Given the declining cost and the accessibility advantages of electronic storage, many employers already have or are considering making the digital leap to “paperless” human resources offices. In today’s workplace, many employment records are created and maintained electronically and never make their way to paper files. In addition, paper records can be scanned into electronic form, reducing the long-term costs of storage and allowing users to preserve, search, and access vast databases of records with the click of a mouse. Despite the many benefits of going “paperless,” there are, however, a host of legal ramifications that can derail even the most well-intentioned plan to go digital. Minnesota employers should, therefore, carefully consider a number of legal issues in planning any leap into the world of electronic personnel records, including the following:
While there are a number of issues to consider and address in preparing to go “paperless,” employers who carefully consider their legal obligations and practical needs should be well-equipped to successfully convert to an electronic personnel record system that both complies with the law and makes sense for their business.
The attorneys of Gray Plant Mooty’s Employment and Labor practice group are available to assist employers with workplace policies, training and compliance, as well as litigation and dispute resolution. If you have questions about electronic storage of personnel records, or other workplace issues, please contact any other member of Gray Plant Mooty’s Employment and Labor practice group.
This article is provided for general informational purposes only and should not be construed as legal advice or legal opinion on any specific facts or circumstances. You are urged to consult a lawyer concerning any specific legal questions you may have.
Gray Plant Mooty is recognized as one of the leading corporate law firms in Minnesota and one of the top franchise firms in the world. Our roots go back to 1866. Today, we are a 180-plus attorney, full-service firm with offices in Minneapolis and St. Cloud, Minnesota; Washington, D.C.; and Fargo, North Dakota.