Employment Law Handbook With Exercises 3rd Edition In Massachusetts
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FAQ
The Massachusetts personnel record law, M.G.L. chapter 149, § 52C, allows a current or former employee to get a copy of their personnel file. The law requires an employer to give access to personnel records to employees and former employees upon written request. This applies to all employers.
In a perfect world… StateRecord retention period California 4 years Colorado 3 years Connecticut 7 years Delaware 3 years46 more rows •
Yes. Employees may request an opportunity to review their personnel record. Employers have 5 business days after receiving a written request to comply.
The three major common law exceptions are public policy, implied contract, and implied covenant of good faith. The at-will presumption is strong, however, and it can be difficult for an employee to prove that his circumstances fall within one of the exceptions.
149, § 52C (the "Law"), requires employers to inform employees within ten days of any information added to their personnel record that "negatively affects the employee's qualification for employment, promotion, transfer, additional compensation or the possibility that the employee will be subject to disciplinary ...
An employer of twenty or more employees is required to keep the personnel record (without deletions or expungement) for three years after employment or until the end of any administrative or judicial proceeding for which the personnel records are relevant.
Employers should keep all job-related documentation such as hiring records, performance reviews, disciplinary actions and job descriptions in an employee's general personnel file.
Massachusetts Law allows employers of hourly workers to round clock time by 15 minutes, 6 minutes, or 5 minutes with the condition that “working time averages out over a reasonable period of time so that an employee is fully compensated for all the time he or she actually worked.”
Massachusetts unemployment is 36 hours for full time. For health insurance, 30 hours is full time under the ACA. 40+ hours is for overtime.
The FLSA does not limit the number of hours per day or per week that employees aged 16 years and older can be required to work.
