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Are there any available guidlines regarding what information should be retained in an employee's personnel file? Also what does not belong in a personnel file? As well as how much latitude management
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Personnel Files

posted at 7/29/1999 2:04 AM EDT
Posts: 3
First: 7/29/1999
Last: 8/8/1999
Are there any available guidlines regarding what information should be retained in an employee's personnel file? Also what does not belong in a personnel file? As well as how much latitude management has in this area? Thank you.....
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Personnel Files

posted at 7/30/1999 1:58 AM EDT
Posts: 2217
First: 6/16/1999
Last: 12/13/2001
Subject to possible variations in state law, management does have some discretion as to what to include in a personnel file, although certain kinds of documents (e.g. certain medical information) cannot be included.

Of course, there are substantial record retention requirements, but your question is whether such documents must be kept in a personnel file. For example, what documents do you want to have turned over in response to a request in litigation for a personnel file?
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Personnel Files

posted at 8/4/1999 5:25 AM EDT
Posts: 5
First: 6/25/1999
Last: 11/9/1999
Can I have a little more clarification in this area? Are you saying that we should not retain disciplinary notices, i.e. written warnings, etc. in personnel files for fear of discovery? If not, where should we retain our notes etc?
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Personnel Files

posted at 8/5/1999 10:52 PM EDT
Posts: 3
First: 7/29/1999
Last: 8/8/1999
We currently are placing everything and anything in these files, except mediacl/psych records, also any disciplinary actions are kept separate. What we are looking for is some kind of suggestion on what items belong and which are not significant enough to be placed in the file. Assuming also no contractual issues with the employee, how would you reply to an employee who requests that a document be placed in their file and you do not feel its appropriate. Thanks
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