Employee terminations and resignations must be planned for in advance to avoid common pitfalls for California employers. This Friday’s Five focuses on critical management and legal considerations during the separation process to minimize potential liability:
1. Documenting the reason for termination
What is the reason for termination? Is there a company policy that was violated?
Employers should remember to take time to review their employee documentation, retention policies, and how this information is being saved on a periodic basis. Here are five record retention issues employers should audit as of April 2022:
1. Are employee time records maintained for at least four years?
The statute of limitations can reach back
Happy New Year. I started the Friday’s Five articles in the summer of 2014, and the interest in the articles has been more than I expected. I appreciate everyone who has read them and provided comments and feedback. If you have any topics you would like me to address, please let me know. With that
Employee document storage and retention policies: it is not cutting edge legal theory or management philosophy, but companies that think about and actively develop a plan will save large amounts of money. The costs savings will come from being able to better defend litigation because the key documents were maintained, and it will come in