![]() 83% of employees would recommend working at Shred-it. Shred-it Review Ratings left anonymously by Shred-it employees, which is 23% lower than the average rating for all companies on CareerBliss. Shred-it has an overall rating of 3.0 Average Rating out of 5, based on over 6 Reach out to us today for more information.Shred-it Reviews FAQs Is Shred-it a good company to work for? Contracting with SEAM is convenient you can schedule a one-time service or arrange for weekly, bi-weekly, or monthly shredding service. We can bring our mobile shredder to your North Dakota work site or take the sensitive documents to our shredding facility. Secure document shredding is the safest way to dispose of unwanted employee records.Ĭontact SEAM if you have employee records that require secure disposal. Simply throwing them in the trash or recycling bin puts the applicant at risk for identity theft and may put you out of compliance. Job applications contain sensitive information such as social security numbers and personal contact information. Now that you understand how long to keep applications, the next step is understanding how to dispose of them. In general, it is a good practice to keep all solicited applications and resumes for two years past the date the position was filled. If a charge of discrimination or unlawful employment is brought against your organization, you must keep the employment applications until the matter is resolved. The ADA requires employers to keep applications for one year if unsolicited and two years if solicited. ![]() This order pertains to government contractors and requires employers to keep applications for one to two years. However, if the applicant is over 40-years old, you should retain the documents for two years. The ADEA requires employers to keep applications for one year. This act requires employers to keep job applications for one year from the date of receipt. ![]() Title VII of the Civil Rights Act of 1964 It is imperative to know and understand the federal laws that regulate employee record keeping: Anything else that assisted you with making a hiring decision.More comprehensive hiring records may be required and should include: In most cases, keeping records on current employees isn’t sufficient. Small businesses that don’t even have an HR department might not be aware of the major federal laws that oversee employee record retention. However, federal laws, union contracts, or state or local regulations may require additional time. Officials recommend that you retain solicited applications for up to two years. Consistency is an essential part of developing your own best practices for record-keeping. However, if your HR department prefers to keep some unsolicited resumes for future consideration, it may be best to keep them all. A business is not legally obligated to store unsolicited applications and resumes. The regulations for storing solicited and unsolicited applications differ. And since only a tiny percentage of applicants become employees, what do you do with the non-hire paperwork? Not knowing the best way to store and dispose of job applications could land your business in legal trouble. How many job applications and resumes does your human resources department receive in a year? Depending on the size and type of your business, the answer may very well be hundreds.
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