Given the declining cost and the accessibility advantages of electronic storage, many employers already have or are considering making the digital leap to “paperless” human resources offices. In today’s workplace, many employment records are created and maintained electronically and never make their way to paper files. In addition, paper records can be scanned into electronic form, reducing the long-term costs of storage and allowing users to preserve, search, and access vast databases of records with the click of a mouse. Despite the many benefits of going “paperless,” there are, however, a host of legal ramifications that can derail even the most well-intentioned plan to go digital. Minnesota employers should, therefore, carefully consider a number of legal issues in planning any leap into the world of electronic personnel records.
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