2024 Legal Update: Mastering Employee Handbooks for Compliance and Risk Mitigation
Don’t Let Your Handbook Hinder Innovation—Revamp It Now!
Instructor :
Ronald Adler
Webinar ID:
17206
Date: OCT 03, 2024 (THU)
Start Time: 10 AM PT - 11 AM PT
Duration: 60 Mins.
What will you learn
-
- Basics Of Employee Handbook Development
- Expanding Purposes And Scope Of Employee Handbooks
- Key Employee Handbook Issues For 2023-24
- Critical Dimensions Of Essential Handbook Policies
- Review Of The NLRB’s Memorandum On Handbooks
- Framework For Conducting Employee Handbook Audits
- Reducing The Gap Between …
-
- Basics Of Employee Handbook Development
- Expanding Purposes And Scope Of Employee Handbooks
- Key Employee Handbook Issues For 2023-24
- Critical Dimensions Of Essential Handbook Policies
- Review Of The NLRB’s Memorandum On Handbooks
- Framework For Conducting Employee Handbook Audits
- Reducing The Gap Between Policy Issuance And Implementation
- Ensuring Compliance With Updated Handbook Requirements
- Strategies For Effective Handbook Policy Implementation
Course Description
“Did you know that 60% of employers face serious legal risks due to outdated or improperly updated employee handbooks?”
In fact, a Harvard Business Review (HBR) study revealed that such oversights could lead to lawsuits, costing companies an average of $750,000—not to mention the potential damage to your reputation!
Employee handbooks are critical tools that provide essential information about your organization to employees and others. Here’s why they matter:
-
- Set Clear Expectations: Employee handbooks outline what you expect from your employees and what they should expect from you.
- Convey Organizational Culture: They provide key insights into your workplace culture and how employees are expected to integrate.
- Formalize Mutual Obligations: Handbooks create a formal agreement of mutual expectations, presenting both opportunities and risks.
- Enhance Organizational Value: Well-crafted handbooks can boost your human capital, make your organization more competitive, and improve overall performance.
However, poorly designed handbooks can have the opposite effect:
-
- Increased Legal Risks: They can create unintended commitments, increasing your employment-related liabilities.
- Hindered Business Objectives: Missteps in handbook design can impede achieving your business goals and reduce managerial flexibility.
- Legal Violations: As noted by a former General Counsel of the NLRB, incorrect handbook design can violate the law and have a “chilling effect” on employees’ activities.
In this interactive webinar, Ronald Adler will guide you through:
-
- Essential organizational information: Understand who you are in the marketplace.
- Clear expectations: What your employees need to know.
- Mutual benefits: What employees can expect from you when the organization succeeds.
Don’t miss this opportunity to safeguard your business—join now!
“Did you know that 60% of employers face serious legal risks due to outdated or improperly updated employee handbooks?”
In fact, a Harvard Business Review (HBR) study revealed that such oversights could lead to lawsuits, costing companies an average of $750,000—not to mention the potential damage to your reputation!
Employee handbooks are critical tools that provide essential information about your organization to employees and others. Here’s why they matter:
-
- Set Clear Expectations: Employee handbooks outline what you expect from your employees and what they should expect from you.
- Convey Organizational Culture: They provide key insights into your workplace culture and how employees are expected to integrate.
- Formalize Mutual Obligations: Handbooks create a formal agreement of mutual expectations, presenting both opportunities and risks.
- Enhance Organizational Value: Well-crafted handbooks can boost your human capital, make your organization more competitive, and improve overall performance.
However, poorly designed handbooks can have the opposite effect:
-
- Increased Legal Risks: They can create unintended commitments, increasing your employment-related liabilities.
- Hindered Business Objectives: Missteps in handbook design can impede achieving your business goals and reduce managerial flexibility.
- Legal Violations: As noted by a former General Counsel of the NLRB, incorrect handbook design can violate the law and have a “chilling effect” on employees’ activities.
In this interactive webinar, Ronald Adler will guide you through:
-
- Essential organizational information: Understand who you are in the marketplace.
- Clear expectations: What your employees need to know.
- Mutual benefits: What employees can expect from you when the organization succeeds.
Don’t miss this opportunity to safeguard your business—join now!
