OVERVIEW
Employee handbooks
have become a valuable tool in providing important information to employees.
Handbooks describe what employers expect of their employees, and what employees
can (should) expect from their employers. Handbooks provide critical
information about their employers and their workplaces, and describe how
employees are expected to fit in.
Additionally,
employee handbooks 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 commitments 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 have a “chilling effect” on employees’ activities.
Thus, developing
and regularly updating employee handbook increasingly provide for employers the
opportunity to make their work force more committed to and supportive of
organizational goals. At the same time, they also provide the basis for
employees’ legal action and can significantly reduce employees’ commitment to
organizational success.
WHY SHOULD YOU ATTEND
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 procedures 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.
Thus, to increase
the effectiveness of their employment policies, organizations will have to: 1)
enhance their business, operational, and legal intelligence to ensure they have
identified the changing external and internal factors that affect their
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 policy and practices
performance and measure the achievement of organization goals; and 4) implement
internal controls that identify and alert management when employee handbook
process failures occur.
AREAS COVERED
Employee handbooks
will increasingly have to ensure that they are aligned with strategic and
business objectives, are properly drafted, and are effectively implemented.
Additionally, employee handbooks 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; and
• 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.
LEARNING OBJECTIVES
• Key employee
handbook issues in 2020
• 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 employee handbook checklist and the basics of employee handbook
development
• Discuss employee handbook legal issues and the expanding purposes and scope
of employee handbooks
• Learn the dimensions of critical handbook policies and what should be
included in an employee handbook
• Understand the framework of employee handbook audit activities
• Understand the employee handbooks required changes for 2020
WHO WILL BENEFIT
• HR Professionals
• Internal Auditors and External Auditors
• Business Owners
• CPAs and CFOs
• Legal counsel
• Managers and Supervisors
• Compliance Officers
• Risk Managers
• Senior and middle management
SPEAKER
Years of
Experience: 42+ years
Areas of
Expertise: HR Audits, Risk Management, Unemployment Insurance, and
Employee Survey
Ronald Adler is the
president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource
management consulting firm in Rockville, Md., specializing in HR audits,
employment practices risk management, benchmarking and HR metrics, strategic
HR, employee surveys, and unemployment insurance issues.
Mr. Adler has more
than 42 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 a consulting expert on work force,
employment practices, and unemployment insurance issues to Bloomberg BNA, HR
Magazine, and other publications and newspapers across the country. His
research findings have been used by the Federal Reserve Board, the Equal
Employment Opportunity Commission (EEOC), the National Conference of State
Legislatures, the National Association of Manufacturers, the National
Federation of Independent Business, insurers, and international organizations.
Mr. Adler is the
co-developer of the Employment-Labor Law Audit™ (ELLA®), the
nation's leading HR auditing and employment practices risk assessment tool, and
is a frequent lecturer and author on HR management and workplace issues. As an
adjunct professor at Villanova University, Mr. Adler teaches graduate courses
on HR auditing. He is also a certified instructor on employment practices and
insurance issues for The CPCU Society, has conducted continuing
professional education courses for the American Institute of Certified
Public Accountants on "Assessing Employment and Personnel
Policies," and has conducted continuing professional education courses for
SHRM, the Institute of Internal Auditors, and the Institute of Management
Consultants.
As a member of the
Society for Human Resource Management (SHRM), Mr. Adler serves as a subject
matter expert (SME) to SHRM on HR metrics and formerly served on SHRM's Human
Capital Measurement/HR Metrics Special Expertise Panel. He is a consulting
expert on workplace issues to SHRM's legislative staff, has contributed
materials for The SHRM Academy and the SHRM Learning System, and has
represented SHRM in meetings with the EEOC.
Mr. Adler is an
appointee to the State of Maryland Legislative UI Committee. Additionally, he
belongs to the Institute of Internal Auditors, chairs the Maryland Chamber of
Commerce's UI Subcommittee and is a member of the U.S. Chamber of Commerce's
Labor Relations Committee.
Mr. Adler holds a
bachelor's degree in finance from the University of Maryland and an M.B.A.
degree from Southern Illinois University
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