Personnel Document Retention: What to Keep, How to Keep It & Why It Matters
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Did you know that if you’re sued and fail to produce documents that should have been retained, courts often assume that such records would have supported the plaintiff, which destroys your credibility and compromises your case?
Did you know that without proper records your company could fail an audit from any number of agencies, resulting in large penalties?
And did you know that under the Sarbanes-Oxley Act of 2002, destroying records related to an investigation or dispute can lead to a 20-year prison term.
It pays to really understand the rules about personnel record retention. If like most companies you integrate data between different departments, collecting and maintaining data can be a real challenge. You need to understand both state and federal laws that govern what employment records must be kept and for how long. Adding to the complexity is the fact that state laws sometimes differ from federal ones.
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In this seminar, employment law attorney Matt Gilley will answer the following questions about personnel file record retention:
- How long must we keep various employment records?
- What are the key elements of a personnel record retention policy?
- Where and how must records be maintained?
- How can I create a policy that covers standard and non-standard types of records?
- What should our policy be for destroying records?
- What about retention of electronic records such as email?
- What does the important Zubulake v. UBS Warburg record retention case mean to our company?
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Presented by:
Matt Gilley
Ford & Harrison LLP
Matt Gilley of Ford & Harrison LLP focuses his practice on the exclusive representation of management in labor and employment matters. He has experience litigating cases in state and federal courts and advising employers on matters concerning Title VII, the Fair Labor Standards Act, the Family Medical Leave Act, the National Labor Relations Act, and laws governing restrictive covenants and unfair labor practices.
Additionally, he has experience advising clients on their obligations under the Worker Adjustment and Retraining Notification Act (“WARN”) and other labor and employment laws during mass layoffs and plant closings.
Prior to joining Ford & Harrison, Matt represented management clients in the employment law group of an Asheville, NC law firm, and participated in a variety of other general litigation matters there. Earlier in his career, he was an associate at a labor and employment law firm in Atlanta, GA where he represented management clients from both the private and public sector. Matt is a member of the Georgia, North Carolina and American Bar Associations.
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CD Only: $199.00
*All CD orders will be assessed a $20 Shipping & Handling Fee for CD and Conference Materials.
*A $25 CEU processing fee applies for all CEU requests
Questions About this AudioConference CD? Call 1-800-431-7571
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