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Record
keeping is an essential task of the human resource function. Several federal and state laws govern the
necessity to keep certain employment records for all employees. Without having the necessary information, and
documentation, the company is open to many types of legal liability. Examples of the types of legal dilemmas include,
but are not limited to, EEO investigations and suits, ADA suits, several instances of
disparate treatment and disparate impact - which are extremely costly to a corporation -
civil suits, and common tort law cases.
ACS
is set up to develop and maintain your company's Human Resource Inventory System (HRIS). A HRIS is a systematic procedure for gathering,
storing, maintaining, retrieving and reviewing HR data.
Components of the HRIS include:
1. Initial
employment data - application, EEO information, employment data, compensation data, career
advancement data, waivers and disclaimers, forms, and records.
2.
Continuing
employment data - Awards and commendations, career pathing information, performance
evaluations, disciplinary actions, attendance information, etc.
3.
Termination data
- documentation leading up to and determining the termination. This is also the time to send out several
federally mandated forms.
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