On Thu, Jul 23, 2009 at 5:07 PM, Greene, Ben <[log in to unmask]> wrote:

>
> How have any of you approached the retention of HR policies?  We have a
> superseded retention for all of our policies, however, I agree that HR
> policies must be retained longer for litigation purposes, but I don't want
> to
> specifically deal with statute of limitations for every issue that each
> policy addresses.  Any advice?
>

at a former employer we retained all HR policies permanently. The business
reason wasn't because of anticipated litigation, but due to the fact that
former  employers would make a claim for a benefit or something else based
upon a policy in effect at the time of their employment.

I'll try to beat SteveW to the punch as to how retention is determined if no
statute or regulation applies. In establishing retention you need to take
into account the Financial, Administrative, Legal, Operational and
Historical need for the record. In this case statute of limitations is but
one factor in determining retention

-- 
Peter Kurilecz CRM CA
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Richmond, Va
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