FEDERAL AND STATE LAWS ON ELECTRONIC RECORDS MANAG 2016 - Electronic Record Retention: Mistakes HR Professionals Can Avoid - By AtoZ Compliance
View: 342
Website https://www.atozcompliance.com/trainings-webinar/human-resources/regulatory-law-and-compliance/elect |
Edit Freely
Category Human Resource;Business Owners;Management Team
Deadline: November 01, 2016 | Date: November 01, 2016
Venue/Country: online, U.S.A
Updated: 2016-09-29 13:51:01 (GMT+9)
Call For Papers - CFP
Key Take Away:This electronic record retention webinar will take you through what “electronic records” are, what records need to be retained and for how long, provide tips on electronic retention and share common mistakes and how to avoid them.Overview:Federal and State laws govern how long employers must carry out electronic records management. Failure to comply to record retention laws subjects the company to law suits. In addition, individuals may be subject to a penalty of up to $5,000. If records are not available to the EEOC when investigating a discrimination claim, the EEOC can sue the Company.Why Should You Attend:First, participants will learn all the types of records that are subject to record retention laws. They will learn what the federal electronic record retention requirements are.Areas Covered In This Webinar:Learn to know state regulationsTips will be presented on how and where to store recordsSpecific cases will be shared which will further shed light on electronic record retention requirementsLearning Objectives:What records are subject to retention requirementsHow long to store certain recordsWhere they should be storedOther requirements on storing recordsWhat are federal requirementsHow to learn what their state requirements areWho Will Benefit:General ManagersHR ManagersAdministrative AssistantsRecords Management professionalsLegal teamSenior Management ExecutivesCompliance officersRecords managersIT professionalsRisk managersFor more information, please visit : https://www.atozcompliance.com/trainings-webinar/human-resources/regulatory-law-and-compliance/electronic-record-retention-mistakes-hr-professionals-can-avoid/tom-palladino/300156Email: supportatozcompliance.com Toll Free: +1- 844-414-1400Tel: +1-516-900-5509Level: IntermediateSpeakers Profile:Tom PalladinoTom Palladino has held numerous HR leadership positions in companies that included Conoco Phillips, Starbucks Coffee, Wells Fargo, Capital One, First Data and Green Plains Renewable Energy. His interest in HR Analytics started in 1998 while he was consulting for Starbucks. At that time Starbucks was growing rapidly around the world. Tom was tasked with designing a methodology that would identify employee attributes that correlate with business performance. His HR analytics model was initially applied to new subsidiaries in Asia and Europe enabling the company to inculcate select Starbucks values to create a “performance-driven brew”. Later, Tom’s protocol was successfully applied throughout the United States. In his HR leadership positions, Tom consistently applied analytics to identify high-leverage HR practices that delivered the highest possible business results. In 2012, Tom started Refined Analytics and has delivered powerful diagnostics and solutions to companies that include RE/MAX, Micron, PepperJax Grill and other organizations around the world.Today, Tom is focusing on clients in India, China and Indonesia. He is also on the faculty of a university based in Iowa where he teaches Human Resources, Change Management and Lean Six Sigma. Tom has his bachelor’s degree in Labor Relations from Cornell University and a graduate degree in Dispute Resolution from Creighton University. He resides in Omaha, Nebraska.
Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.