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OSHA Record Retention Requirements

OSHA Record Retention Requirements

October 14, 2020

OSHA Record Retention Requirements

The Occupational Safety and Health Administration (OSHA) is a part of the United States Department of Labor formed by the OSH Act. They govern the health and safety of certain public sector employers and workers as well as the majority of private sector businesses. OSHA is oftentimes perceived as a pest in high-risk industries like construction and manufacturing, where an OSHA inspector can arrive with little notice to assure compliance with OSHA rules, regulations, and record retention requirements.

OSHA is unavoidable. Its jurisdiction covers more than 7 million worksites across the United States, the District of Columbia, Puerto Rico, the Virgin Islands, and beyond. While OSHA inspections are generally the result of imminent danger situations, severe injuries and illnesses, worker complaints, referrals, targeted inspections, or follow-up inspections, it doesn’t require an on-site injury to find yourself at odds with OSHA. For example, OSHA inspectors commonly require employers to provide specific documentation for review. If you can’t produce the proper documentation, you could be cited, forced to pay a fine, or issued a stop-work order until the required documents are made available to your inspector.

Are you following OSHA record retention requirements? Or does your record retention policy put you at risk of noncompliance? This article aims to answer all of your most pressing questions about document retention and how to keep OSHA inspectors off your back.

OSHA Document Retention Compliance Is an Uphill Battle

OSHA doesn’t make it easy to maintain compliance, especially when seeking answers to your questions about OSHA document retention. For instance, when it comes to injury and illness recordkeeping, which utilizes OSHA Form 300A, the employer must submit the documents electronically. However, other forms of documentation like lockout/tagout inspections or noise exposure measurement records might never make the transition from paper to digital.

Over time, you can expect that OSHA will continue to tighten its retention guidelines and push towards more digital record-keeping. By digitizing all OSHA-related documentation in the near future, you can get a head start while ensuring that your company is meeting all OSHA document retention requirements.

What to Do When OSHA Asks for Documentation

As soon as an OSHA inspector arrives at your worksite, you should inform them that any requests for documentation should be issued in writing. Ask them to be specific and to list the exact documents that are required for review — no more, no less. Having this request in writing will also prevent the inspector from citing you for a document they didn’t request.

If these documents have already been stored electronically utilizing the document management technology in your Enterprise Content Management (ECM) system, you can retrieve them instantly and send the inspector on their way. If they must be retrieved manually, your onsite representative should run the request up the ladder to management. Familiarize yourself (and your team) with documents that aren’t required to be produced under any circumstances, including:

  • Post-accident investigations
  • Insurance audits
  • Consultant reports
  • Employee personnel information

Producing extraneous documentation that reveals any noncompliance could result in a citation. Only provide records as required by law.

OSHA Record Retention Requirements Vary by Industry and Document Classification

OSHA standards and the General Duty Clause dictate how employers are required to create, retain, and produce certain documents while under inspection by an OSHA compliance officer. There are small variances in the OSHA record retention requirements for different industries. For consistency, we will focus only on general industry requirements.

OSHA 300 Log of Work-Related Fatalities, Injuries, and Illnesses Document Retention

Employers must retain the OSHA 300 Log, the annual summary, and the OSHA Incident Report forms for five years past the end of the calendar year attributed to this documentation. To be precise, the OSHA 300 Log is required to be retained on an “establishment basis” as governed by NAICS codes.

General Duty Clause Document Retention

There are no specific standards or retention requirements for “recognized hazards” covered under the General Duty Clause. This doesn’t insinuate that these documents should be neglected. The best practice for General Duty Clause document retention is to retain any training records dealing with “recognized hazards” for the duration of employment, including:

  • The written policy
  • Training records
  • Disciplinary documents for policy violations

Additionally, there are certain documents dealing with General Duty Clause obligations that may be classified as exposure or medical record-keeping requirements. Be diligent when building your records retention policy to avoid any potential pitfalls, especially when it comes to OSHA records retention requirements.

