A bit off-topic for Christine's area of work, but here's a pharma example.
When I worked in the industry we kept a close record of lab notebooks, even
for industrial trainees. Imagine the risk to the organisation if the new
wonder drug is discovered by some trainee who then walks off with the
findings at the end of a placement. It takes years to bring a compound from
R&D to the market - you might need to defend your intellectual property
rights years after the discover took place.
Richard Leonard
-----Original Message-----
From: Marsh, Mike [mailto:[log in to unmask]]
Sent: 18 February 2003 16:27
To: [log in to unmask]
Subject: Re: Retention for short-term contracts
Christine, I agree with Gerry's comments. Short-term staff and agency staff
and contractors are often employed by someone else. Nevertheless, they do
work within your organisation and premises, and are exposed to the same
Health & Safety risks etc. In theory, they could come back at you with
litigation years after they leave. Hence the Statute of Limitation (current
year plus six in UK) applies. In areas such as the nuclear industry, there
may be other legislation that applies? In pharmaceuticals, regulatory
requirements (depending on which work unit the staff worked) could require
much longer retention? Perhaps Eldin Rammell or Alan McQuitty could comment
on that please? Mike.
-----Original Message-----
From: Christine Walker [mailto:[log in to unmask]]
Sent: mardi, 18. février 2003 16:38
To: [log in to unmask]
Subject: Retention for short-term contracts
My organization (OSCE) is involved in election monitoring in many
countries. This means hiring large numbers of people for roughly 1 or 2
months. I have investigated the PRO website and seen the retention
schedule for personnel records and for contracts - any thoughts on
appropriate retention for short-term personnel contracts?
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