When it comes to HR records, knowing what to keep and what to shred or delete can be a conundrum. The importance of keeping certain records can’t be overstated, especially in cases where an employee might be bringing a legal action against the employer. But, in many cases, it’s also just as important to shred or delete records.
Storing HR records electronically is eco-friendly, saves on space, and provides easy access generally. But, there are many challenges that come with electronic storage and/or moving your HR records to the cloud.
Employers must follow the Department of Labor guidelines for electronic storage of documents governed by the Employee Retirement Income Security Act (ERISA). And, the security issues involved in storing important documents in the cloud may cause anxiety, especially when every day there are news stories involving breaches and hacking of electronic data.
Join us on March 14 for an in-depth webinar on the ins and outs of legal issues surrounding HR recordkeeping—both paper and digital. You’ll learn what types of HR records you’re dealing with, what you should and shouldn’t keep, your legal obligations, and what to do if federal or state agencies come knocking.
- Which documents and records you must keep on file, and for how long under federal law
- When state law mandates stricter recordkeeping requirements that supersede federal requirements
- Why keeping everything is almost as dangerous as keeping nothing
- What exactly constitutes a e-record, including examples of digital data such as computer log-on/off times, Outlook calendars, notes and to-do lists, emails, and more
- How to comply with applicable federal electronic recordkeeping laws to ensure proper collection, storage, and deletion of records
- How to conquer logistical challenges of going paperless by following a series of best practice steps
- How to determine if your existing document creation, storage, retention, and destruction policies are up-to-date
- When and how to shred hard copies or destroy electronic documents, particularly those stored on your server or on the cloud—such as for terminated employees
- When your legal duty to preserve records is triggered, and what technology you may need to sift through when that duty arises
- What records you should keep even though you are not required to
- And much more!
YOUR EXPERT INSTRUCTOR
Patrice Nagle, Esq.
Patrice Nagle is based in Fisher Phillips’ San Diego office where her practice involves representing and counseling employers in all aspects of labor and employment law, including wrongful termination, employment discrimination, workplace harassment, retaliation, employment handbook and personnel policy preparation, and general preventive advice.
Prior to joining Fisher Phillips, Ms. Nagle was an associate at a San Diego based law firm specializing in the representation of public-school districts and private education institutions. During this time, she gained experience litigating matters in state and federal courts, state administrative tribunals, such as the Office of Administrative Hearings, and in arbitration.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.