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Should employers keep a file of EEOC employment laws?

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Quick Answer

The law stipulates that employers must post a summary of Equal Employment Opportunity Commission laws in a conspicuous place and may also need to keep electronic files of the laws in an easily accessible location on their Internet websites for telecommuting employees who do not visit the workplace regularly, reports the U.S. Equal Employment Opportunity Commission. Additionally, employers must keep employment and payroll files of all personnel for a specified period of time to facilitate possible investigations of discrimination charges.

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Full Answer

The EEOC distributes a poster titled "EEO Is the Law" that summarizes job discrimination laws for applicants and employees and details the process of filing a complaint against suspected discrimination, notes the U.S. Equal Employment Opportunity Commission. The poster is available in several languages. Employers must physically place it where they usually post employee notices. Electronic file postings of the summary on Internet sites do not substitute for the physical posting requirement. If there are employees with disabilities in the workplace, employers must place the notice where they can easily read it.

EEOC regulations also stipulate that employers must keep all personnel records for at least one year and payroll records for at least three years, explains the U.S. Equal Employment Opportunity Commission. If an employer terminates an employee, the year of record retention begins at the time of termination. Employers must keep all records justifying the payment of different wages to employees of different genders for at least two years. After the EEOC has filed charges of discrimination, the employer must retain all relevant records until the EEOC resolves the case.

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