$270 Members / $295 Future Members
Your human resource record keeping practices can be your best defender or your worst enemy, so it is crucial that employers understand the complex world of maintaining and reporting employment-related records and the laws that govern this record keeping.
Please join us for this comprehensive, one-day seminar for guidance on managing, organizing, retaining and disclosing employment records, including what format and for how long. There will also be in-depth coverage of personnel records/files, paper vs. electronic storage and retrieval, and what reports must be maintained and/or submitted to government enforcement agencies.
What Will Be Covered:
- How to organize personnel records and what documents should not be in a personnel file.
- Best way to respond to employees’ and former employees’ requests for their personnel files, and how soon you have to permit a review and provide copies.
- If employment records have to be kept in paper format, or if they can be scanned and stored electronically.
- The legal requirements for record retention and how long you should really keep personnel files and other employment records.
- What specific EEO/employment posters must be maintained, and what has changed recently.
- Who has to file an EEO-1 Report, how do you do it, and what changes have been made to EEO-1 Report filing.
- What records and reports federal contractors have to maintain and file with the government, including applicant tracking and VETS 4212.
- The best way to maintain and store I-9 Forms, and how long you have to keep them.
- The impact of medical confidentiality rules on ADA, FMLA, MIOSHA and workers’ compensation records.
- Michigan’s New Hire Reporting Law and how you comply with it.
- Documents for conducting applicant background checks and hiring.
Gary Chamberlain is a member of Miller Johnson and has been practicing law since 1990. He possesses extensive experience in employment law and advises employers on issues affecting their workforce. He is Chair of our Affirmative Action and Government Contractors practice. Besides the traditional counseling work he performs, such as developing employee policies and procedures, Mr. Chamberlin represents employers in EEOC, Michigan Department of Civil Rights and civil court actions involving discrimination, harassment, wrongful discharge, wage and hour, and workers’ compensation disputes. Possessing experience in both a unionized and non-union environment has afforded Mr. Chamberlin a perspective valued and appreciated by his clients.
Six (6) credits for the MI Chamber Basic or Advanced Human Resource Compliance Certification Program.
Four (4) HR (General) recertification credit hours for PHR, SPHR and GPHR recertification through the HR Certification Institute.
Four (4) PDCs for the SHRM-CP or SHRM-SCP.