| COURSE DESCRIPTION: 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?
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.
And finally, does everyone in your organization really understand that having strong documentation is the best way to PREVENT lawsuits? Nothing gives plaintiffs’ lawyers pause more than a long trail of documents that support an adverse action you took against an employee.
It pays to know 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.
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?
ABOUT THE SPEAKER: 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.
 HRCI CERTIFICATION: This program has been approved for 1.0 recertification credit hour toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.
MONEY-BACK GUARANTEE: We’re so confident you’ll get what you want out of this conference that we’ll refund your full fee if you’re not satisfied. It’s risk-free.
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