Employees read the handbook when they join, when they think about leaving and when they consider suing. This 90-minute employee handbook webinar explains which laws, regulations and policies it should contain and why it must be kept current.
Many companies use one-size-fits-all online templates. A handbook that isn't updated regularly, tailored to the company, followed consistently and aligned with current regulations can be a serious risk.
You'll review state-by-state requirements, criminal background checks, how sexual harassment requirements changed after the MeToo movement, pay practices affecting women and minorities, NLRB rules, the role managers play, and the handbook mistakes that can lead to fines, penalties and criminal sanctions.
WHY SHOULD YOU ATTEND?
An employee handbook can protect your company or expose it to risk, and it's one of the first documents employment attorneys request when pursuing workplace charges. This session helps you build a handbook that reduces risk and addresses the many regulations affecting your company.
It suits business owners, company leadership and boards, federal contractor department heads, HR, compliance and payroll professionals, current and new managers and supervisors, and office managers with HR duties.
AREA COVERED
- State-by-state requirements
- Criminal background checks in the handbook and company policies
- How sexual harassment requirements changed with the MeToo movement
- How pay practices and regulations affect women and minorities
- Handbook mistakes that risk fines, penalties and criminal sanctions
- Myths about what belongs in a handbook
- What federal, state and local regulations require in a handbook
- Key handbook violations
- The NLRB's role and NLRB rules that eased pressure on employers
- How managers affect your handbook
- Legal updates to reflect in the handbook
LEARNING OBJECTIVES
- Separate myths from requirements for employee handbooks
- Identify what federal, state and local regulations require in a handbook
- Recognize the key handbook violations
- Explain how the NLRB affects handbook policies
- Understand the impact managers have on handbook compliance
- Plan the updates your handbook needs
WHO WILL BENEFIT?
- Business owners, company leadership, and board of directors (CFO, COO, CEO)
- Federal Contractor department heads
- Human resources professionals
- Compliance professionals
- Payroll professionals
- Managers/Supervisors & new and potential managers
- Office managers responsible for HR responsibilities
An employee handbook can protect your company or expose it to risk, and it's one of the first documents employment attorneys request when pursuing workplace charges. This session helps you build a handbook that reduces risk and addresses the many regulations affecting your company.
It suits business owners, company leadership and boards, federal contractor department heads, HR, compliance and payroll professionals, current and new managers and supervisors, and office managers with HR duties.
- State-by-state requirements
- Criminal background checks in the handbook and company policies
- How sexual harassment requirements changed with the MeToo movement
- How pay practices and regulations affect women and minorities
- Handbook mistakes that risk fines, penalties and criminal sanctions
- Myths about what belongs in a handbook
- What federal, state and local regulations require in a handbook
- Key handbook violations
- The NLRB's role and NLRB rules that eased pressure on employers
- How managers affect your handbook
- Legal updates to reflect in the handbook
- Separate myths from requirements for employee handbooks
- Identify what federal, state and local regulations require in a handbook
- Recognize the key handbook violations
- Explain how the NLRB affects handbook policies
- Understand the impact managers have on handbook compliance
- Plan the updates your handbook needs
- Business owners, company leadership, and board of directors (CFO, COO, CEO)
- Federal Contractor department heads
- Human resources professionals
- Compliance professionals
- Payroll professionals
- Managers/Supervisors & new and potential managers
- Office managers responsible for HR responsibilities