We use the same procedure for any other litigation hold. Only, instead
of the hold notice funneling through the local records manager, it is
directed to the HR Manager of the division against whom the case was
filed and the Corp HR Director. The HR Manager then notifies any one
within the division who may have related documents or files
(supervisors, co-workers, etc) and sends back to Corp Legal the names of
all who were notified. In addition, we have IT take a "snapshot" of all
emails that are in any named employee's inboxes and any others that may
be related.

For the most part, the RM role is limited only to retrieving any HR
files from storage.

Nolene Sherman | Director of Records Management | Standard Pacific Homes
| 949-727-9360 | FAX 949-789-3379 | [log in to unmask]

-----Original Message-----
From: Records Management Program [mailto:[log in to unmask]] On
Behalf Of Cohen, Jon
Sent: Tuesday, April 08, 2008 4:08 PM
To: [log in to unmask]
Subject: [RM] RMO Involvement in HR litigation

Does anyone have any advice/experience with Human Resource litigation
issue (employee filing a discrimination case) from a Records Management
Office perspective?
 
What is the RMO's role in this situation? There has to be a hold placed
on the records, but how do you communicate?
 
Any insight would be great. Thanks
 
Jon Cohen

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