according to the specific violation. The sentences are often “per incident,”
which generally includes all incidents occurring to each individual employee.
5. 9000 Sunset Blvd, Suite 900, West Hollywood, CA 90069
www.cpehr.com | info@cpehr.com | 800-850-7133
Summary
Comprehending the state and federal employment laws that drive recordkeeping
requirements is essential in order to comply with them. Proficient recordkeeping will also help
defend employment decisions and actions and facilitate efficient and effective human
resource management. Due to the complexity of these laws and guidelines, employers are
advised to contact a human resources outsourcing firm or experienced HR expert to assist in
maintaining compliant recordkeeping practices within the company.
About CPEhr
CPEhr has been a leader of human resources outsourcing and PEO services in California since
1982. Serving 600 clients representing over 75,000 employees, CPEhr is the largest privately-
held PEO’s based in California. Services include:
Employment compliance
Human resources administration
Payroll and tax processing
Management training
Employee benefit packages
Workers’ compensation Insurance
Risk management consulting
Recruiting services
For more information about CPEhr’s human resources outsourcing or consulting services, and
to view the corporate video, visit us at www.cpehr.com.