Protecting Employers
Latest news from our law firm and the community we represent.
// by Steven M. Coren
One important aspect of every business is know what Employment documents must be retained and for how long. Documents which require special care include items such as job postings, employment applications, resumes, reference checks, testing data, personnel files, wage and hour records, payroll records, and disciplinary files. While it feels good to purge those documents …
What An Employer Should Know about Record Retention.Read More
// by Steven M. Coren
Today, more and more data is electronically stored on hard drives, smart phones, CDs, flash drives, e-mail servers, and other storage devices. However, storing data electronically has its risks — mainly the likelihood that essential information will be destroyed by accidental deletion, scheduled e-mail deletions, system upgrades, or other methods. Preserving your electronic records is …
// by Steven M. Coren
Understand the specific records that should be maintained on each employee. Be familiar with the federal and state laws that have an impact on the management of employee records. Establish the employee records system in a manner that takes into account both legal requirements and best practices. Ensure all records are current by updating employee …
// by Steven M. Coren
Record retention policy is necessary to ensure that records are (1) systematically retained for appropriate periods of time, (2) stored methodically and economically, and (3) systemically destroyed if no longer useful. Once relevant documents are appropriately identified, labeled, and stored, you should establish a records retention schedule and a timeline for the eventual destruction of …
// by Steven M. Coren
Help them Understand How to Supervise! Being a highly successful supervisor today requires a fundamentally different skill set than it did even 5 years ago. Your managers are under new pressures to do more with less and derive more value from each employee. It can be hard for them to think about being a progressive …
// by Steven M. Coren
Some employees seem to think that whatever a manager does that annoys them is harassment. Do not be intimidated by this offshoot of “PC” thinking and inform your supervisors and managers that they have a basic mission: directing your staff and managing their performance. Neither is harassment. Managing is Not Harassment Here’s what managers can …
// by Steven M. Coren
Developing and implementing a company social media and blogging policy requires consideration of a variety of factors. In our forms section, we present three samples of different types of social media policies. One is a simple statement of general principles which by inference does not restrict employees but rather relies on their good sense and …
// by Steven M. Coren
Performance appraisal is the most important aspect of the human resources function. It is a critical management process because it enables several goals to be achieved: Measuring past performance and recognizing achievement Providing a basis for rewarding employees commensurate with their achievement Developing employees and enhancing their success by building on strengths and targeting weaknesses …
Employee Performance Appraisal – How to Rate Employee WorkRead More
// by Steven M. Coren
COMPANY NAME Employee Name Term Date: Checklist completed by: Date: TERMINATION CHECKLIST Following is a checklist of items that must be completed prior to or on the last day with COMPANY: General — Manager and Human Resources ____ Voluntary — Give written resignation letter to supervisor with a copy to Human Resources ____ Involuntary …
// by Steven M. Coren
Note: There are different requirements for voluntary as distinguished from involuntary employee termination. Ensure that the appropriate exit process is followed and that all involved parties are notified. In the case of a voluntary employee termination, conduct a thorough exit interview and gather information helpful to the company. Even in the case of an apparent …
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