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Which Information Should be Included in an Employees Record

By Edited May 3, 2015 0 0

Recordkeeping is a job that is often underestimated by employees in the company. What they do not know is that recordkeeping is an essential task for the employer and his employees. Due to its importance, the Fair Labor Standards Act (FLSA) has made requirements for records to be more systematic in order for them to become useful in the future. According to FLSA standards, an employee's record should contain a number of specific information such as:

Employee's personal data

This record section should include the employee's complete name, address, birth date, birth place and contact numbers. The employee's Social Security Number (SSN) and other relevant information should also be included. Performance records and violations should also be placed in the personal data section.

Medical records and benefits

If an employee has a disability and he took a sick leave, it can be included here. If the employee has obtained benefits from the company such as worker's compensation, it should also be placed in this section.

Wage and hour information

In this section the record keeper should include an employee's working hours as well as his salary amount. If the employee was late or absent in a particular day, that data should be included here.

Taxes and payroll

This may be the most complicated section in an employee's record. Taxes and salary amounts should be recorded every month. At the end of the year, the employee's total amount of salary as well as his total taxes should be calculated and included in the record. This should be done by the record keeper every year.

All these information should be included in an employee's record. Complete records can be a great way to track employees based on their performance, medical condition in the company, and assessments. Records also serve a major role in employment disputes that are related to wage, hour, and overtime issues, as well as break time and meal break concerns.

If an employee gets an LA labor law attorney and files a complaint against the employer, there would be immediate information to confirm or disprove the accusation. Aside from making the work of investigators easier, the duration of employment complaints would certainly be reduced.

While recordkeeping may be a humble job, it serves a great purpose for both the employer and his employees. If you are a company owner and you want to learn more about FLSA standards regarding recordkeeping, just consult a Los Angeles employment lawyer.

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