Even if you’re not from the Northeast—even if you’re not a football fan—by now you’ve heard of the New England Patriots. Whether it’s Tom Brady’s supermodel wife or its Deflategate controversy, the team certainly knows how to make the news. And last night’s game was no exception.
First, an inadvertent official whistle during a live play stopped what may been a 50-yard touchdown by the Patriots’ receiver Danny Amendola. In a close game against the Buffalo Bills, such an error could have been costly to the Patriots’ undefeated team.
Then, with seconds left on the clock, a questionable call ended the game abruptly—smashing any chance the Buffallo Bills had at a hail marry pass (or other play) to tie in the fourth quarter.
Final score? 20-13. The New England Patriots continue their winning record of 10-0 in the AFC Eastern Division.
As if Monday night’s football wasn’t enough, the Patriots headlined this morning for another reason.
The NFL’s appeal of a district court decision vacating the suspension of quarterback Tom Brady will be heard on March 3, it announced today. The 2nd Circuit U.S. Court of Appeals on Monday scheduled oral arguments for well after Feb. 7, also know as Super Bowl 50.
The hearing date is over a year after the 2014 AFC Championship Game where the Patriots played the Indianapolis Colts with deflated footballs, reports USA Today. An independent investigation found two Patriots employees responsible for these rule-breaking activities and concluded that Brady was at least “generally aware” of the situation.
However, at least for now, the Deflategate controversy won’t keep the Patriots’ from another championship season.
But what if your company was forced into an independent investigation? What if your personnel records were audited this very minute, could they stand-up to a DOL probe, an EEOC investigation, or an ICE inspection?
As an HR professional one of your primary responsibilities is to maintain personnel records. But what began as putting important files in a folder has developed into a complex web of compliance. And each year, compliance gets more and more difficult, as you add in electronic documents and other formats.
There are the modified FMLA rules, the updated ADA regulations, the FLSA, and the Lilly Ledbetter Fair Pay Act, all of which have separate rigid requirements for retention. And the federal push for I-9 compliance means employers must have their immigration forms meticulously maintained… but you don’t have to worry about that, right?
When it came to evidence on deflating footballs, Tom Brady also thought he was in the clear. But, technological advances (for Brady, the availability of cell phone records) and the threat of potential litigation (or the suspension from professional football) should impact the way your team does its record-keeping.
For Brady, it may be too late. But for law firm professionals, attend The Center For Competitive Management’s audio course, “Save it, Shred it, Delete it? Employee Record Retention for HR,” on Friday, December 11, 2015 from 2:00 PM To 3:15 PM EST.
For law firms or football teams, there’s a big difference between making headlines and being victims of them.