Lockout/Tagout (LOTO) Document Retention

The OSHA Lockout/Tagout (LOTO) standard, also referred to as “Control of Hazardous Energy,” mandates that employers maintain logs verifying that periodic inspections by authorized employees are being performed at least once per year. LOTO document retention guidelines stipulate that these logs be maintained for a minimum of one year or until a new log is validated and certification is issued. LOTO training records for individual employees should be saved for the length of employment.

Personal Protective Equipment (PPE) Document Retention

There are several written certifications regarding hazard assessment and employee training that must be retained for the duration of a worker’s employment. PPE records for individual employees should also be retained until the employee is no longer employed.

Occupational Noise Exposure Document Retention

OSHA recommends that employers retain noise exposure measurement records for a minimum of two years and audiometric test records for the duration of employment.

Bloodborne Pathogens Document Retention

OSHA employs the “duration of employment plus 30 years for employee exposure records. Training records must be retained for far less; only three years from the date of the training. Still, many employers choose to retain these records until the employee is no longer working for their company.

Respiratory Document Retention

Similarly, employers must retain records pertaining to employee medical evaluations for 30 years past the final date of employment. Employee results from the most recent fit-test should also be recorded and maintained until the results of the next test have been collected.

Hazard Communication Document Retention

According to OSHA, “Chemical manufacturers and importers are required to evaluate the hazards of the chemicals they produce or import, and prepare labels and safety data sheets to convey the hazard information to their downstream customers.”

Furthermore, they require all employers with hazardous chemicals present at their workplaces to label them accordingly and update safety data sheets for their exposed workers. Each safety data sheet (SDS) must be retained for 30 years beyond the duration of employment for all exposed employees. Employers must also retain copies of all SDSs for every chemical currently being used.

Process Safety Management (PSM) Document Retention

The Process Safety Management of Highly Hazardous Chemicals standard (29 CFR 1910.119) states:

The employer shall complete a compilation of written process safety information before conducting any process hazard analysis required by the standard. The compilation of written process safety information is to enable the employer and the employees involved in operating the process to identify and understand the hazards posed by those processes involving highly hazardous chemicals. This process safety information shall include information pertaining to the hazards of the highly hazardous chemicals used or produced by the process, information pertaining to the technology of the process, and information pertaining to the equipment in the process.

OSHA requires process hazard analyses (PHAs), related employee records, and verification records to be retained for the duration of the covered process or the employee’s tenure. Process safety information (PSI) documents used for developing, maintaining, auditing, and managing processes should also be retained for as long as the process is being used.

Finally, employers should save incident investigations covered by the PSM standard for at least five years as well as the two most recent compliance audit reports. Failure to comply with these retention policies could result in a citation, fine, or penalty.

Emergency Action Plans (EAPs) Document Retention

OSHA has not mandated time-specific document retention requirements for emergency action plans (EAPs). However, they do require that employers develop and maintain a written EAP for review during inspection. Small teams of fewer than 10 employees do not need to maintain a written EAP.

Permit-Required Confined Spaces Document Retention

Employers are required to retain canceled entry permits for a minimum of one year. They should also be reviewed within one year following each entry. In regards to employee confined space training records, it is recommended that employers retain these records for the duration of employment.

Electrical Safety Document Retention

OSHA’s electrical safety standards contain no specific record retention requirements. It is still recommended that employers retain these records for the length of employment. When conducting an electrical exposure hazard survey, the employer should retain documentation until the hazard is no longer present.

Powered Industrial Trucks Document Retention

The powered industrial truck standard contains no specific retention requirements for initial training certificates or those issued for three years following a near miss. While there is no specific mandate, these training certifications should be retained for the duration of employment for each employee to protect against liability.

You’ve Satisfied All OSHA Record Retention Requirements. Now What?

