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Employee monitoring is the (often automated) surveillance of workers' activity. Organizations engage in employee monitoring for different reasons such as to track performance , to avoid legal liability, to protect trade secrets , and to address other security concerns. [ 1 ]
Records may be covered by access controls to regulate who can access them and under what circumstances. Physical controls may be used to keep confidential records secure – personnel files, for instance, which hold sensitive personal data, may be held in a locked cabinet with a control log to track access.
In June 2015, OPM announced that it had been the target of a data breach targeting personnel records. [1] Approximately 22.1 million records were affected, including records related to government employees, other people who had undergone background checks, and their friends and family.
The data retention policies within an organization are a set of guidelines that describes which data will be archived, how long it will be kept, what happens to the data at the end of the retention period (archive or destroy) and other factors concerning the retention of the data.
A retention period (associated with a retention schedule or retention program) is an aspect of records and information management (RIM) and the records life cycle that identifies the duration of time for which the information should be maintained or "retained", irrespective of format (paper, electronic, or other). Retention periods vary with ...
An employee handbook, sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [1]
The underlying belief is that special reliability is provided by the regularity with which the records are made and kept, as well as the incentive of employees to keep accurate records (under threat of termination or other penalty). The exception functions to allow the record to substitute for the in-court testimony of the employees, but it can ...
The responsible person, such as an employer, must keep records of reportable incidents and diseases, and other matters specified by the HSE to demonstrate compliance. Records are to be kept for 3 years, either at the place where the relevant work is carried out or at the responsible person's usual place of business.