At my company, I regularly receive inquiries regarding personnel files and their contents, especially now, as employers are considering 'spring cleaning' for the New Year. There are many reasons why proper record keeping is a requirement for employers. First and foremost, many items are required to be kept by employers by Federal, State, and industry requirements. In additional to the legal requirements, it simply makes good business sense to have accurate information easily available and organized as most business owners and managers will eventually encounter the need to produce documentation about employee performance and work history. Having the proper records to retrieve is vital when the need presents itself.
There are some important cautions to be given about the subject of identifiable employee information. Generally, state laws permit employees the right to examine their personal employment records. This simply allows individuals the opportunity to confirm information in the file and identify any specific information which is believed to be incorrect. Employees are not universally guaranteed the right to copies of all file contents, however. As the employer, you usually have the right to control the time and location of these examinations as long as you are reasonable in doing so. These rules can vary from state to state and it is critical for you to know that rules that govern your organization.
For Example: In California, employees are legally entitled to any documents they have signed. This is not a requirement in all states. (To review the California requirements, please click
Employee file - What to Keep and When to Toss
By: Michele O Donnell | 12/01/2010Proper record keeping is a requirement for employers but what to keep and when to toss?
Employee Motivation Programs - Top Reasons Incentives Work
By: Samantha Jacobsen | 11/01/2010Employee motivation programs - more than likely you have know of them, however if you are not implementing them inside your small business, you are making a dangerous mistake. You see, while you will observe that these reward programs will require a monetary investment on your part, they might bring you fantastic returns in the extended run.
Employee Motivation Programs: How Do Motivational Programs Actually Work?
By: Beth Marcon | 11/01/2010Hidden procedures for Increasing Motivation and integrating Incentives to Associates As with any good and service, there's what we call the "Input-Output Model". This basically means that there are a number of tools, resources and talents that are put into the task at hand in order to attain a selected outcome, before "output". Several staff in the past, as well as the present are viewed as a kind of "input", and nothing frequent.
Why Use Social Recruiting
By: Dustin hubbard | 10/01/2010With all the new social sites that are popping up, there are more and more companies that are using social recruiting to find new employees or potential employees. So the question is why would you use this particular tool to find potential employees?
Research Paper: Knowledge Management and Organizational Performance
By: James Smith | 09/01/2010A feature of the modern era therefore is the extent to which change is seen as being ubiquitous. This notion of change pervades both the realm of the popular as well as more analytical texts. Clearly the reasons for societal changes are complex but according to Lash and Urry (1987) they can broadly be explained by the liberalization of global capital and the information technology revolution
Reusable name tags for work
By: Joseph McVeigh | 09/01/2010All business owners know the hiring of employees is a herculean task. Finding competent people that can be trusted with your business isn't very easy.
A Happy Balance between Work and Life
By: Neil Patrick | 09/01/2010The chief objective of an organization is to keep itself afloat in the face of vigorous and unrelenting competition. The second factor in the order of priority is people concerns. An organization succeeds or fails on the basis of its management, the age-old mechanism of getting work done through others.
How to Reduce Workplace Violence
By: Neil Patrick | 09/01/2010The chief objective of an organization is to keep itself afloat in the face of vigorous and unrelenting competition. The second factor in the order of priority is people concerns. An organization succeeds or fails on the basis of its management, the age-old mechanism of getting work done through others
4 Ways to Start Fresh for 2010
By: Michele O Donnell | 16/12/2009 | Human ResourcesIt is time to start planning the organizations Human Resources priorities for the new year. Learn the four ways to start fresh for 2010.
Eight great tips for employers about year end preparations
By: Michele O Donnell | 16/11/2009 | Human ResourcesIt is time to begin preparing year-end Human Resources related items. Eight great tips for employers about year end preparations.
Worker Classification Investigations Gain Momentum
By: Michele O Donnell | 06/08/2009 | Human ResourcesAvoid misclassifying workers. Learn how to correctly determine employees or indendent contractors.
Avoid Fines By Following Posting Requirements
By: Michele O Donnell | 15/07/2009 | Human ResourcesBusiness owners should be awared about how to avoid fines by following federal and state posting requirements.
Employers Expected to Face Additional Pressure from Department of Labor
By: Michele O Donnell | 08/07/2009 | Human ResourcesThe U.S. Department of Labor (DOL) is renewing its efforts to enforce labor laws across the country. Employers should be aware of the fact and be ready for the government audits.
Managing Time Off Requests
By: Michele O Donnell | 16/06/2009 | Human ResourcesSummer time is here again. The increase in employees' time off during the summer months happens for many reasons. School is out and it is the best time for a family vacation, or company/family coming to visit just to name a few. Many businesses find that they are short staffed because requests for time off were not managed effectively. Employers should have a time off policy that outlines the steps to request time off and explains who is eligible to receive paid time off benefits.
Interviewing Best Practices
By: Michele O Donnell | 09/06/2009 | Human ResourcesWould it be surprising to know that in many cases the determination to hire someone happens within five minutes of meeting them? What happens when a charming applicant gives all the right answers? Many times, applicants are hired for their charm instead of their job related knowledge, skills, and abilities. This also happens when the applicant's personality is similar to that of the interviewer.
About the Author:
Michele O Donnell, M.S. Human Resources Management. joined MMC, Inc. in January 2007 and currently leads MMC's elite team of HR Consultants. Ms. O Donnell has been involved in the Human Resources industry for more than 14 years, bringing vast training and management experience to the MMC leadership ranks. Her experience spans the broad scope of labor law, regulatory compliance and HR Best Practices, drawn from her rich experience as Director of HR for several firms throughout her career. She currently works to ensure that MMC's consultants forge long lasting relationships with our clients, fostered in exceptional service and unsurpassed HR expertise. Ms. O Donnell earned her baccalaureate degree in Business Administration from Auburn University before receiving her Masters degree in Human Resource Management from Troy State University. Learn more about MMC's comprehensive HR services at http://www.mmchr.com
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