Records Management 101 for Human Resources



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<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong>

Contents<br />

• What documents you must keep and <strong>for</strong> how long<br />

• How to effectively weed out what you no longer need to retain<br />

• Tips <strong>for</strong> making a smooth transition from paper to electronic records<br />

• Advice on better recordkeeping, regardless of whether you keep paper or electronic records<br />

• How FileBRIDGE <strong>for</strong> HR makes managing records and in<strong>for</strong>mation easier<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Introduction<br />

Welcome to <strong>Records</strong> <strong>Management</strong> <strong>101</strong> <strong>for</strong> <strong>Human</strong> <strong>Resources</strong>. There is much more to the human<br />

resources job than just handling day-to-day staff issues. Adding in <strong>Records</strong> <strong>Management</strong> not only<br />

brings your job into focus at the C-level but adds a layer of complexity as well.<br />

From applications, resumes, disciplinary documentation, and medical files; as HR professionals,<br />

the records you are responsible <strong>for</strong> are extremely sensitive and subject to audits and litigation.<br />

This makes it crucial that you, your team, and your organization are following proper in<strong>for</strong>mation<br />

governance practices when it comes to policy and compliance. As your employees, and even<br />

applicants, come and go, the stream of paper and electronic in<strong>for</strong>mation they generate can turn<br />

even the most organized office into a disorganized nightmare.<br />

So, time <strong>for</strong> a little self-assessment. Where are you in the process of getting your records in order?<br />

If you are already underway with an organized, efficient <strong>Records</strong> <strong>Management</strong> plan, good work. If<br />

not, take a deep breath, we can get through this together. Let’s start with what you need to keep.<br />

So what do you need to keep?<br />

In case you missed it, there are several (ok, more than several) Federal Government laws that<br />

require you to keep all sorts of documents <strong>for</strong> different periods of time.<br />

These regulations include (but are certainly not limited to) Title VII, Age<br />

Discrimination Act, FLSA, FMLA, ERISA, the Equal Pay Act (EPA) as well as OSHA. Your records<br />

manager job starts be<strong>for</strong>e you hire anyone. In the “pre-employment” relationship, you actually<br />

need to save applications, resumes, reference checks, background checks, and job postings!<br />

This is to ensure fairness, non-discrimination, and equal<br />

opportunity <strong>for</strong> everyone. During an employment relationship, you’ll need<br />

to keep all of the in<strong>for</strong>mation filled out during the hiring process including<br />

acknowledgements of policies and handbooks, you also need an I-9, and<br />

medical related paperwork.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


What is in these files?<br />

Best practices suggest keeping separate files <strong>for</strong> personnel records, I-9 and medical paperwork. Once<br />

the employment relationship has ended, records created as part of the separation should be filed<br />

within the personnel section.<br />

In the Personnel File, you will have records and documents including applications, pre-employment<br />

tests, per<strong>for</strong>mance appraisals, rate changes, position changes, leaves, transfers, promotions,<br />

demotions, documentation of disciplinary actions and job descriptions.<br />

In the I-9 file, you will have the I-9 <strong>for</strong>m (of course) and any supporting documentation.<br />

In the Medical file, you will have records related to workers compensation, FMLA, ADA, hiring, and<br />

drug testing.<br />

Best Practices: keep separate files <strong>for</strong><br />

personnel records, 1-9, and medical<br />

paperwork. Once the employment<br />

relationship has ended, records created<br />

as part of the separation should be filed<br />

within the personnel section of the file.<br />

So how long do we keep them?<br />

This is a legal question, and you should get specific guidance from your corporate counsel. In<br />

general practice, most companies follow guidelines similar to these, but you need to confirm your<br />

own policy – don’t take our word <strong>for</strong> it:<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Record Type<br />

Length of Retention<br />

<strong>Records</strong> in the Personnel File<br />

4 years after termination<br />

I-9 <strong>for</strong>ms 3 years after the date of hire or 1 year after<br />

termination, whichever is later<br />

Medical <strong>Records</strong><br />

3 to 6 years (depending on whether the<br />

document relates to FMLA or HIPAA)<br />

W-4 Forms 4 years<br />

Equal pay documents<br />

2 years<br />

<strong>Records</strong> under Title VII<br />

1 year<br />

Payroll and Tax <strong>Records</strong><br />

4 years (some states require 6 years)<br />

OSHA logs<br />

5 years<br />

COBRA<br />

6 years<br />

Employee Benefit Plans<br />

6 years following the termination of the plan<br />

Form 5500 and related correspondence - 6 years<br />

including all attached schedules,<br />

audited financial statements, and<br />

accountant opinions, as applicable.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Keeping track of the retention <strong>for</strong> these records, let alone the records themselves, and the all the<br />

other documents you may be managing that are not listed here, is like drinking from a fire<br />

hydrant!<br />

You’ll notice that there are items listed that are not employee specific. As you know, there are<br />

multiple filings, audits, and regular checks and balances that nearly all organizations go through.<br />

