Instructor :
Ronald Adler

Webinar ID:
14914

Did you know that 60% of employers find themselves in hot water due to out-of-date or improperly updated employee handbooks? – In fact, a HBR study revealed that such oversight could result in lawsuits costing companies an average of $750,000, and even more in reputation damage!!

Employee handbooks are a critical tool in providing important information about your organization to your employees—and to others.

• 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 how your employees are expected to fit in.
• Employee handbooks further formalize 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 commitments 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.

In this interactive webinar, Ronald Adler will show you how handbooks provide your employees with:

• Necessary information about your organization : Who you are in the marketplace?
• Key information about your expectations
• Valuable information about what they can expect from you.
• The benefits they receive when your organization is successful

Join Now!

Did you know that 60% of employers find themselves in hot water due to out-of-date or improperly updated employee handbooks? – In fact, a HBR study revealed that such oversight could result in lawsuits costing companies an average of $750,000, and even more in reputation damage!!

Employee handbooks are a critical tool in providing important information about your organization to your employees—and to others.

• 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 how your employees are expected to fit in.
• Employee handbooks further formalize 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 commitments 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.

In this interactive webinar, Ronald Adler will show you how handbooks provide your employees with:

• Necessary information about your organization : Who you are in the marketplace?
• Key information about your expectations
• Valuable information about what they can expect from you.
• The benefits they receive when your organization is successful

Join Now!

Your employee handbook isn’t just a document, but a reflection of your organization’s values, culture, and legal obligations. Failing to update it accurately could put your business at risk and diminish employee trust!

As someone who takes your role as a leader and manager seriously, it’s crucial to stay on top of these issues, ensuring your handbook remains an asset and not a liability.

For this reason, we invite you to our exclusive online training – “Fatal Errors Employers Make When Updating Employee Handbooks”.

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
4. 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

Delving deep into the common and not-so-common pitfalls, our panel of HR and legal experts will guide you through the labyrinth of employee handbook updates.

Enroll Now!

Your employee handbook isn’t just a document, but a reflection of your organization’s values, culture, and legal obligations. Failing to update it accurately could put your business at risk and diminish employee trust!

As someone who takes your role as a leader and manager seriously, it’s crucial to stay on top of these issues, ensuring your handbook remains an asset and not a liability.

For this reason, we invite you to our exclusive online training – “Fatal Errors Employers Make When Updating Employee Handbooks”.

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
4. 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

Delving deep into the common and not-so-common pitfalls, our panel of HR and legal experts will guide you through the labyrinth of employee handbook updates.

Enroll Now!

• Key Employee Handbook Issues in 2023-24
• A Review of the NLRB’s 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

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

• Key Employee Handbook Issues in 2023-24
• A Review of the NLRB’s 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

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Maximize The Learning Experience in A Group Setting!

• Human Resources Directors/Managers
• Employee Relations Managers
• Legal Counsel/Attorneys specializing in employment law
• Compliance Officers
• Training and Development Managers
• Labor Relations Specialists
• Small Business Owners/Entrepreneurs
• Operations Managers
• General Counsel/In-house Legal Departments
• Senior Executives/Leadership Team Members.

Maximize The Learning Experience in A Group Setting!

• Human Resources Directors/Managers
• Employee Relations Managers
• Legal Counsel/Attorneys specializing in employment law
• Compliance Officers
• Training and Development Managers
• Labor Relations Specialists
• Small Business Owners/Entrepreneurs
• Operations Managers
• General Counsel/In-house Legal Departments
• Senior Executives/Leadership Team Members.