Under Title Vii, How Long Does An Employer Need To Preserve Personnel Or Employment Records?
The EEOC requires employers subject to Title VII to preserve personnel and employment records, including application forms, for a minimum period of six months from the date of making record or taking the personnel action involved, whichever occurs later. Records relevant to any charge of discrimination must be maintained until final disposition of the charge or litigation. States can and have increased this requirement under their own antidiscrimination laws. The EEOC also requires that employers having 100 or more employee to file a Standard Form 100, (also known as an EEO1 report). The employer is obliged to obtain necessary supplies of this form and file its report prior to the annual filing date each year. The employer must also retain a copy of its most recent report for each reporting unit at its facility, or at its company or divisional headquarters, and to make available a copy to the EEOC upon request.
Additional Equal Employment Opportunity Commission FAQs
- How Will I Know If A Charge Of Discrimination Has Been Filed Against My Company?
- What Is An Eeo-1 Standard 100 Form?
- What Can I Expect To Happen In An EEOC Investigation?
- When And Where Must An Employer File An Eeo-1?
- I Received A Charge From The EEOC That Says My Business Violated Federal Law. How Can The Eeoc Say This Before Anyone Has Even Investigated?
- How Do I File An Eeo-1 (Standard Form 100)?
- What Records Am I Required To Keep If I Receive An EEOC Charge?
- How Do I File An Eeo-1 (Standard Form 100) If I Am A Multi-Establishment Employer?
- What Is The Enforcement On The EEOC Record-Keeping Requirements?
- What If An Employer Determines That The Preparation Or Filing Of The Eeo-1 Causes An Undue Hardship?
- What If My Records Are Not In The Format Requested By The EEOC And It Will Be Too Costly And Time-Consuming To Comply With The Request?
- What If The EEOC Sent A Notice Of Charge That Contains Very Little Information About A Claim Of Discrimination?
- What If You Believe That The EEOC Charge Filed Against Your Company Is Frivolous. Should You Respond?
- What Happens If A Charge Is Dismissed By The EEOC?
- What Does The EEOC Do If It Determines That A Violation Of The Law Has Occurred?
- If An Employer Settled A Discrimination Charge That Was Handled By My Local Fepa And Received A Separate Dismissal Notice From The EEOC?
- How Can An Employer Tell If A Charge Is Dual-Filed With Both The EEOC And A State Or Local Fepa?
- What Should An Employer Do If They Get The Same Charge From The Eeoc And Also From A State Or Local Fep Agency?
- What Administrative Body May Impose Remedies For A Violation Of The Americans With Disabilities Act (ADA)?
- What Administrative Body May Impose Remedies For A Violation Of The Age Discrimination In Employment Act (ADEA)?
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