Utah Employment Personnel Files and Evaluations Package
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How to fill out Employment Personnel Files And Evaluations Package?
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FAQ
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.
Utah's E-Verify law requires Utah employers with 150 or more workers* to enroll in E-Verify. In determining whether or not an employer must enroll based on employee count, the employer is not required to count legal guest workers (H-2A & H-2B).
Utah Code § 34-28-5(1). Vacation leave, holiday leave, sick leave, and any other paid time off will be treated as wages and due upon termination unless an employer implements a policy that expressly states accrued but unused leave is not paid upon termination.
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.
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.
The employer must make the personnel file/performance documents available to the worker or his representative within 30 days from the date it receives a written request. If the employer fails to comply, the employee can recover a $750 penalty from the employer.
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.