Developing Effective Employee Handbooks: 2022 Critical Issues and Best Practices


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Schedule
June 7, 2022 || 01:00 PM ET / 10:00 AM PT
Duration
90 Mins
Level
Intermediate
Webinar ID
70082

20 Days Left Register

Employee handbooks are a critical tool in providing important information about your organization to employees. Employee handbooks typically describe what you expect of your employees and what your employees can (should) expect from you. Employee handbooks also provide critical information about your organization and your workplace, and your employees are expected to fit in.

Employee handbooks further formalize the mutual expectations. In delineating these expectations employee handbooks create opportunities and risks. Handbooks provide your organization with the opportunity to enhance the value of its human capital, make your organization 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 your organization did not intend to make. As noted in a memorandum from a former General Counsel of the NLRB: "…incorrectly designed employee handbooks can violate the law and have a 'chilling effect' on employees’ activities."

Thus, while your employee handbook provides you with the opportunity to make your work force more committed and supportive of organizational goals, it can also unfortunately serve as the basis for employees' legal action and can significantly reduce employees' commitment to your organization's success.

Objectives of the Presentation

Your employee handbook plays an important role in communicating with and providing information to your employees. Increasingly, your employee handbook has to ensure that it is aligned with strategic and business objectives, is properly drafted, and is effectively implemented. Thus, this webinar discusses how your handbook can:
 » Enhance your 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 your organization against claims of improper employee/supervisor conduct; and
 » Reduce your organization’s exposure to employment related liabilities.

Areas Covered in the Session
 
» Key employee handbook issues in 2022
 » A review of the NLRB’s most recent memorandum on employee handbooks
 » How your organization 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
 » Internal Auditors and External Auditors
 » Business Owners
 » CFO's
 » Managers and Supervisors
 » Compliance Officers
 » Risk Managers

Ronald_Adler.jpg

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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