An employee handbook is a key compliance tool and can help defend claims involving wage and hour violations, harassment, discrimination and leave disputes. Too often it is handed out at orientation and then ignored. This 75-minute employee handbook compliance webinar explains why regular updates matter.
The National Labor Relations Board (NLRB) oversees handbook policies in both union and non-union workplaces. Under Section 7 of the National Labor Relations Act (NLRA), policies may not stop employees from discussing pay, benefits or safety with colleagues, or from speaking negatively about the company or supervisors.
You'll also look at federal, state, local and multi-state rules, paid leave, ban the box, salary history bans, social media, hybrid and remote work expectations, and which agencies enforce which rules.
WHY SHOULD YOU ATTEND?
An outdated handbook can become a liability, especially for multistate employers who must track new developments in every state where they have employees. Keeping up can feel burdensome, but falling behind is costly, and policies that once seemed fine may now conflict with NLRB positions.
This session suits HR, compliance and payroll professionals, federal contractors, department heads, managers and supervisors, office managers with HR duties and the person responsible for EEOC matters.
AREA COVERED
- Why employers need to follow the NLRB and which policies can be unlawful
- Identifying and preparing for employee handbook violations
- Regulations that affect your company
- The most common handbook violations and how to reduce them
- Which regulatory agency focuses on which regulation
- Policies that can get you into trouble
- Must-have policies for your employee handbook
- Social media and penalties when employees speak negatively about their employer
- Paid leave laws and how to manage them
- How ban the box rules affect criminal background screening
- States that prohibit asking for salary history, and removing it from handbooks, applications and career sites
- Handbook policies likely to become outdated
- Best practices for staying compliance-savvy
- How managers and supervisors can help or hurt workplace compliance
- Training as a first line of defense in litigation
- Communicating updates and getting employee acknowledgment of the handbook
LEARNING OBJECTIVES
- Explain how NLRB rules and NLRA Section 7 concerted activity affect handbook policies
- Identify common handbook violations and how to reduce them
- Determine which federal, state, local and multi-state rules apply to your workforce
- Update policies on paid leave, background checks, salary history and social media
- Set clear expectations for hybrid and remote work
- Communicate handbook updates and collect employee acknowledgments
WHO WILL BENEFIT?
- Federal Contractors
- Department Heads
- Human resources professionals
- Compliance professionals
- Payroll Professionals
- Managers/Supervisors & new and potential managers
- Office Managers responsible for HR responsibilities
- The person responsible for the Equal Employment Opportunity Commission (EEOC)
An outdated handbook can become a liability, especially for multistate employers who must track new developments in every state where they have employees. Keeping up can feel burdensome, but falling behind is costly, and policies that once seemed fine may now conflict with NLRB positions.
This session suits HR, compliance and payroll professionals, federal contractors, department heads, managers and supervisors, office managers with HR duties and the person responsible for EEOC matters.
- Why employers need to follow the NLRB and which policies can be unlawful
- Identifying and preparing for employee handbook violations
- Regulations that affect your company
- The most common handbook violations and how to reduce them
- Which regulatory agency focuses on which regulation
- Policies that can get you into trouble
- Must-have policies for your employee handbook
- Social media and penalties when employees speak negatively about their employer
- Paid leave laws and how to manage them
- How ban the box rules affect criminal background screening
- States that prohibit asking for salary history, and removing it from handbooks, applications and career sites
- Handbook policies likely to become outdated
- Best practices for staying compliance-savvy
- How managers and supervisors can help or hurt workplace compliance
- Training as a first line of defense in litigation
- Communicating updates and getting employee acknowledgment of the handbook
- Explain how NLRB rules and NLRA Section 7 concerted activity affect handbook policies
- Identify common handbook violations and how to reduce them
- Determine which federal, state, local and multi-state rules apply to your workforce
- Update policies on paid leave, background checks, salary history and social media
- Set clear expectations for hybrid and remote work
- Communicate handbook updates and collect employee acknowledgments
- Federal Contractors
- Department Heads
- Human resources professionals
- Compliance professionals
- Payroll Professionals
- Managers/Supervisors & new and potential managers
- Office Managers responsible for HR responsibilities
- The person responsible for the Equal Employment Opportunity Commission (EEOC)