Given the length of time to keep these records, and often the short time to produce them, you<br />

might be inclined to store these records in the originating system, on local PCs, network drives,<br />

or on encrypted media like a DVD or USB drive.<br />

The originating system probably won’t keep your in<strong>for</strong>mation around long enough (does your<br />

payroll system keep the payroll registers or does your benefit provider keep your summary plan<br />

details?)<br />

Best Practice: If you outsource your HR, review<br />

the outsourcing firm’s retention policies<br />

carefully. Are they following your policies?<br />

You are liable <strong>for</strong> maintaining the records,<br />

not the outsourced company. The moral of the<br />

story - keep your own records and manage your<br />

own policies!<br />

Keeping the in<strong>for</strong>mation locally poses other issues and introduces risk. Ask yourself:<br />

• Can you access those records when someone is on vacation?<br />

• Can someone in your organization access those records if they aren’t supposed to?<br />

• Have you checked what rights your IT department has to look at the electronic records?<br />

Maybe you trust them – maybe not. Is your filing system the same as your predecessor and the<br />

same as the one be<strong>for</strong>e that?<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


How can you weed out what you no longer need?<br />

Ask yourself this question; Am I the person that wants to keep a record <strong>for</strong>ever, just in case, or am<br />

I the person that wants to get rid of the records as soon as I can?<br />

While the distinction may be subtle, the implied action in the first question is keeping the records<br />

while the implied action in the second question is disposing the records. Whichever school of<br />

thought you have, make sure it is consistent with your corporate policies. That, above all else, is<br />

key.<br />

Make sure that the method, logic, and reasoning used to ultimately dispose (or keep) a record is<br />

documented and followed.<br />

Isn’t there a simple approach?<br />

Thankfully, there is a growing trend to what is known as a ‘Big Bucket’ retention model. Instead<br />

of individually determining a retention schedule <strong>for</strong> each and every document, you simply create<br />

one or a few big buckets and sort the various document types into the big buckets.<br />

For example you may create 1 year, 3 year, 7 year and Permanent buckets. Then assign various<br />

document types to the bucket that is closest, but at least as long as their required retention.<br />

Now, depending on your method and media type <strong>for</strong> recordkeeping (electronic, paper, or both),<br />

the solution to dispose of records may vary.<br />

If your method is only paper-based, then I imagine you are spending lots of resources managing<br />

both the storage and disposition of the records. Also, are you keeping terminated files on-site or<br />

are you boxing them up and sending them off-site to never think about them again?<br />

Because paper creates a friction point in<br />

your organization, the easy method of<br />

retention management <strong>for</strong> paper–based<br />

environments is also the ‘big bucket approach’.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Just make sure you spend the time and resources following the schedule and plan when the<br />

retention <strong>for</strong> the terminated employees has been reached. Typically, you’ll want to group<br />

terminated employee files together to make the ultimate disposal easier and less costly.<br />

Certainly technology gives you a huge advantage in this arena. As an example, if you have an<br />

applicant tracking system, the chance of keeping applications and solicited resumes <strong>for</strong> one year,<br />

the proper retention time, remain high. But there are always exceptions… <strong>for</strong> example, what<br />

about unsolicited resumes?<br />

They are not legally required to be kept, but if your documented and published policy doesn’t<br />

state that you will not accept unsolicited resumes and applications, you might be at risk <strong>for</strong><br />

handling those records in an inconsistent and unfair manner.<br />

Best Practice: Make sure your retention<br />

schedule is updated on a regular basis (i.e.<br />

reviewed annually) to reflect changing requirements<br />

both from the government and<br />

“your organization.<br />

If your method is electronic records or a hybrid approach (where documents are either being<br />

born digital or converted from paper) it is easier to maintain a document type-by-document type<br />

retention schedule. However, the ‘big bucket approach’ is preferred because of the ever-changing<br />

state of legal requirements. Many organizations are electing to go paperless from the start as part<br />

of their commitment to sustainability.<br />

A word of caution here, as in so many things related to human resources, your process, decisions,<br />

and actions need to be consistent and reviewed by your legal counsel.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Does somebody have to own this responsibility?<br />