Why you should attend
Your employee handbook is more than just a document—it’s a reflection of your organization’s values, culture, and legal obligations.
Failing to update it accurately can expose your business to significant risks and undermine employee trust.
As a leader and manager, staying ahead of these challenges is essential. Your handbook should be an asset, not a liability.
To enhance the effectiveness of your employment policies, organizations must:
-
- Elevate Business and Legal Intelligence: Identify changing external and internal factors that impact your policies.
- Engage Stakeholders: Increase internal participation in the handbook development process to boost employee commitment and operational alignment.
- Establish New Metrics: Assess the performance of handbook policies and measure alignment with organizational goals.
- Implement Internal Controls: Identify and address handbook process failures promptly to prevent issues before they escalate.
As a result, your employee handbook should:
-
- Align with Strategic Objectives: Ensure it is drafted with your business goals in mind and implemented effectively.
- Enhance Your Employment Brand: Play a pivotal role in recruitment and retention.
- Improve Employee Relations: Boost morale, productivity, and consistent application of organizational policies.
- Protect Against Legal Risks: Safeguard your organization from claims of improper conduct and reduce exposure to employment-related liabilities.
Learn from HR and legal experts who will delve into common and hidden pitfalls, guiding you through the complexities of employee handbook updates.
Enroll Now! Don’t miss this opportunity to protect your organization and strengthen your leadership.
Join Now!
Your employee handbook is more than just a document—it’s a reflection of your organization’s values, culture, and legal obligations.
Failing to update it accurately can expose your business to significant risks and undermine employee trust.
As a leader and manager, staying ahead of these challenges is essential. Your handbook should be an asset, not a liability.
To enhance the effectiveness of your employment policies, organizations must:
-
- Elevate Business and Legal Intelligence: Identify changing external and internal factors that impact your policies.
- Engage Stakeholders: Increase internal participation in the handbook development process to boost employee commitment and operational alignment.
- Establish New Metrics: Assess the performance of handbook policies and measure alignment with organizational goals.
- Implement Internal Controls: Identify and address handbook process failures promptly to prevent issues before they escalate.
As a result, your employee handbook should:
-
- Align with Strategic Objectives: Ensure it is drafted with your business goals in mind and implemented effectively.
- Enhance Your Employment Brand: Play a pivotal role in recruitment and retention.
- Improve Employee Relations: Boost morale, productivity, and consistent application of organizational policies.
- Protect Against Legal Risks: Safeguard your organization from claims of improper conduct and reduce exposure to employment-related liabilities.
Learn from HR and legal experts who will delve into common and hidden pitfalls, guiding you through the complexities of employee handbook updates.
Enroll Now! Don’t miss this opportunity to protect your organization and strengthen your leadership.
Join Now!
Areas Covered
-
- Review the Basics of Employee Handbook Development
- Discuss the Expanding Purposes and Scope of Employee Handbooks
- Key Employee Handbook Issues in 2023-24
- Learn the Dimensions of Critical Handbook Policies
- A Review of the NLRB’s Memorandum on Employee Handbooks
- Understand the Framework of Employee Handbook Audit Activities
- How Your Organization Can Reduce the Gap Between Policy Issuance and Effective Implementation
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
-
- Review the Basics of Employee Handbook Development
- Discuss the Expanding Purposes and Scope of Employee Handbooks
- Key Employee Handbook Issues in 2023-24
- Learn the Dimensions of Critical Handbook Policies
- A Review of the NLRB’s Memorandum on Employee Handbooks
- Understand the Framework of Employee Handbook Audit Activities
- How Your Organization Can Reduce the Gap Between Policy Issuance and Effective Implementation
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Maximize The Learning Experience in A Group Setting!
-
- HR Manager
- HR Director
- Chief Human Resources Officer (CHRO)
- Compliance Officer
- Legal Counsel
- Employee Relations Specialist
- Talent Acquisition Manager
- Training and Development Manager
- Operations Manager
Maximize The Learning Experience in A Group Setting!
-
- HR Manager
- HR Director
- Chief Human Resources Officer (CHRO)
- Compliance Officer
- Legal Counsel
- Employee Relations Specialist
- Talent Acquisition Manager
- Training and Development Manager
- Operations Manager
Instructor Profile
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues.
Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
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 Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee.
Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from Southern Illinois University.
