Employment Records & How You Should Keep Them: Step-by-Step Guidance

$299.00
Event ID:40037

Please Select an Option
DL Only          $299.00 includes recorded presentation, slides, and Q&A
Duration: 90 minutes including question and answer session.
Presenter(s): Robert Gregg, partner, Boardman & Clark Law Firm, LLP
Price: $299.00, DL includes full audio presentation, question and answer session, and presentation slides.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
Who Should Attend? CEOs, executive directors, volunteer coordinators, program managers, HR

Good employment records only partly involve what your documentation says. Equally important are questions relating to your recordkeeping procedures. Two of the most frequently asked questions we hear from HR, payroll, safety, and auditing usually concern what employment records must be kept and for how long. These, however, only represent the start of the questions people should be asking. The legal requirements and employer liabilities go far beyond these immediate areas of concern. Your recordkeeping procedures are an important consideration when it comes to determining whether your employment records will be working for or against you when it comes to a dispute with a current or former employee, and whether your documentation will even hold up before a court, the EEOC, or some other regulatory agency. Some of the issues you should be thinking about now, before you are even asked to produce that first employment record include:

  • How do you keep records?
  • Who has access?
  • Why are you in trouble if you only follow the legal time requirements?
  • Should you "archive" all records?
  • What creates "records"?
  • What creates "problem records" you did not even know you had?
  • What records should you NOT create?
  • The penalties for NOT preserving that the laws don't even mention.
  • How do the courts view your record retention?

Please join Bob Gregg, attorney at law, as he offers guidance concerning what records you should keep and for how long, as well as discusses several other key points relating to record creation, storage, and the “don’ts” which create major liabilities.

WHAT YOU’LL LEARN

Just a sampling of what this webinar will cover:

  • Understand what records you should be keeping and for how long
  • Review your recordkeeping procedures
  • Discuss who should and shouldn’t have access to employment records
  • See if your records should be archived
  • Understand why following minimum legal requirements may not be adequate
  • See what records you really don’t want
  • Hear what the courts say about record retention
  • Learn what the penalties are for not having records
  • Discuss what constitutes a record

YOUR CONFERENCE LEADER

Your conference leader for “Employment Records & How You Should Keep Them: Step-by-Step Guidance” is Bob Gregg, partner, Boardman & Clark Law Firm, Madison, Wisconsin. Bob has been involved in employment and civil matters for more than 30 years. He has designed work and service environment policies and procedures for numerous employers, schools and universities. He litigates employment and civil rights cases. As a founding faculty member of the Department of Defense Race Relations Institute, he developed anti-discrimination programs for military bases worldwide. As chief equal rights officer for the Wisconsin Personnel Commission, he was responsible for implementing some of the first anti-harassment and anti-bullying policies and practices in the United States.

Mr. Gregg is nationally recognized for his work dealing with developing respectful workplaces in education and numerous public and private employers. Bob has conducted over 3,000 seminars throughout the United States, and has authored numerous articles on practical employment issues, civil rights and management practices. Bob earned his JD from the West Virginia Law School.

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