Accurate Employee Records And Consequences With Rationale.

There are two types of recording information, these are manual and electronic. There are security issues with both, security of electronic data/info has to be kept up to date and passwords changed regularly to help to stop unauthorised access, this also needs to be kept up to date regularly. There should also be a back up disk which should also have the same kind of security that paperwork has. Manually recording/storage should be kept in a secure place with access only to those that need it, this may be in a locked cupboard that the manager has the key for and you have to ask and sign for the use of. This also needs to be kept up to date and legible, if people cant read what is being put then this could have serious consequences for the service user.

One is an in-house system used by payroll to process employees’ pay and the other is a HRIS system used by Human Resources to store employee’s information. Because, the two systems are not integrated, mandatory employee information must be manually entered in both systems. Transferring of employees hire documents from one department to another could be missed, lost, or received late this can cause an employee to be paid incorrectly, or not paid at all. Consequently, if plant employees are not paid correctly, and on time, there is potential for a grievance payouts as a result of non-compliance with the union collective agreement. Since payroll’s goal is to expand their role in the organization, any issues with an employee’s pay would weaken their credibility.

The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.

2.4 Identify the personal information that must be be kept up to date with own employer

* In today’s world of fast-developing technology, in which the click of mouse can dispense a plethora of information, privacy for job seekers and employees is a significant issue. One type of privacy issue in the workplace occurs when a company gathers or circulates private or personal information about employees or candidates for employment.

There are various legislative acts and regulations that instruct on how we are to record and store HR data, I will briefly summarise 2 of them.

Another reason to collect and record data is to comply with legal requirements and legislation, for example the principle of equality. If we have in our HR department adequate personnel records, we can make sure we are complying with the law and therefore

Next, employers should ensure that they practice saving good time and wage records in order to ensure that employees will be continually paid. Good records will satisfy most of the either employees or employers that may become involved in a disagreements including the Fair Work Ombudsman, court or tribunal that any errors were made in good faith.

Legislation and Compliance – The company needs to collect data from our employees to ensure we comply with legislation and our industry requirements, for example a copy of an employee’s passport or visa to show right to work, evidence of a Doctor’s registration status. We also collect data pertaining to equality and diversity…

Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data, and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant, will reduce any financial or legal risks to the organisation.

According to the Privacy Act of 1974 all payroll and personnel records are regarded as confidential and access to them should be restricted to the employees and officers of the company who require access in the course of their job. Both the company and Ms Ledbetter fail to comply with the act. the IRS mandates seven years’ retention of and access to records. It should be noted that in the event of suspected fraudulent activity, the records associated with the fraud must be retained indefinitely. The employer remains responsible for maintenance of the records, even when they outsource the payroll. Upon expiration of the retention period, the employer must destroy the records. Paper records must be shredded, burned, or pulped. In this scenario

During Fieldwork, the Employer was reluctant to provide the necessary non-covered documentation to perform the audit. However, they supplied an Employee list that contained union and non-union employees job titles, hire and term date and union employees gross wages. They also provided several union employees W-2s, W-3, 941s and payroll registers. We were able to balance the number of workers from the employee list to the W-3 and the 941s. Additionally, we tie out the payroll registers to the W-2s provided. After performing these tests, we placed reliability on the Employee List.

Below you will see descriptions of two essential items of UK legislation relating to the recording, storage and accessibility of HR data:

Employment Rights Act (1996) states that all employers should write up all information in regards to the terms and conditions of the job, and that they should be easily accessed upon request. The terms and conditions should include the names of both the employer and employee, the starting date of the job, how and in what intervals payment will be made, the working hours, shift/rota as well as overtime if required, the right to have a have a holiday, and the possibility of holiday pay, the title of the job, how long the

There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements.