Employee Handbook Update: Necessary Changes for 2017

recording Employee Handbook Update: Necessary Changes for 2017

You Will Learn:

  • Up-to-the-minute HR changes to add to your handbook
  • Handbook errors that will get you creamed in court – and how to avoid them
  • Things that should be in a handbook – and things that SHOULDN’T
  • Legal requirements and “best practice” recommendations for local, regional and national businesses
Access the pre-recorded audio conference
$269.00
 

Ask yourself…when’s the last time your employee handbook was updated?  Was it within the last six months? No? Then your handbook is a liability.

In too many workplaces, employee handbooks are handed out only during new hire orientations, are rarely reviewed by supervisors and workers, and are infrequently updated even when workplace policies and employment laws change.

If your handbook contains the wrong language, if it’s filled with outdated content, or if you don’t enforce it consistently, you could find yourself facing a myriad of employment-related lawsuits.

In fact, the language you use, and the provisions you include, can make or break a lawsuit — and may even stop disputes before they arise.

 

Learning Objectives

Your policies are the front-line of your defense against legal action from your workforce. The language you use, and the provisions you include, can make or break a lawsuit — and may even stop disputes before they arise.

  • EEO rules and why employers need anti-harassment, anti-retaliation and complaint provisions
  • Paid leave laws, including FMLA
  • Social media policies
  • Legalization of marijuana for recreational purposes and what that means for employer drug-free policies
  • The NLRB’s Purple Communications decision and its impact on policies related to usage of employer email and other communication systems
  • No-solicitation policies and how the NLRB has narrowed the practical reach of such policies
  • Confidentiality policies, including confidentiality of workplace investigations
  • Audit and video recording in the workplace policies
  • Off-duty employee access
  • Speaking to the media policies

In this informative presentation, our expert faculty will offer best practices and informative tips on updating your employee handbook to minimize your liability and protect your organization and your employees.

  • Crucial elements and policies that your handbook must include, and guidance for other components to consider
  • Latest in federal laws and regulations that require employee handbook updates
  • Best practices for social media privacy and usage policies given NLRB’s stance on the issue
  • Language matters: Best way to state policy and other issues in your handbook, and when – and how – to use flexible language
  • Techniques for effectively communicating handbook updates so employees are aware of the changes

Product ID: 8299

Bonus Material

Plus, you get our top-selling guide, Creating & Implementing an Effective Employee Handbook – a $249 value – absolutely FREE!

Creating & Implementing an Effective Employee HandbookThis comprehensive, 41 page guide gives you all the details, support materials and policy guidelines for communicating your organization’s rules, standards and benefits, including:

  • Who Needs An Employee Handbook
  • Advantages To Having An Employee Handbook
    o    Disadvantages To Having A Handbook
  • Style and Format
    o    What Every Handbook Needs
  • Common Handbook Mistakes
    o    Common Problem Areas in Handbooks
  • Multi-State Employer Options
  • Implementing Your Handbook
    o    Updating Your Handbook

This essential report also includes finger-tip access to sample materials and relevant policy information, including:

  • Employee Handbook Updates
  • Sample At-Will Statement
  • Sample Acknowledgement Form
  • Social Media Policy
  • Sample Employee Handbook Table of Contents

So, don’t delay! Get access TODAY to Creating & Implementing an Effective Employee Handbook – absolutely FREE! You save $249!

Learn What to Include, What to Update, & What to Avoid!

Order my recording now

Faculty

Bryan P. O'Connor
Bryan P. O'Connor
Office Managing Principal, Seattle, Jackson Lewis P.C.

Bryan P. O’Connor is the Office Managing Principal in the Seattle, Washington, office of Jackson Lewis P.C. He has practiced labor and employment law his entire legal career.

Mr. O'Connor serves in many different capacities depending upon client needs. He has advised and represented both large and small employers in all aspects of traditional labor law across numerous industries, including construction, manufacturing, retail, health care, utility, food distribution, and government-related services.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

Learn What to Include, What to Update, & What to Avoid!

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