The Dos and Don’ts of Record Retention and Destruction
Failure in Record Creation, Retention, and Destruction Can Result in Significant Liabilities!
Instructor :
Ronald Adler
Webinar ID:
6255
Date: 10 November 22, THU
Start Time: 10 am PT
Duration: 90 Mins.
What you will learn
- An Update on 2023 Information, Records, and Files (IRF) You Should create, Manage, and Keep
- How Long You Should Keep Employment Records
- What Records You Should destroy and When to Destroy Them
- A Discussion of Federal Law and Potential Changes
- Critical Assessment of State Laws
- An Update on 2023 Information, Records, and Files (IRF) You Should create, Manage, and Keep
- How Long You Should Keep Employment Records
- What Records You Should destroy and When to Destroy Them
- A Discussion of Federal Law and Potential Changes
- Critical Assessment of State Laws
- Managing Your Organization’s IRF Liabilities
- Managing Employment and Record Management Issues that Impact Your IFR
- Liabilities and other Employment Costs
- 5 Assessment Questions that will Help Ensure Proper Record Management
Course Description
Some of the most vexing challenges facing employers and human resource managers are questions related to:
- What employment records and notices are required to be posted?
- What employment records should be kept? How long should employment records be retained?
- When do you destroy them?
With the myriad of federal, state, and local laws governing employment information management and related subjects, each with its own specifications on record keeping and retention, employers face the daunting task of complying with these various legal requirements.
Failure to meet these requirements can result in substantial financial liability!
In this important webinar, Ronald Adler will show you:
- The employment records and notices that are required to be posted
- Employment records and notices you should keep
- How long you should keep employment records?
- What records you should destroy and when to destroy them?
At the conclusion of the webinar, there will be 5 assessment questions that will help ensure proper record management.
As your organization considers this important area of human resource management, it should consider and address:
- What information, records, and files (IRF) should be created, collected, and maintained
- The IRFs you are prohibited from creating, collecting, and/or maintaining
- Privacy issues you should consider
- Who should have access to this information?
- What IRF your organization keep
- How long you should keep various IRFs
Join Now!
Some of the most vexing challenges facing employers and human resource managers are questions related to:
- What employment records and notices are required to be posted?
- What employment records should be kept? How long should employment records be retained?
- When do you destroy them?
With the myriad of federal, state, and local laws governing employment information management and related subjects, each with its own specifications on record keeping and retention, employers face the daunting task of complying with these various legal requirements.
Failure to meet these requirements can result in substantial financial liability!
In this important webinar, Ronald Adler will show you:
- The employment records and notices that are required to be posted
- Employment records and notices you should keep
- How long you should keep employment records?
- What records you should destroy and when to destroy them?
At the conclusion of the webinar, there will be 5 assessment questions that will help ensure proper record management.
As your organization considers this important area of human resource management, it should consider and address:
- What information, records, and files (IRF) should be created, collected, and maintained
- The IRFs you are prohibited from creating, collecting, and/or maintaining
- Privacy issues you should consider
- Who should have access to this information?
- What IRF your organization keep
- How long you should keep various IRFs
Join Now!
Why you should attend
The failure to maintain adequate and sufficient records under the Fair Labor Standards Act (FLSA) can result in a substantial back pay award.
Under the FLSA, the burden is on the employer to maintain and preserve such records. If this burden is not properly met, courts will accept as evidence of overtime worked information provided by the employee, whose recollections about the number of hours worked will typically be much more generous than those of the employer.
Also, case law has established that an employer’s failure to produce required records creates a presumption that those records would have been favorable to the plaintiff’s cause of action and detrimental to the employer’s position.
Proper pay records maintenance is only the beginning. Your organization is required to create, manage, retain, and properly destroy numerous other employment records and notices.
These records and notices typically require a specific format, often require posting and notice, and regularly require ongoing maintenance.
Any failure in record creation, retention, and destruction can result in significant liabilities and create potential monetary penalties.
Enroll Now!
The failure to maintain adequate and sufficient records under the Fair Labor Standards Act (FLSA) can result in a substantial back pay award.
Under the FLSA, the burden is on the employer to maintain and preserve such records. If this burden is not properly met, courts will accept as evidence of overtime worked information provided by the employee, whose recollections about the number of hours worked will typically be much more generous than those of the employer.
Also, case law has established that an employer’s failure to produce required records creates a presumption that those records would have been favorable to the plaintiff’s cause of action and detrimental to the employer’s position.
Proper pay records maintenance is only the beginning. Your organization is required to create, manage, retain, and properly destroy numerous other employment records and notices.
These records and notices typically require a specific format, often require posting and notice, and regularly require ongoing maintenance.
Any failure in record creation, retention, and destruction can result in significant liabilities and create potential monetary penalties.
Enroll Now!
Areas Covered
- An update on 2023 information, records, and files (IRF) you should create, manage, and keep
- A discussion of federal law and potential changes
- Critical assessment of state laws
- Managing your organization’s IRF liabilities
- Managing employment and record management issues that impact your IFR liabilities and other employment costs
- An update on 2023 information, records, and files (IRF) you should create, manage, and keep
- A discussion of federal law and potential changes
- Critical assessment of state laws
- Managing your organization’s IRF liabilities
- Managing employment and record management issues that impact your IFR liabilities and other employment costs
Who is this course for
- HR Professionals
- Internal and external auditors
- Compliance officers
- Risk managers
- C-suite executives
- Middle and on-line managers
- HR Professionals
- Internal and external auditors
- Compliance officers
- Risk managers
- C-suite executives
- Middle and on-line managers
Instructor Profile
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues.
Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee.
Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from Southern Illinois University