You should identify a <strong>Records</strong> Custodian. If you have never heard that term be<strong>for</strong>e it’s not that<br />

scary. A records custodian is a person who is tasked with taking care of records, whether they<br />

are physical or electronic.<br />

Designating an official person in charge of records also creates a chain of command, which can<br />

be used <strong>for</strong> procedures which involve records. When a new record is generated, the records<br />

custodian is responsible <strong>for</strong> filing it in the system, and will also retrieve it when it is needed <strong>for</strong><br />

reference purposes or disposal.<br />

In the event of a subpoena, the records custodian pulls the relevant records, verifies that they<br />

are accurate, and certifies them as such with an attached document. This document can be used<br />

in lieu of asking a records custodian to appear in court, as it indicates that the records are true<br />

and correct to the best of the custodian's knowledge.<br />

Best Practice: If you have converted paper<br />

records to electronic records, consider destroying<br />

the paper to simplify complying<br />

with retention rules and the destruction<br />

process. As long as the electronic versions<br />

meet your legal department’s criteria, you<br />

can reduce costs by eliminating physical<br />

storage space.<br />

How do you get to a less paper environment?<br />

For some time, HR professionals have aspired to create a ‘less paper’ environment with<br />

technology to create, store, and manage all of the employee in<strong>for</strong>mation necessary to run the<br />

business effectively. Chances are that you currently have software that allows you to do some of<br />

that.<br />

The challenge is that the in<strong>for</strong>mation is in a variety of software systems: HRIS, Payroll, Time<br />

and Attendance, On-boarding, Applicant Tracking; and across a variety of mediums: emails,<br />

correspondence, digital documents, transactions, and yes, even paper records.<br />

While technology has evolved from the mainframe era to the Internet age, still, the most<br />

common <strong>for</strong>mat is still paper. It’s easy to create, any application can generate it, it’s tangible,<br />

and it’s easily stored.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Best Practice:<br />

1. Less is more – Develop and en<strong>for</strong>ce a records retention<br />

policy outlining the data, in<strong>for</strong>mation, and records that<br />

need to be kept and <strong>for</strong> how long.<br />

2. Collaboration – Have an open dialogue with IT, Legal and<br />

other departments which develop solutions that satisfy<br />

the criteria <strong>for</strong> multiple departments leveraging one or<br />

two pieces of technology.<br />

3. Stay organized – Keeping in<strong>for</strong>mation logically organized,<br />

in a consistent manner, and without duplicates can go a<br />

long way to ensuring compliance.<br />

4. Per<strong>for</strong>m a Self-Audit – Call it “Spring Cleaning”; make sure<br />

your current employee files are in good order. Remove the<br />

misfiled documents, and the ‘junk’, and start fresh.<br />

5. Schedule an annual review – It’s not enough to just put<br />

policies and procedures in place, you have to make sure<br />

they’re being followed. That means periodically checking in.<br />

What are the criteria <strong>for</strong> an electronic record?<br />

When doing your due diligence to select the proper technology to centralize your employee<br />

records, ensure that the solution meets the following criteria <strong>for</strong> electronic records:<br />

1. Safety and security. The record keeping system must have controls to ensure the<br />

integrity, accuracy, authenticity and reliability of the records kept in electronic<br />

<strong>for</strong>m.<br />

2. Accessibility. The electronic records must be maintained in reasonable order, in a<br />

safe and accessible system and in such manner that they may be readily inspected<br />

or examined. The electronic records must be readily converted into legible and<br />

readable paper copies as they may be needed to satisfy reporting and disclosure<br />

requirements or any other obligation under Title I of the Employee Retirement In<br />

come Security Act (ERISA) or in conjunction with an agency audit.<br />

3. Privacy. <strong>Records</strong> management practices must be established and implemented to<br />

provide a secure storage environment with a reliable and secure backup. Record<br />

privacy must be auditable and regularly tested.<br />

4. Quality Assurance. Establish a program to conduct regular audits of the system.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Retain paper copies of any records that cannot be clearly or completely transferred to the electronic<br />

record keeping system.<br />

Lastly, it comes down to training, training, training… You need to train managers and supervisors to<br />

ensure they are not keeping ‘bottom drawer’ or ‘shadow’ copies of personnel records, like write-ups,<br />

per<strong>for</strong>mance reviews, and disciplinary actions that aren’t making it to the employee file. You do not<br />

want them to keep copies anyway, as it greatly decreases the ability to follow proper retention<br />

policies.<br />

You also need to make sure the retention policy around email is consistent with the retention<br />

periods <strong>for</strong> your records. Teach your employees that emails about subordinates or other employees<br />