When it comes to record retention, OSHA-related documentation should only comprise a small percentage of your total paper volume. Invoices, receipts, contracts, employee files, medical records, and more must also be retained for varying amounts of time depending on state and federal laws as well as your internal policies. The key is to make the transition from paper to digital documents; whether in Accounts Payable, Accounts Receivable, Human Resources, Shared Services, or any other department. Once all of your information can be managed electronically, you can apply automated retention policies for every type of document in your organization, ensuring that your burn policies are executed according to your specific rules. You will never worry about audits or compliance ever again.

To learn more about how IntelliChief Retention Manager develops automated retention policies to optimize your document management capabilities and streamline compliance, click here.

https://www.intellichief.com/wp-content/uploads/2020/10/OSHA-Record-Retention-Requirements.jpg 1080 1920 IntelliChief https://www.intellichief.com/wp-content/uploads/2021/07/IntelliChief-Paperless-Process-Management.png IntelliChief2020-10-14 14:14:082022-04-13 15:46:43OSHA Record Retention Requirements
Electronic Personnel Files

Electronic Personnel Files Best Practices

October 8, 2020

Electronic Personnel Files

Your workplace records policy plays an essential role in helping your business maintain compliance with federal and state laws and regulations governing employee file access, retention, and security. If you’ve ever had a brush with the Sarbanes–Oxley Act of 2002 (SOX), then you fully understand the importance of a reliable workplace records policy. That said, if your business is making the transition from paper records to electronic personnel files (as it should), it’s crucial to take a step back and re-examine your workplace records policy to ensure that you are employing electronic personnel files best practices to protect your company. This article summarizes several electronic personnel files best practices and answers essential questions, including:

  • What are electronic personnel files?
  • What is records retention? (And how can it be simplified?)
  • Why is controlling access to electronic employee files critical?
  • What are the electronic personnel files best practices for storage?
  • What is the best procedure for the destruction of HR-related documentation?
  • Why must my workplace records policy be standardized to avoid compliance issues?
  • How does Enterprise Content Management (ECM) support security and privacy in Human Resources?

What Are Electronic Personnel Files?

Electronic personnel files contain employee records related to personal information, background, employment history, and more. Traditionally, these records were consolidated in a single personnel file (i.e. a folder in a file cabinet). When an employee or employer needed to access information about a particular employee, they could reference their personnel file and browse through the available records contained therein. For small businesses with only a handful of employees, maintaining personnel files the old-fashioned way is relatively simple as there isn’t that much information to keep track of. Unfortunately, as businesses grow and evolve, so do their HR-related needs. What started as a single file cabinet for personnel files might expand to 10, 50, 100, or more.

In Human Resources, electronic personnel files eliminate the need for paper-based records and personnel files as well as the physical storage required to house them. Instead of sifting through cabinet after cabinet or calling into a storage facility for a copy of an employee file, electronic personnel files are stored securely on a server where they can be accessed instantly by approved team members. When your HR department needs to review information about an employee, they can retrieve their electronic personnel files with the touch of a button, expediting access to pre-employment documents, employment documentation, and separation of employment documents. Of course, not all employee files are available in their personnel file.

Medical information, credit information, immigration forms, and any documents relating to company complaints or investigations should be consolidated in a separate file (or files); however, these files can still be stored as electronic copies to enhance security and ensure compliance. As we will discuss later, ECM tools can help your HR department eliminate guesswork by creating standardized HR workflows to accelerate HR business processes and keep your records organized according to electronic personnel files best practices.

What Is Records Retention?

According to the Internal Revenue Service (IRS), “The length of time you should keep a document depends on the action, expense, or event which the document records.” Although this statement is certainly in reference to taxes, it succinctly describes the objective of records retention — to hold or retain records for the right amount of time to avoid negative consequences. Your retention policy will be determined by state and federal law as well as your own internal retention policies, but managing both can be a challenge.  This is one of the primary reasons why businesses opt to shift from paper records to electronic personnel files — compliance. Compliance is something most business leaders worry about. Things tend to slip through the cracks when you don’t have a tight grip on your business or visibility into all of your business processes.

