We are updating our retention schedule and are refining record categories 
relating to HR benefits. Particularly we are separating categories for health and 
welfare benefits from those for retirement benefits, since we feel the HW stuff 
can have a much shorter retention period. 

Our company engages an outside counsel to work with us for our retirement 
issues. The attorney has cited ERISA sec 209 and its "open-ended" retention 
requirements (as long as needed to determine benefits) and recommends a 
permanent retention for anything related to retirement benefits. We're a 120-
year-old company which will presumably stay around for a lot longer, so 
permanent really is a very long time for us. We understand that retirement 
related problems usually don't surface until the person retires, but we're 
thinking a 60 to 75 year retention (from termination of employee or termination 
of plan) should be sufficient to cover 99% of any issues that may come up.

I'm curious to know how other companies have scheduled retirement related 
records and what the thinking is behind their choice.

Nolene Sherman
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