Employment Employee Personnel File Package North Carolina Form
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People also ask
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Which of the following should not be kept in personnel files?
Medical records must be maintained separate from the personnel file. The Americans with Disabilities Act (ADA) prohibits employers from including medical information in an employee's general personnel file.
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What is the law regarding personnel files in NC?
Any public official or employee who shall knowingly and willfully permit any person to have access to or custody or possession of any portion of a personnel file designated as confidential, unless such person is one specifically authorized by North Carolina General Statute §126-24 to have access thereto for inspection ...
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Can I request access to my personnel file?
California Labor Code section 1198.5 provides every current and former employee the right to access or obtain copies of their personnel records relating to their performance or any grievances concerning them.
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What not to keep in employee personnel file?
The number one item that should not be kept in the employee's personnel file is medical information. Under California regulations, medical information should be kept separate from the personnel file to protect the employee's confidential information.
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How long to keep employee files in NC?
Fair Labor Standards Act (FLSA): Requires that employers maintain payroll records for at least three years. Supplementary records, like timecards, should be kept for two years. Family and Medical Leave Act (FMLA): If an employer is subject to FMLA, they must retain all FMLA-related records for at least three years.
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What should be redacted from a personnel file?
Social Security Numbers, Taxpayer identification numbers, names of minors, dates of birth, financial account numbers, home addresses, passport numbers, and driver license numbers. Please refer to Federal Rule of Civil Procedure 5.2 and Local Rule 5.2-1.
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Should you keep copies of ID in personnel files?
If the employer chooses to make copies of documents, copies must be made and retained for all employees, regardless of the employee's national origin or citizenship status, to avoid violating antidiscrimination laws.
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What not to include in a personnel file?
Medical information, including medical records or correspondence related to any medical condition of the employee or the employee's family. Supervisor's working files. Marginal notes on documents that reflect opinions or judgments that are not supported by fact or documentation.
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