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Electronic HR information technology, obviously, has revolutionized HR. And there is no turning
back–no one feels any nostalgia for the “bad old days” of mailing out paper payroll records, stuffing file drawers with manila personnel files and chasing after employees for wet-ink signatures.
But today’s paperless HR information technologies and platforms shot out ahead of slow-to-change legal doctrines, leaving big compliance gaps. One cluster of legal challenges to global electronic HR recordkeeping is widely recognized and has been exhaustively addressed elsewhere–information security law, data breach notification law, and data protection laws like EU GDPR. Meanwhile, there is a second, separate cluster of legal challenges around electronic HR recordkeeping that gets discussed much less often and that is much more obscure: How global HR information platforms can comply with legacy laws, around the world, that still regulate HR records in ways that presuppose old-fashioned paper records and wet-ink employee signatures. This program offers multinational employers proactive strategies for assuring their global electronic HR information systems and platforms–the “paperless office”–comply with antiquated local laws around the world still assuming paper personnel files and wet-ink signatures on employee forms.
Please join Donald C. Dowling, Jr., Shareholder at Littler Mendelson P.C. for this fast-paced presentation.
What you will learn:
You will get proactive, global strategies for using paperless electronic HR information technologies to comply with antiquated local HR records laws–around the world–that still:
(1) require employers to generate certain HR documents presumptively on paper, filing some with local government offices
(2) require employers to retain certain HR documents, presumptively on paper, and affirmatively destroying others
(3) require employee signatures, presumptively in wet ink