With ECM tools, you can set automated retention policies based on pre-existing compliance rules or your very own custom rules. These policies are rendered actionable using a robust workflow engine that aligns with your business rules. For example, the Occupational Safety and Health Administration (OSHA) states “Medical records must be maintained for the duration of employment plus 30 years.” Automated retention policies let you “set it and forget it” while maintaining compliance.

With ECM software integrated with your HRM or HRIS system, your retention policies for specific electronic personnel files will be updated according to actions occurring throughout your organization. That way, when an employee quits and you update your system of record accordingly, this change is identified by your ECM system and the appropriate retention policy is applied to all electronic personnel files for that specific employee.

You can also automate your retention schedule for each classification of documentation, even records governed by more than one law. Whether you retain documents for the minimum or maximum time allowed by law is your choice. ECM software also makes it easy to identify documents that don’t have clear retention policies, such as records related to pending claims or litigation. The SHRM website features a summary of federal record retention requirements, which can be used to inform your records retention policy.

Why Is Controlling Access to Electronic Employee Files Critical?

Controlling access to electronic personnel files is essential for compliance. Your employees’ information is confidential. As an employer, you have a responsibility to ensure that this information is granted privacy. For instance, the Health Insurance Portability and Accountability Act (HIPAA), which was enacted in 1996, ensures that “all forms of individuals’ protected health information, whether electronic, written, or oral” are protected (The Privacy Rule). It also requires health information to be stored in electronic form (The Security Rule). Additionally, there are countless privacy regulations that contain highly specific provisions regarding who can (and who can’t) access and use information. By taking the time to identify current and former employee rights dealing with personnel file access, you can implement a strategy to control access to protected electronic employee files. Better yet, your ECM provider can help you by leveraging their experience helping other companies become more compliance-friendly.

What Are the Electronic Personnel Files Best Practices for Storage?

Companies that digitize HR documentation in electronic personnel files store these files in a secure and centralized digital repository. This repository, an important component of any ECM solution, serves as the connection point between your electronic personnel files and system of record. With a seamlessly integrated solution, managing HR documentation in an ECM platform will provide real-time updates in your HRM or HRIS system. It can even apply business rules to certain documents, similar to how automated retention policies operate, to streamline HR processes. Look for a solution that is safe, secure, intuitive, and integrated with your other core technologies to protect the integrity of your system as a whole.

What Is the Best Procedure for the Destruction of HR-Related Documentation?

Every company has a different procedure for the destruction of HR-related documents. For destroying paper documents, paper shredders are the most common tool of destruction. However, many people have found creative ways to destroy paper using everything from a controlled burn to soaking them in water. In the workplace, you should employ a standardized method for destroying HR-related documents — nothing too crazy.

In a paper-based office, you need to determine a process for verifying that retention requirements have been satisfied and choose a disposal method that can be executed quickly and efficiently. In an ECM-integrated office, you don’t need to worry about any of these things. Your system will monitor all of your documents and execute your unique burn policy automatically without any human intervention. It’s a simple, reliable way to handle the destruction of documents.

Why Must My Workplace Records Policy Be Standardized to Avoid Compliance Issues?

Your workplace records policy, including your retention policy, should be standardized to prevent your business from deviating into noncompliance. Consistency is key, which means your policy implementation should align with your ECM strategy to get the most out of your system. In a paper-based office, how do you ensure that your record retention rules and procedures are being applied the same way every single time? By failing to standardize your workplace records policy, you can never be completely sure your next audit will go the way you expect. By integrating Enterprise Content Management software with your existing HR technologies, you can support Human Resources by giving them the resources to deftly oversee all electronic employee files while automating time-consuming and tedious processes that lead to errors, mix-ups, and gaffes.

