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

$299.00
Event ID:70018

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Date: 6/13/2019, 1 PM Eastern
Duration: Scheduled for 90 minutes including question and answer period.
Presenter(s): Robert Gregg, partner, Boardman & Clark Law Firm, LLP
Price: $299.00 webinar or Digital Download, $449.00 webinar and Digital Download. Each option may be viewed by an unlimited number of attendees in one room. 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.
Who Should Attend? HR, training, in-house counsel, financial officers, and CEOs

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 the many practical tips you’ll take away:

  • 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
  • AND MUCH MORE!

YOUR CONFERENCE LEADER

Your conference leader for “Employment Records & How Employers Should Keep Them: Step-by-Step Guidance” is Bob Gregg. Bob chairs the employment practice group with Boardman & Clark Law Firm in Madison, Wisconsin. Mr. Gregg has been involved in employment relations for more than 30 years. He litigates employment cases, representing employers in all areas of employment law.

His main emphasis is helping employers achieve enhanced productivity. He has designed the policies of numerous employers, creating positive work environments and resolving employment problems before they generate lawsuits. Mr. Gregg has conducted more than 3,000 seminars throughout the United States and authored numerous articles on practical employment issues.

He is a member of the Society for Human Resource Management, the National Speakers Association, a National Faculty Member of the American Association for Access Equity and Diversity and serves on the board of directors of the Department of Defense Equal Opportunity Management Institute Foundation. He received his law degrees (J-D) from West Virginia University.

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