employee’s job application, resumes, and records of training/professional certifications. In addition, documents such as; performance management records, disciplinary action records, and as many others as may have been
issued and approved for reference purposes. Information Retention and Confidentiality
Information retention is very key to business sustainability. It is a requirement for employers for many reasons such as; 1. Having accurate and organised information handy would be a validation aid for the point of reference needs 2. Some personnel records are statutorily needed for established authority’s needs 3. All business conducts are also required to be reviewed periodically to evaluate levels of compliance with established policies and regulations Employee records submitted by staff are the property of the Organisation and ownership of the contents of the employee files rests with the Organisation. This information is to be treated with all sense of confidentiality and discreteness. Employee records, whether physical or digital, must be securely stored at all times. Physical records should be kept in a locked, secure location, while digital records must be stored in the AfriLabs Shared Drive with appropriate encryption and access controls. Digital documents are only accessible when intentionally shared and must not be left open or unattended. Access to all employee records is strictly restricted and requires prior approval from the People Management Department. In the event of a regulatory request, employee records may be provided to authorized regulators as required.
2.7 Employment Contracts
Description
This section seeks to provide guidance on AfriLabs employment contracting processes.
Offer of Appointment: All AfriLabs contracts would provide the following details
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