How Does Enterprise Content Management (ECM) Support Security and Privacy in Human Resources?

Whether your records are stored physically or electronically, protecting the confidentiality of employee records should always be a chief priority. We’ve mentioned ECM software throughout this article as being a beneficial tool that supports security and privacy to strengthen your workplace records policy — but why is this the case? Here’s a summary:

  • ECM tools, like OCR Software and Document Management, digitize your paper-based employee records into secure digital files that significantly expand your HR processing capabilities.
  • With ECM software, electronic personnel files can be stored in a secure and centralized digital repository for on-demand storage and retrieval.
  • Electronic personnel files can only be accessed by team members with the proper level of permission, eliminating the potential for unwanted eyes.
  • Electronic personnel files can be processed with minimal (or no) human intervention using HR Automation capabilities found in industry-leading ECM solutions.
  • By implementing automated retention policies and secure backups, you can preserve all personnel files, maintain compliance, and expedite audits.

By integrating an Enterprise Content Management system with your existing system of record, you can insulate your records for privacy and greatly increase security while leveraging the benefits of electronic personnel files and HR Automation to improve efficiency.

Want to learn more about electronic personnel files best practices using Enterprise Content Management and HR Automation? Contact IntelliChief today to speak with one of our experts about your needs and requirements.

https://www.intellichief.com/wp-content/uploads/2020/10/Electronic-Personnel-Files.jpg 1080 1920 IntelliChief https://www.intellichief.com/wp-content/uploads/2021/07/IntelliChief-Paperless-Process-Management.png IntelliChief2020-10-08 14:43:082021-03-03 14:32:21Electronic Personnel Files Best Practices
ECM for Customer Service

How to Retain Customers Who Are Leaving By Implementing ECM for Customer Service

October 7, 2020

ECM for Customer Service

There is an inherent disconnect between enterprise executives and the consumers they serve, one that is hard to address — even for companies with a long track record of success. Rapid marketplace innovation means keeping up with consumer expectations is more difficult than ever before, especially when it comes to Customer Service. This article analyzes several consumer behavior trends and devises strategies to help you retain customers that are leaving by implementing Enterprise Content Management (ECM) for Customer Service.

Established companies around the world are acutely aware of the challenges of the current marketplace. As the cost of new customer acquisition continues to spike, refocusing on the customers that made your company successful in the first place has become imperative. There’s never been a better time to invest in customer retention, and there’s never been a better way than investing in your company, especially when those investments help improve the customer experience and, therefore, customer loyalty. As an enterprise executive, the following consumer behavior trends might be alarming, but when acted upon by implementing ECM with your Customer Service Management or Customer Relations Management (CRM) system, they can actually help you plot the course for a more successful future. How will you respond?

Even Loyal Customers Are Comparison-Shopping

Customers are no longer willing to stick with a vendor based on loyalty alone. Comparison-shopping has become deeply ingrained in our consumer culture, which means your best customers, the ones your business depends on to make large purchases regularly, could be eyeing your competitors to see if they offer cheaper prices, better service, more attractive loyalty incentives, or superior products. It’s just what today’s consumers do. There’s no use fighting it — you have to adapt. While customer loyalty continues to flounder, consumerism is at an all-time high, which means a customer lost is undoubtedly a customer gained for one of your competitors. This is one of the primary reasons why many businesses are turning to Enterprise Content Management (ECM) and Workflow Automation to increase back-office efficiency and serve better customer experiences. When discussing the laurels of ECM versus CRM, it’s important to keep one thing in mind: scalability. ECM can help you streamline and automate your Customer Service department while integrating with other technologies throughout the enterprise to insulate your business against disruptions and technical anomalies inherent to disparate or “point” solutions.

