Oregon Employment Personnel Files and Evaluations Package
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How to fill out Employment Personnel Files And Evaluations Package?
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Consider the following tips for sorting personnel files: Create some file backups. ... Use both electronic and physical filing systems. ... Use a consistent organization method. ... Create a checklist for tasks. ... Input formal company documents. ... Train HR staff members.
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The statute requires employers to retain an employee's personnel records for at least 60 days after termination. Time records must be retained for two years, and payroll records for three years. The statute of limitation for a wage or contract claim is six years.
There are no federal laws that dictate what must be in a personnel file. The contents of personnel files are likely to vary widely by industry or business.
EEOC Regulations require that employers keep all personnel or employment records for one year. If an employee is involuntarily terminated, his/her personnel records must be retained for one year from the date of termination.
Employee files should also include documents related to recruiting and hiring, such as: Job applications. Resumes and cover letters. Educational transcripts. Letters of recommendation and references. Job descriptions. Interview notes. Job offer letters and employment contracts.
For each employee, payroll records commonly consist of: Personal information (name, address, etc.) Employment information (offer letters, evaluations, etc.) Exemption status and rate of pay.
You must retain copies and present them with Forms I-9 in case of an inspection by DHS, the Department of Labor or the Department of Justice.