Hi all,
I wondered if anyone could offer advice with regards to the retention of
disciplinary records?
I am just about to take our Corporate Retention Policy to Committee and
have recommended that we follow the RGLA for best practice with regards to
the retention of such records, however, our Legal and HR departments have
requested that we retain all disciplinary records (even those which prove
to be unfounded) for 6 years after termination of employment, rather than
immediately/after 6 months/after 12 months and so on. I have expressed
concern with these retention periods (especially of those which prove to
be unfounded), however, they assure me that the information will be
disregarded immediately/after 6 months etc, depending upon the type of
warning.
I am considering stating ‘DESTROY – 6 years from termination but DISREGARD
information after 6 months’, or something similar within our policy but am
not sure if this is the best option. Can anyone offer any advice as to the
best way to deal with this issue? Is it better to state ‘DESTROY 6 years
from termination’ and leave it at that or try and ensure that these
records are destroyed timely, in line with best practice and state the
retention periods as they appear in RGLA? If it is the latter, does anyone
know of appropriate legislation that can support my argument?
Also, there has been a request to retain records of unsuccessful
applications for jobs, for 6 years after appointment, rather than the
recommended 6 months. Is anyone aware of any issues (DP?) with stating
this longer retention period within our policy?
I would be grateful for any advice.
Thanks very much,
Ava
Ava Wieclawska
Records Manager
Wirral Council
Tel: 0151 666 3180
Email: [log in to unmask]
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