2016 is now here, it is time to plan to update your employee handbook. From a compliance perspective, the NLRB, the DOL, and OFCCP will have significant issues to be addressed in 2016. 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 you comply with recent changes and updates. From a management perspective, employee handbooks are taking on new importance. Your organization increasingly needs to ensure that it properly communicates key issues that encourage positive employee performance; that it describes the value and importance it receives from positive employees activities; and that it helps market the benefits of employment with your organization. Increasingly you will be answering the question: Why should employees work for you. Unfortunately, a nationwide survey of employers has revealed that while organizations use employee handbooks to address key business, legal, and talent management challenges, they have limited the effectiveness of their handbook policies by using ineffective handbook practices. 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. This issue will become a greater liability in 2016
Why should you Attend?
1) Enhance its business, operational, and legal intelligence to ensure it has identified the changing external and internal factors that affect its policies;
2) Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment;
3) Establish new metrics to assess handbook policies and practices performance and measure the achievement of the organizations goals; &
4) Implement internal controls that identify and alert management when employee handbook processes fail.
This webinar reviews key employee handbook issues and discusses how your organization can reduce the gap between policy issuance and effective implementation
Review the key findings of the recent employee handbook survey
Who will benefit?
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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