b'Title VII of the Civil Rights Act of 1964 (anti-discrimination),Thefollowingmustbekeptinplaceforoneyearafter Americans with Disabilities Act (ADA), and Genetic Informationtermination: documents regarding any employee benefit plans Protection Act (GINA): Employers with 15 or more employees aresuch as pension and insurance plans, as well as copies of any required to keep all personnel or employment records, includingseniority systems and merit systems which are in writing. Note, but not limited to, requests for reasonableaccommodation,if the plan is not in writing, a memorandum fully outlining the forms submitted by applicants for employment and other recordsterms of such plan or system and the manner in which it has having to do with hiring, promotion, demotion, transfer, lay-off orbeen communicated to the affected employees, together with termination, rates of pay or other terms of compensation, andnotations relating to any changes or revisions thereto, shall be selection for training or apprenticeship for one year, and onekept on file.year from termination for all employees involuntarily terminated. Employers with more than 100 employees are also required toEmployee Polygraph Protection Act (EPPA): See the section keep the most recently filed EEO-1 report provided to the Equalon the EPPA for the limited circumstances where a test can Employment Opportunity Commission (EEOC) for one year. beadministered.Whenproperlyadministeredthefollowing information must be kept for three years from the later of the Age Discrimination in Employment Act (ADEA): Employers withdate the test is requested or conducted:20 or more employees are required to maintain the following Thestatementsettingforththespecificactivityunderinformationregardingemployeesforthreeyears:name,investigationandthebasisfortestingthatparticular address, date of birth, occupation within the organization, rate ofemployee;pay and compensation earned, which is already required under Records identifying the loss in question and the nature ofthe FLSA. Additionally, these employers are required to keepthe employees access to the person or property subject to the following items for one year from the date they are created: the investigation, if the test is related to the manufacture,Job applications, resumes, or any other form of employmentdistribution, or dispensing of controlled substances; inquiry whenever submitted in response to an advertisement The written statement setting forth the time and place of theorothernoticeofexistingoranticipatedjobopening,examination and the examinees right to consult with counsel;including records pertaining to the failure or refusal to hire The written notice to the examiner identifying the person toany individual; be examined; andPromotion, demotion, transfer, selection for training, layoff, All opinions,reportsorotherrecordsfurnishedbytherecall, or discharge of any employee; examiner related to the examination. Joborderssubmittedtoanemploymentagencyforrecruitment of employees; Note: Employers in a union environment may have different orT est papers and results of any aptitude or other test consideredadditional record keeping requirements.by the employer in connection with any personnel action; What Should I Do: Resultsofanyphysicalexaminationconsideredbytheemployer in connection with any personnel action; andSimplifiedretentionguidelineswillfollowattheendoftheAny advertisements or notices to the public or to employeesRecordkeeping Part II section.relating to job openings, promotions, training programs, or opportunities for overtime work.92'