Recordkeeping 101: What to Keep and What to Toss
Deirdre Kamber Todd, Esq., is the managing partner of the The Kamber Law Group, P.C., which handles employment, business and healthcare law in Pennsylvania and New York. With more than twenty years’ experience, she provides services to companies, nonprofits, startups and C-suite employees. Along with litigation, she provides live and remote training to clients, policy and procedure drafting, workplace investigations, contract negotiation, mediations, business creation, and advisory services. She has been published in numerous media, including NPR’s All Things Considered and Bloomberg Businessweek.
Proper recordkeeping for human resources is all about knowing what to keep, what to toss, when, why and when those rules absolutely should not apply. Human Resources need to understand what is a record, how long do we keep these records, how do we make a policy for recordkeeping, and what do we do if we are sued. Every business, no matter how small, must have a solid and compliant recordkeeping policy and follow it carefully. Anything short of this guarantees huge and expensive problems. Judges have fined million dollar fines for failing to keep appropriate documents – even before the lawsuit has even begun.
In this program, we will clarify the “what, when and how” to handle documents safely, compliantly and appropriately.
- What is a record?
- How long do we need to keep different kinds of records?
- How do we keep records safe and secure?
- How do we make a policy for record retention?
- What kind of work procedures do we need for record retention?
- What are the exceptions to the record retention rules?
- What is a litigation hold, and what does it mean to the company?
- What are the best practices in record retention?
This program will assist you in creating your record retention policies and procedures.
Course Level - Intermediate
Who Should Attend
- All HR generalists
Why Should You Attend
All too often, experts advise Human Resources to “document everything” and “get rid of nothing.” Companies, on the other hand, tell HR to get rid of everything. Either of these choices are disasters and will end up creating huge litigation problems for you and your company.