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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.

Recruiting materials. You need to retain documents on applicants and hires to ensure that you're not discriminating against qualified candidates. ... Background checks. ... I-9s. ... Employee contracts. ... Medical information. ... Performance appraisals. ... Payroll records. ... Separation records.

Payroll records, collective bargaining agreements, sales, and purchase records should be saved for at least three years. Wage calculation records, such as time cards, wage rates tables, work and time schedules, and records of increases to or deductions from wages should be saved for two years.

The Labor Report is a timekeeping report that shows hours worked in one or more labor segments. These labor segments normally correspond to labor-type clock prompts that classify the employees' hours. Some examples of data collected through labor clock prompts include: Job codes.

The following is a listing of the basic records that an employer must maintain: Employee's full name and social security number. Address, including zip code. Birth date, if younger than 19. Sex and occupation. Time and day of week when employee's workweek begins. Hours worked each day. Total hours worked each workweek.

The following is a listing of the basic records that an employer must maintain: Employee's full name and social security number. Address, including zip code. Birth date, if younger than 19.

Every employer covered by the Fair Labor Standards Act (FLSA) must keep certain records for each covered, nonexempt worker. There is no required form for the records, but the records must include accurate information about the employee and data about the hours worked and the wages earned.