Customers Expect Their Problems to Be Resolved in a Single Session

What happens when a customer’s order goes missing? Of course, you do everything in your power to track it down, but are you set up to resolve your customers’ problems efficiently? This is a challenge facing most businesses in the United States — and you don’t need to own a company to understand why. When interfacing with other businesses, how often are your issues resolved in a single session? Are you put on hold? Or promised a callback? Customer loyalty is motivated by a number of factors, but nothing tarnishes your relationship with a customer like poor customer service. In fact, 4 out of 5 consumers have not expressed a notable increase in customer service satisfaction in over 10 years. If you want to retain customers, it’s time to enhance your customer service capabilities.

Web-Based Customer Service Can’t Replace Live Support (Yet)

Droves of companies have started to transition to web-based customer service; however, despite its popularity among business leaders, it has yet to fully win over consumers. Let’s face it, consumer challenges are becoming more and more technical as technological innovation continues to flourish in our world. Posting a library of help-related resources in lieu of phone support can be maddening for consumers who want quick answers to their questions. Live chats that aren’t overseen by a human employee are oftentimes even less effective. There’s still no substitute for a phone call with a reliable representative, but equipping these workers with the tools to succeed is something many executives overlook. If you want to improve customer service, you must not only diversify your customer service channels but also equip your team with the tools to store and retrieve documentation with the click of a button.

Businesses Have Little Control Over Customer Service Expectations

Unfortunately, your customers’ expectations of customer service are largely dependent on factors outside of your control.  It doesn’t matter whether an individual is purchasing a pressure washer for their home or ECM tools for their business, consumer behavior is relatively consistent. Therefore, customer service expectations can be elevated by consumer experiences on a personal level. For example, if they purchased a pressure washer online and it was delivered damaged, but they were able to solve the conflict amicably on the first contact, this experience could manifest in unpredictable ways — like heightened expectations for another company’s customer service capabilities. Even if you’re a B2B shop, customer service can be redefined by a buyer’s B2C experiences. What does this mean for enterprise executives? Consumer trends for the enterprise can be gleaned by taking a close look at the best customer experiences you’ve come across personally.

ECM Tools for Customer Service Can Help You Retain Customers Who Are Leaving

No matter how much data you have, predicting how consumers will act always require a little luck. You can eliminate some of the guesswork by fortifying your Customer Service department with ECM tools designed to elevate efficiency and serve superior customer experiences. Oftentimes, this is accomplished in ways your customers cannot see or perceive. What happens behind the scenes at your company matters, and by implementing ECM for Customer Service, you can ensure that you retain more customers by providing the level of service they expect — whether making purchases on the B2C or B2B level.

To learn more about how to retain customers who are leaving by implementing ECM for Customer Service, contact IntelliChief today.

 

https://www.intellichief.com/wp-content/uploads/2020/10/ECM-for-Customer-Service.jpg 1080 1920 IntelliChief https://www.intellichief.com/wp-content/uploads/2021/07/IntelliChief-Paperless-Process-Management.png IntelliChief2020-10-07 17:21:562021-03-03 14:37:04How to Retain Customers Who Are Leaving By Implementing ECM for Customer Service
Electronic Employee Files

How Electronic Employee Files Support Human Capital Management

October 7, 2020

Electronic Employee Files

Your business is committed to enhancing customer relations by creating better customer experiences. Does this philosophy hold true when turning the spotlight on your business and the way it handles employee file management? It doesn’t end with onboarding. As businesses grow and evolve, their needs change, as do the needs of their employees and contractors. By supporting Human Capital Management (HCM) with electronic employee files, you can ensure that your HR department has access to timely, accurate information at all times.

What Is Human Capital Management?

Human Capital Management is concerned with the management of workforce acquisition, workforce management, and workforce optimization. Usually, these areas of need are addressed using software applications and systems put in place to help manage the life cycle of every employee and contractor that enters your workforce. It might be your primary HRIS application, like Workday or Saba, or a complementary solution for tracking applications, onboarding, performance management, or payroll. These systems are critical for managing employee data effectively and maintaining statutory compliance in HR. What these systems lack is a reliable way to digitize information into electronic employee files for secure storage in a centralized repository.

