The logistics of payroll record keeping can be daunting. At least a dozen state and federal regulatory agencies require access to your records. All have different requirements as to content and storage requirements. Electronic records are ok in some cases, paper required in others. In some instances, you have to keep the records forever.

Records come from various departments, offices, sources, etc. They vary as to content, form and source. How do you store them? How do you guarantee authenticity? How do you keep them confidential? How do you make sure they are available when you need them? Most importantly, what information should they contain?

This webinar will provide answers to the above questions and more.

Session Highlights:

• General Requirements – and overview of what the federal government requires on basic recordkeeping. Recommendations from the IRS made to small and large businesses alike.
• Requirements that satisfy both IRS AND FLSA in payroll recordkeeping.
• Learn the details listed in the regulations and compare with your records.
• Learn the difference between primary and secondary records.
• Exempt and Tipped Employee rules.
• Information Requirements and Retention for FLSA only.

• Information Requirements and Retention for IRS only

• Other federal acts and their requirements – Learn record information details about the I9, Union Contracts, FMLA, ADEA, ERISA, Davis Bacon Act, OSHA and Lily Ledbetter acts.
• State Requirements overview
• Summary of content by HR record type. Hiring Docs, Interviews, Background Checks, Medical Records, Personnel Files and more.
• Information on electronic data storage and archiving.
• How the IRS and other agencies demand access to your electronic databases.
• The E-sign Act and 21 CFR Pt 11 regulations.
• Best Practices for data integrity, accessibility, security and backup.
• How to respond to record request from employees, financial entities and more.

Why You Should Attend:

1. Records will not be kept for an adequate length of time, or kept for an unnecessarily long period of time.
2. Payroll Records will not contain the information  required by the myriad of government agencies that can request them.
3. Records will not satisfy the requirements of various regulations.
4. Records will be lost altogether, or misplaced, exposing the organization to penalties and other unnecessary risks.
5. Transferring from a paper based record keeping system to an electronic one – what are the risks? What does and electronic DMS have to accomplish?
6. What information needs to be recorded on various HR records according to HR attorneys?
7. What information can and cannot be given to 3rd parties