need to be maintained properly (or better yet, not transmitted in emails). Emails become records<br />

too!<br />

Best Practice:<br />

1. Make sure records are legible. Seems sort of silly these days with everything<br />

on computers, tablets, and mobile devices but make sure that the records, notes,<br />

and notations are easy to read and understand. You might be making notes<br />

using an app or typing in short hand, just keep in mind that you may not be the<br />

person reviewing those notes several years from now.<br />

2. Document, document, document. Employee records should: contain verifiable<br />

facts, be objective, and be reflective of the employees’ time with your<br />

organization. <strong>Records</strong> also need to be kept up-to-date. Any changes to policy,<br />

processes, procedures, equipment, etc. should be reflected in your records.<br />

3. <strong>Records</strong> need to be complete. This is one of the areas that will be tackled during<br />

your self-audit. Make sure you have all of the records required by the Federal<br />

Government, State Government, and your own organization. Define a process<br />

that will enable you to know that documents and files are returned properly<br />

when a physical file has been accessed. Ensure there are no ‘Shadow Files’<br />

lurking around. Remember, less is more, so if there are copies made during a<br />

request, get rid of them. Lastly, map out what records you have, what system<br />

they are in, who has access to them, and what in<strong>for</strong>mation you can get from<br />

them. This will provide you the ability to understand the landscape within your<br />

own department, but provide you the ability to quickly access the entire<br />

employee file.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


As I’m sure you’re realizing, record retention is complex and time consuming. However, in addition<br />

to complying with various federal and state laws, keeping good, well-organized records can be very<br />

helpful in documenting and supporting your organization’s employment actions.<br />

The best way to ensure that your records are in good order is to establish and publish a recordretention<br />

policy. Consider engaging the services of record-retention specialists who can help you<br />

customize your record-retention policies and practices to fit your specific situation.<br />

How does FileBRIDGE <strong>for</strong> HR make managing records easier?<br />

You have software solutions already, such as an HRIS, an Applicant Tracking System, a payroll system,<br />

and a time & attendance system; why do you need another one? A digital records management<br />

solution such as Archive Systems’ FileBRIDGE <strong>for</strong> HR will serve as a central repository <strong>for</strong> all of<br />

those systems.<br />

During research, or responding to a request, or an audit, you only have to go one place to find all of<br />

the relevant documents. FileBRIDGE <strong>for</strong> HR creates a complete view of each employee – all of the<br />

documents in one place, accessible from any browser anywhere (with full security – of course).<br />

In addition, FileBRIDGE <strong>for</strong> HR can integrate with your existing systems to enable them to<br />

transparently access documents stored within FileBRIDGE <strong>for</strong> HR. Here’s an example. Say you<br />

implement a Per<strong>for</strong>mance <strong>Management</strong> system <strong>for</strong> per<strong>for</strong>mance reviews and evaluations. There<br />

are many great systems out there that will handle the new per<strong>for</strong>mance reviews that you conduct,<br />

but what about the old paper-based per<strong>for</strong>mance reviews that are sitting in your filing cabinets?<br />

With FileBRIDGE <strong>for</strong> HR, you could digitize those documents, and embed links to them in your brand<br />

new per<strong>for</strong>mance management system so you have access to all your per<strong>for</strong>mance reviews, and not<br />

just your new ones.<br />

What about finding and retrieving files?<br />

Did you know it takes on average 18 minutes to locate a paper file? What if you knew where a file<br />

was at all times? With FileBRIDGE <strong>for</strong> HR, you can access any document <strong>for</strong> any employee in as few<br />

as three mouse clicks.<br />

Moreover, centralization of files provides its own benefits. Many companies have records stored in<br />

multiple locations. How are those documents currently shared back and <strong>for</strong>th? Are they physically<br />

copied and shipped or are they scanned and sent via email? There are huge security risks associated<br />

with both.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


Think about sending files as attachments:<br />

• You scan a document into an image file (copy #1)<br />

• You attach the image to an email and press send. A copy of the email with the attachment<br />

goes into your Sent Items (copy #2)<br />

• The recipient of the email detaches the image file and stores it on their hard drive (copy #3)<br />

• Then the recipient deletes the email and it moves into their Deleted Items (copy #4)<br />

