After running a successful "Employee Handbooks: Critical Issues in 2017" we got loads of requests for the same for 2018. Around March of 2019 is the right time to update your employee handbook.
Employee handbook are probably not required by law, but there are excellent reasons why you want to have a handbook. You are responsible for ensuring your company is in compliance with all federal, state, and local laws, rules, and regulations. No matter what state you do business in, or how many employees you have, you will be subject to state and federal employment laws. From employment-at-will policies, to wage and hour classifications, to the treatment of independent contractors, organizations will have to ensure that they properly define and manage these issues. For federal contractors, they will additionally have to ensure that they comply with recent changes and updates. All these become confusing and difficult to apply and monitor if they have no central location. Employee handbook is the answer to these. Employee handbooks are in the best interests of both the company and the employees. They provide a set of guidelines for how things will be handled in your company.
From a management perspective, employee handbooks are taking on new importance. A few of the 'Whys' and 'Hows' an employee handbooks is needed will be explained and also know:
Ensure that once you've taken the time to write a handbook, it does not sit on the shelf. Also plan on updating your handbook regularly, and change your written policies, if needed, to conform to actual practice or changes in the law. Advantages of writing an employee handbook will materialize only if you consistently follow through with policies outlined in the handbook is extremely important to keep in mind as you draft your handbook so that you don't include policies that look good on paper, but are impossible or difficult to enforce in real life.
As the survey report noted, in many organizations there is a disconnection between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented. These issues will become more important and a greater liability in 2017.
Why should you Attend?
This webinar reviews key employee handbook issues and discusses how your organization can reduce the gap between policy issuance and effective implementation. Thus to increase the effectiveness of your employment policies, your organization will have to:
Who will benefit?
This will benefit a wide array of Professionals such as:
Handbook Development Process, Reduce Policy Issuance & Implementation Gap, Employee Handbook Audits, Metrics to Assess Handbook Policies, Key Performance Indicators, Employee Handbooks: Critical Issues, Employee Handbook Framework, Employee Handbooks, Controls to Identify failure
Ronald Adler is the president and CEO of Laurdan Associates, a veteran-owned, human resource management consulting firm in Potomac, Md., specializing in HR audits, employment practices liability risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance management issues. Mr. Adler has more than 38 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
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