Employee handbooks have been a tool for Employers from small to large companies for several years. Many companies elect to have employee handbooks and utilize employee handbook templates that are provided on-line which we call “cookie-cutter handbooks” since they are created as a “one size fits all”.

Unfortunately, employee handbooks can be a huge risk if not updated regularly, adapted to each company, reflect policies that are followed consistently, and reflect current regulations. Employee handbooks are also a critical communication tool for employees to understand what the company expects from them as well as what the company expects from employees. Many regulatory agencies like the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC) Department of Homeland Security (DHS), and other regulatory agencies have been committed to audit Employers to ensure compliance with regulations.

In my workplace compliance experience, employees review the handbook when they are new employees coming on board to the company and when they are considering leaving the company or when they are considering suing the company.

Over 26-35 regulations have changed since 2020. Multi-State regulations have increased and continue to expand to other states every year. If you haven’t updated your employee handbook since 2019, your handbook is already outdated and is a risk for fines, penalties, and criminal sanctions.

Learning Objectives:-

• Participants will learn, identify, and prepare for employee handbook violations.
• Participants will be aware of all the new regulations that will impact their company.
• The course will identify the most common employee handbook violations and how to mitigate them.
• Learn what five employee handbook policies do more to reduce risk when added to your handbook.
• New Employee Handbook changes established in June 2018 that help Employers!
• Participants will learn which regulatory agency will focus on which regulation and mitigate the risk.
• Participants will learn what policies will land them in hot water.
• What policies are “must-have” for your employee handbook?
• New paid leave laws and how Employers can manage them.
• Impact of “Ban the Box” regulations on criminal background screening regulations.
• States where asking candidates for salary history has been prohibited. This means removing the salary history in handbooks, applications, and career websites.
• Best practices in developing an employee handbook.
• What is the difference between employee handbooks and company stand-alone policies?

Benefits For Attending:-

This training will provide you with the necessary guidance to review and create an employee handbook that can assist in creating a risk management strategy that reduces the risk of violating regulations.

What Will You Achieve?

• Gain an understanding of the regulatory process expectation.
• Learning how to develop an employee handbook that meets the criteria of the change.
• What are the must-have policies that need to be included in an employee handbook or stand-alone policies?
• Have access to resources to ensure updates on changing regulations

Why Should You Attend:-

Did you know that Employee Handbooks can be a risk or a benefit for Employers? For years an Employee Handbook has been one of the first documents employment law attorneys request when they are planning to pursue workplace charges against an Employer.

Shouldn’t you ensure that your employee handbook protects your company instead of exposing it to numerous risks? Let me help you create an employee handbook that will reduce your company’s risk and help you mitigate the numerous workplace regulations that can impact your company.

Who Should Attend?

• Business Owners
• Employers
• HR professionals
• Managers, Supervisors/Leads
• Office Managers
• Multi-state Employers
• Facilities Managers
• Workplace Compliance professionals
• Leadership
• Any person wanting to ensure compliance with workplace regulations
• Any professional who wants to learn how to maintain an employee handbook as a risk management strategy