Employee Handbooks: 2019 Updates

01:00 PM ET | 10:00 AM PT | 12:00 PM CT Duration 90 Minutes

Opportunity to make work force more committed and supported

Description

The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk. 

To increase the effectiveness of their employment policies, organizations will have to:
•      Enhance their business, operational, and legal intelligence to ensure they have identified the changing                       external and internal factors that affect their policies
•      Increase internal stakeholder participation in the handbook development process to obtain greater                             employee commitment and operational alignment
•      Establish new metrics to assess handbook policy and practices performance and measure the achievement               of organization goals
•     Implement internal controls that identify and alert management when employee handbook process failures occur

Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:

•      Enhance the employment brand
•      Play a key role in recruitment and retention
•      Enhance employee relations, employee morale, and productivity
•     Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies                 and rules
•      Protect the organization against claims of improper employee/supervisor conduct
•      Reduce the organization's exposure to employment related liabilities
•      From this perspective, employee handbooks will continue to play an important role in communicating with                   and providing information for employees. 

Why should you Attend:

Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.

Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or committing to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and having a "chilling effect" on employees' activities.

Thus employee handbooks increasingly provide for employers the opportunity to make their work force more committed and supported of their goals. Unfortunately they also provide the basis for employees' legal action and can significantly reduce employees' commitment to organizational success. 

Areas Covered

•      Key employee handbook issues in 2017
•      A review of the NLRB's recent memorandum on employee handbooks
•      How organizations can reduce the gap between policy issuance and effective implementation
•      Review the basics of employee handbook development
•      Discuss the expanding purposes and scope of employee handbooks
•      Learn the dimensions of critical handbook policies
•      Understand the framework of employee handbook audits activities

Who will Benefit

•      HR Professionals
•      Risk Managers
•      Internal Auditors
•      In-house Counsel
•      CFOs
•      CEOs
•      Management Consultants
•      Other Individuals who Want to Learn how to Use Develop and Implement Employee Handbooks

Industries who can attend

This 90 minutes online course is intended for professionals in the all Industry


Speaker Profile

Ronald Adler

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues, and unemployment insurance issues. Mr. Adler has more than 41 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is also a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics and as a consulting expert on workplace issues, and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from the University of Southern Illinois

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