Generate PDF training records automatically. Collect information and e-signatures. No coding. Insurance is usually offered by organizations to their clients, customers such as passengers, or employees. It helps protect the company or an institution in cases of fortuitous events incurring liabilities. However, insurance companies usually do not allow double insurances or it causes more problems rather than solutions where each provider will try duking out each other who shall be responsible to compensate the insured.
Or it becomes an additional cost to the insured which may possibly be an expense they cannot afford. In such instances, the companies or institutions need to document that their subject who prefer to opt-out from the insurance that they offer. Thus, an insurance waiver is needed. This Insurance Waiver PDF template helps give clients, customers, or employees an option to opt-out from the insurance being offered by companies or institutions and helps document a formal request that the supposed insured shall not be part of the program offered by an institution to its clients and employees.
This Hourly Invoice Template consists of all the elements needed to create a professional and accurate hourly invoice that you can send to your clients or employees. With Jotform's Hourly Invoice template, there's no need to manually create a document from scratch each time you have a project or task. Customize this free Medical Return to Work Template to help your HR department communicate with employees returning from medical leave.
Save time in designing and simply have this comprehensive Employee Write up Form! Write up employees online with a free disciplinary report template. Generate PDFs automatically. Easy to customize, download, print, and share with supervisors. You can get time off requests from your employees by using this time off request form template that allows collecting personal information such as name, email, contact number, and time off details such as time off start date, time off end date, start to work date, reasons of time off request and additional comments.
Every person needs a break. If your employees request you in order to go vacation, you can track the vacation schedules by using this Vacation Request PDF Template.
Once you collect the necessary information from your employees by using your form, you will see all the data as a PDF document. Current and accurate personnel files assist the employer in tracking the workforce, organizing hiring and retention, and protecting the organization from liability.
Failure to properly maintain the personnel file can subject the organization to unnecessary litigation. This article will provide helpful tools and practical guidelines to assist with the proper maintenance of personnel files throughout the employment relationship.
Additionally, the material will examine those documents that should never be included in the personnel file, as well as policy considerations regarding access to personnel files and the benefits of periodic file review. Ensuring proper maintenance of the personnel file begins with effective documentation, such as preparing accurate and complete personnel records.
The relationship between employer and employee usually begins with pre-employment activities, such as completion and submission of an application, background checks, and the interview. All pre-employment activities generate numerous documents, which must be retained. Retention of pre-employment documents for nonselected candidates is imperative; retaining some of these documents in a newly hired employees personnel file is a matter of policy.
However, retaining the background investigation and interview notes in the personnel file of a new employee may be poor decision. Rather, such information should be retained in a separate file that documents the entire interview process.
In retaining accurate and thorough documentation of the interview process, employers may be protected from liability when a disgruntled applicant fails to obtain an interview or the position. The employment relationship begins during the pre-employment phase and the creation of the personnel file begins on the date of hire.
The first day on any job usually involves an employee spending a good portion of the day completing paperwork, from benefit information to a Form I Employers may also include a checklist of the items presented to the employee at orientation. This checklist should be reviewed and signed by the employee and placed in their personnel file.
The signed checklist prevents an employee from later claiming, in the midst of litigation, that the employee failed to receive a harassment policy or other crucial documentation. New employees are also required to complete a Form I-9, which verifies the employee is eligible to work in the United States. However, this document should not be retained in the personnel file.
Anything found in the files may be inspected and may raise additional issues or questions. By keeping a separate I-9 file, employers have the ability to furnish an inspecting agency one file containing all Forms I Thus, an employer maintains control of all records and substantially limits the scope of the inquiry. Proper maintenance of employee documents can be helpful in the event of a lawsuit.
Improper maintenance, however, can be extremely harmful. Proper maintenance for employee compensation records is essential. The following compensation documents, as well as other additional documents, should be included in the personnel file:. It may also be beneficial to maintain certain compensation documents in a separate folder, such as the following:.
Retaining such documents in a separate folder reduces the amount of paper in the file and eliminates possible investigations arising from a governmental agencies inspection of personnel files. Regardless of where these documents are kept, it is essential that all compensation records adhere to the four principles previously discussed.
Performance evaluations are important weapons an employer has when defending a wrongful termination suit. Proper documentation and retention of evaluations can mean the difference between ending a lawsuit at summary judgment and a forced court action where the employer must defend the organization before a jury. Evaluations must be conducted in a timely fashion. For example, evaluations may be completed yearly, every 30 days, or every 90 days.
Regardless of the schedule time frame, the schedule must be followed consistently and universally throughout the organization. Any resolutions or decision reached during these sessions should similarly be documented, signed by both the reviewing supervisor and the employee, and placed in the personnel file. When preparing an evaluation, it is imperative the evaluation be clear and concise, utilizing the four principles previously mentioned legal perspective, objectivity, fact-driven, and accuracy.
Additionally, the evaluation should provide the following:. The evaluation should also be fair. For example, the performance rating must mirror the actual performance. The recipient of an outstanding performance rating must meet the standard required for such rating.
Otherwise, inaccurate evaluations may later be used against an employer. For example, a multimillion dollar judgment was entered against an employer in a sex discrimination suit after the employer consistently overrated an employee, giving her outstanding and above average ratings. Upon completion of an evaluation, an employee should review the performance evaluation and be permitted to make any comments, whether positive or negative, about the evaluation.
The evaluation should be signed and dated by the employee, acknowledging receipt and review, and placed in the personnel file. Employee Leave Application Form.
Employee Personnel Data Template. Personnel Record Policy Template. Employee Records Privacy Policy. Employee Record Card Template. Sample Pay Slip Template. Sample Staff Details Template. Sample Absence Record Sheet Template. Sample Record of Employee Details Template. Sample Leave Record Template.
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