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Having over 18 years of experience in the field of human resources, I have had my share of brokers who over promise and under deliver. I have had no such experience with Triton. We transitioned a very complex set of companies from a large nationally known brokerage house to Triton. We immediately received more personal, thorough and detailed service from Triton than we received in our two years with our past firm.
The Triton staff has been fantastic, personable and knowledgeable. The issues and concerns we have in our business are varied and multi layered and yet Triton has found answers or provided insights on every situation with which we contacted them. I truly consider Triton to be an extension of our
Human Resources Department and for that I am grateful. I can think of no other vendor partner relationship that I trust more than Triton. Our company continues to grow and change; I need the flexibility and ability to change on a dime. Triton and its people have the sense of urgency and follow through that was lacking in my previous experience. |
Peri A. Bluemer, Director of HR |
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12/02/2008 – All About Recordkeeping
All About Recordkeeping
Handout 207 |
Business Recordkeeping involves maintaining accurate accounts and evidence of all of your business’ transactions. You should always keep records in your business because it allows you to have a general idea of how your business is doing. For example, you might determine what products are being sold the most, which ones are not selling well, and how much profit you are making per sale. In addition, records will provide you with the data needed to prepare financial statements and tax returns for your business.
Information that should not be in your employee files:
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Age (unless a minor)
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Citizenship
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Disabilities
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Marital status
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Medical history
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National origin
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Race
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Religion
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Sex
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Sexual orientation
Information that should be in your employee files:
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Employment application, pre-employment tests, notes on reference checks,
and hire date
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Job title, job description, and employee classification (exempt or nonexempt)
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Salary history
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Promotions, transfers, or demotions
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Skills inventory
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Scheduled and completed training
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Performance evaluations and performance goals
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Accident and injury reports
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Discipline reports
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Request for reasonable accommodation of a disability
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