b'RecordkeepingPart IWho, What, Why . . . Who does it apply to: In this section, it varies according to theand delivery records, but not including individual sales slips requirements of the particular law identified below. or register tapes; and Records supporting all deductions from pay or reflecting theFair Labor Standards Act (FLSA): The FLSA is applicable todates, amounts, and nature of any deductions.virtually all employers. It requires retention for three years of payroll records, specifically including: EqualPay Act(EPA):TheEPAisapplicabletovirtuallyallEmployees full name and social security number; employers and has the same requirements as the FLSA, but Address, including zip code;also requires records be kept for two years that describe or Birth date, if younger than 19; explain the basis for payment of a wage differential for personsSex and occupation; oftheoppositesex,including:wagerates,jobevaluations,Time and day of week when employees workweek begins; jobdescriptions,meritsystems,senioritysystems,collectiveHours worked each day (not required for employees exemptbargaining agreements, and description of practices. from overtime (see the section on Exemptions from Overtime for more information); Family Medical Leave Act (FMLA): FMLA has limited applicability Total hours worked each workweek (not required for exemptto employers with 50 or more employees for 20 or more work employees); weeks in the current or past calendar year. Employers mustBasis on which employees wages are paid (e.g., $9 perprovide benefits, but only to employees: (1) with at least 1250hour, $684 a week, piecework); (not required for exempthours (including overtime) in the past 12 months, (2) who work employees); within 75 miles of a location with 50 or more employees, and (3)Regular hourly pay rate (not required for exempt employees); who have worked for the employer for at least 12 months withinTotal daily or weekly straight-time earnings (not required forthe last seven years.It requires employers keep all the records exempt employees);required under the FLSA for two and three years (see above), Total overtime earnings for the workweek; plus the following records for three years: All additions to or deductions from the employees wages;Dates FMLA leave is taken (or hours if less than a full day);T otal wages paid each pay period;Records indicating leave is designated as FMLA leave;Date of payment and the pay period covered by the payment; Notices furnished to employee by employer regarding FMLAand leave; Records of all sales and purchases of the business, e.g., Documentsreflectingallemployeebenefits,policiesordollar volume of sales or business, total volume of goodspractices regarding the taking of unpaid leave; purchasedorreceived,intheformusuallykeptbythe Premium payments of employee benefits; employer.Recordsofdisputesbetweenemployeesandemployersregarding FMLA leave, including all investigative documents; And two years of:andTime and earning cards or sheets;Recordsanddocumentskeptregardingcertification, Records regarding the amount of work accomplished by therecertificationormedicalhistoriesofemployeesortheiremployees; family members created for purposes of documenting FMLAWagerateschedules,includingthoseforstraightandleave (such records must be maintained in a separate file as overtime calculations and piece rates; a confidential medical record). Originals or copies of all customer orders, shipping, billing 91'