Records Retention
Issue #29
October 22, 2007
When a court, arbitrator or state or Federal agency comes knocking, they may investigate your records and your record-keeping system. Each may play an important part in an employer’s victory or loss when defending a discrimination or privacy claim.
Proper record keeping is, first and foremost, the law. Employers need to ensure that their records are in proper order to comply with the requirements of state and federal employment laws. Otherwise, they could be fined for non-compliance.
Good records may support your employment decisions; improper or lack of records may make you appear guilty.
Maintaining employee confidentiality is critical. Employers must establish policies and procedures which will ensure the confidentiality of employee’s medical, financial and personal information. In order to protect these records it may be necessary to keep them in separate locked files.
Documentation is your best defense!
Employment litigation is at an all-time high, and even the most conscientious employer has a chance of being challenged in court by a disgruntled employee. In fact, 6 out of 10 HR professionals say that their organization has been named as a defendant in at least one employment-related case in the past 5 years!
Free for the asking . . . .
Email me at ed@kempkey.com and I will send you a records retention requirements sheet listing over 50 typical record types and the appropriate retention period necessary.