Is that really how you want to securely share your documents?<br />

FACTOID:<br />

• 67% of data loss is due to user error<br />

• Misfiling a document costs on average $125<br />

• Replacing that document costs on average $350+<br />

Think of the manpower to track down a missing<br />

document, or how long it would take to reprint it<br />

and have it filled out and signed again. That’s<br />

assuming the employee still works <strong>for</strong> you.<br />

With FileBRIDGE <strong>for</strong> HR you can access documents from anywhere without shipping physical files<br />

back and <strong>for</strong>th or sending email attachments.<br />

You apply permissions at the user, group, role and document level, so that users can have access to<br />

all the functions and files that they need, and none that they don’t.<br />

Most importantly, when you need to share a document internally or externally, you can simply email<br />

a secure, temporary link to a document that is safely stored within FileBRIDGE. The HR document<br />

never travels through email, only a secure link.<br />

The recipient can be restricted from printing or downloading the document, or <strong>for</strong>warding it – you<br />

can ensure that they will only view it. You even have a complete audit trail of what they do and<br />

when.<br />

You also can set a pre-determined amount of time <strong>for</strong> the link to be valid, and then it expires and<br />

access is cut off.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


How does FileBRIDGE <strong>for</strong> HR help with retention?<br />

One of the topics we’ve been talking about throughout this report is retention schedules and<br />

document disposition. FileBRIDGE <strong>for</strong> HR understands your different document types, and you can<br />

associate each document type with a retention schedule. FileBRIDGE <strong>for</strong> HR will automatically<br />

en<strong>for</strong>ce your policies.<br />

The benefit here is twofold – you are segregating the types of documents that are stored in the<br />

employee file, and you are also automating the disposition process, based on whatever triggers you<br />

set up within the retention schedule.<br />

What happens if we have a litigation hold?<br />

When litigation occurs (notice this is a ‘when’, not an ‘if’), once you are on notice you typically have<br />

to freeze all the relevant files and have to preserve them until the case is settled. Regardless of your<br />

nice neat retention schedules and policies, legal holds take precedence.<br />

The FileBRIDGE <strong>for</strong> HR legal hold function will ensure that documents that are part of current<br />

litigation are not destroyed as part of the normal retention schedule, or by any other action. Legal<br />

holds are securely controlled within the system, and a hold is owned by whoever established it.<br />

Any document may be the subject of multiple holds, and FileBRIDGE <strong>for</strong> HR will show all of the holds<br />

and show you who owns them and why they exist. As you can see, the FileBRIDGE <strong>for</strong> HR records<br />

management capabilities become a critical part of your HR document management practices.<br />

Conclusions<br />

To recap some of the important points we’ve talked about today:<br />

1. Keeping HR documents is hard! There are many sources of in<strong>for</strong>mation, rules and regulations to<br />

follow, and it’s constantly changing. Don’t let anyone tell you your job is easy!<br />

2. Be consistent in your process, be consistent in your decisions, and be consistent in your actions.<br />

If will benefit you in the long run.<br />

3. A ‘big bucket’ approach to document retention is your friend; not only when it comes to work<br />

load but also your budget.<br />

4. Centralize your records in a records management solution so you have complete visibility into<br />

and control over your employee files.<br />

5. Lastly, keep reminding yourself that HR records matter, and proper recordkeeping practices are<br />

vital, especially when litigation comes.<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


About Archive Systems<br />

Archive Systems is a full-service document management provider, delivering unified<br />

document management solutions <strong>for</strong> <strong>Human</strong> Resource professionals. Our cloudbased<br />

document management solution, FileBRIDGE <strong>for</strong> HR automates HR document<br />

processes, and drives compliance while ensuring HR records are complete with<br />

integrated, advanced real-time analytics. Our in-house conversion services team can<br />

help you eliminate the paper files taking up your valuable office space, and turn them<br />

into digital files. With secure records centers across the country to store sensitive<br />

paper documents, the FileBRIDGE technology plat<strong>for</strong>m to manage digital documents<br />

in multiple, secure, redundant data centers, Archive Systems is the top choice <strong>for</strong> HR<br />

document management professionals.<br />

To view our extensive library of Special Reports, recorded web presentations, and<br />

in<strong>for</strong>mational videos, visit: www.archivesystems.com<br />

About the Author<br />

Randall Sanders is a Senior Solutions Specialist with Archive Systems.<br />

He has spent over 15 years in the records management industry, and<br />

assisted numerous HR departments with their digital initiatives. He<br />

can be reached at: rsanders@archivesystems.com.<br />

For more in<strong>for</strong>mation about FileBRIDGE <strong>for</strong> HR, or to schedule an<br />

in-depth review, please contact Archive Systems at:<br />

info@archivesystems.com<br />

<strong>Records</strong> <strong>Management</strong> <strong>101</strong><br />

<strong>for</strong> <strong>Human</strong> <strong>Resources</strong><br />

© Archive Systems, Inc. - 2014<br />


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