|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link Unlocking the Power of Documentation: Why and How to Document.Fredrikson & Byron, P.A. - February 09, 2007 What would you say if I told you there is something that can help you improve employee performance, reduce the risk of being sued, and improve your case if an employee does sue? You would probably wonder what could hold such mystical powers. Report Link Making the Case for Electronic Storage of Employment Records.Elarbee, Thompson, Sapp & Wilson, LLP. - July 10, 2006 Often companies in the hospitality industry do not have the space at their individual locations to store personnel records, manager logs, employee schedules, shift-change records and other documents crucial to defending claims of discrimination or harassment. Many restaurants decide to only retain the personnel files and to destroy the other documents after a certain period of time. Some restaurants pay exorbitant amounts to store these records in off-site storage. This begs the question whether hospitality industry employees may electronically store personnel records and other important employee records and destroy the original records. Report Link How to Avoid Becoming the Plaintiff's Star Witness.Jackson Lewis LLP - July 20, 2004 A recent decision by the Second Circuit Court of Appeals (the Federal Appeals Court covering Long Island) illustrates the problem an employer can encounter when an HR manager makes the wrong decision. Report Link The Worst Documentation Mistakes Made by Employers and How to Avoid Them [PDF File].Seaton, Beck, Peters, Bowen & Feuss, P.A. - April 30, 2003 Many employer mistakes with documenting (or omitting to document) in employment and labor situations reoccur again and again. We thought it would be helpful to our employer-clients and friends if we were to describe these situations and provide advice about how to avoid them. Report Link the worst of both worlds: creating and destroying documents. Fredrikson & Byron, P.A. - June 01, 1998 Discusses document retention policies and discusses dangers of strict adherence to such policies.
|
ArticlesFound: 5 ArticlesNO SUBTOPICSEmployment Law Seminars
WORKPLACE VIOLENCE: STRATEGIES FOR PREVENTION
Sacramento
July 8, 2008 Shaw Valenza LLPBenefits "Q And A": Get The Benefit From Our Benefits ExpertsEast Elmhurst
2008-7-8 Queens Chamber of CommercePREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Eureka
July 10, 2008 Shaw ValenzaThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActNew London
2008-7-16 Jackson Lewis LLPThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-7-16 Jackson Lewis LLPFree Lunchtime Webinar: Protecting Company Assets: Trade Secrets, Non-Competition, And The World Of Restrictive Covenants: Will The Courts Really Enforce These Agreements?Online
July 17, 2008 Fisher & PhillipsDealing With HR Dilemmas In The Digital AgeMelville
2008-7-17 Jackson Lewis LLPDealing With HR Dilemmas In The Digital AgeIrving
2008-7-17 Jackson Lewis LLPComplimentary Breakfast Briefing for In-House Counsel, Senior Management and HR ProfessionalsMemphis
July 22, 2008 Ford & HarrisonInternal Influences /Protecting Your Workplace From Distraction And Destruction - Part IIRiverhead
2008-7-24 Jackson Lewis LLP |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds