Employee Handbooks: 2022 Update on Policy and Procedures


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Duration
90 Mins
Level
Intermediate
Webinar ID
70078

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 in the Session 
 » Key employee handbook issues in 2022
 » 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

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Ronald Adler

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR, and unemployment insurance cost management.  Mr. Adler has more than 45 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 — now in the tenth edition.

Mr. Adler has served as an adjunct professor at Villanova University, where he taught a master’s level course on HR auditing. Mr. Adler is a frequent author and regularly conducts webinars and seminars on HR management and workplace issues. 

Mr. Adler has represented Maryland employers on the state’s Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State of Maryland's UI Funding Task Force and UI Advisory Committee. Mr. Adler has also served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference. 

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 Society for Human Resource Management (SHRM), has served as a subject matter expert (SME) to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, has served as a consulting expert on workplace issues to SHRM’s legislative staff, and has represented SHRM in meetings with the EEOC. 

Mr. Adler is a member of the Institute of Internal Auditors (IIA) and has served on task forces developing professional standards in human capital measurement and performance management.

Mr. Adler has a degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.

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