Courtesy of the SHRM Newsletter and in response to several questions
recently:

Better Recordkeeping

The most obvious thing HR needs to immediately turn its attention to is
recordkeeping. Dianna Johnston, EEOC assistant legal counsel, told SHRM
Online Feb. 9 that employers should keep records longer as a result of
the Ledbetter Act not only for "pay decisions but performance appraisals
that affect pay and job classification decisions." 

"Proper documentation is critical on a go-forward basis," agreed Lane
Transou, SPHR, manager of benefits and compensation for Parker Drilling
in Houston and a member of the Society for Human Resource Management
Total Rewards/Compensation and Benefits Special Expertise Panel. "All
companies need to look at record and retention schedules," she said,
noting that recordkeeping challenges will be even greater for those
companies entering mergers and acquisitions (M&As). Transou said that
fair compensation practices typically aren't a part of due diligence
when M&As are considered, but now "probably will have to be."

Proper documentation should include "a well-documented communication
compensation philosophy," according to Jennifer Loftus, SPHR, national
director of Astron Solutions in New York and another panel member.
Whether the compensation philosophy is grounded on performance, length
of service or cost-of-living adjustments, Loftus said, if employers
"don't have a compensation philosophy, they should get one now so they
don't have issues."

 

Margie

Margaret M. deMarteleire

HR/FLSA Analyst

CDI Corporation

1717 Arch Street, 35th Floor

Philadelphia, PA 19103

(215) 636-1219

 


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