Fortunately, this can be accomplished with the use of Optical Character Recognition (OCR) software and automation. With OCR software, every employee file that enters your organization, whether by mail, email, fax, or otherwise, can be “scanned” for information. This information is then captured and stored automatically according to your HR business rules, resulting in numerous operational and cost-saving benefits.

The Benefits of Electronic Employee Files and HCM

If your business still relies on paper documents to store employee information, you can make significant improvements to your HR department by simply digitizing those files. Paper-based practices are rife with errors and lack security. What happens if an employee file goes missing? Or is destroyed? The cost to reclaim that document spikes the moment it falls off your radar, which is why electronic employee files are such a game-changer for HR.

  • Capture and store employee files electronically, facilitating secure and immediate access when needed
  • Automate retention policies for stress-free compliance and faster audits
  • Enhance your level of internal service
  • Provide convenient desktop and mobile access to electronic employee files
  • Integrate with HRIS applications to update electronic employee files in real-time between databases
  • Leverage a secure system of record for employee information
  • Eliminate paper filing and storage, reducing the risk of lost, damaged, or destroyed employee files
  • Identify missing documents with ease
  • Secure your business with Disaster Recovery and Business Continuity planning

SHRM Confirms the Advantages of Electronic Record-Keeping of Employees Files

According to SHRM, “Employers often choose to maintain records electronically rather than keeping paper files. This relieves the need for physical storage space for employment records over a span of many years, which may save money and time. Also, electronic storage facilitates easy retrieval of information and allows for efficient access to documents. Organizations may also elect to go paperless as part of a commitment to sustainability.”

Furthermore, they find that “private on-premises systems offer more control in determining how to use, store, and locate data.” Therefore, if your business doesn’t want to rely on a vendor to ensure access to employee files, an on-premise solution might be more suitable than a cloud-based solution that offers less autonomy and flexibility. There are pros and cons for each type of system, so it’s recommended that you talk to an expert who can help you determine the solution that best suits your requirements.

Start Your Digital Transformation With Electronic Employee Files

What better way to start your Digital Transformation than by digitizing employee documents to ensure that the individuals who play a key role in your shared success are being treated with the respect they deserve? No employee wants to wait weeks to hear about the status of their time-off request or be left in the dark about whether or not their insurance was updated. With electronic employee files, information can be accessed at the touch of a button to serve streamlined experiences that bring your team closer together.

To learn more about IntelliChief for Human Capital Management, including electronic employee files and HR Automation, read our Case Study.

https://www.intellichief.com/wp-content/uploads/2020/10/Electronic-Employee-Files.jpg 1080 1920 IntelliChief https://www.intellichief.com/wp-content/uploads/2021/07/IntelliChief-Paperless-Process-Management.png IntelliChief2020-10-07 11:44:402021-05-18 09:59:03How Electronic Employee Files Support Human Capital Management

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Because these cookies are strictly necessary to deliver the website, refusing them will have impact how our site functions. You always can block or delete cookies by changing your browser settings and force blocking all cookies on this website. But this will always prompt you to accept/refuse cookies when revisiting our site.

We fully respect if you want to refuse cookies but to avoid asking you again and again kindly allow us to store a cookie for that. You are free to opt out any time or opt in for other cookies to get a better experience. If you refuse cookies we will remove all set cookies in our domain.

We provide you with a list of stored cookies on your computer in our domain so you can check what we stored. Due to security reasons we are not able to show or modify cookies from other domains. You can check these in your browser security settings.

Other external services

We also use different external services like Google Webfonts, Google Maps, and external Video providers. Since these providers may collect personal data like your IP address we allow you to block them here. Please be aware that this might heavily reduce the functionality and appearance of our site. Changes will take effect once you reload the page.

Google Webfont Settings:

Google Map Settings:

Google reCaptcha Settings:

Vimeo and Youtube video embeds:

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