Employee Handbook Updates for 2017

  EVENT DATE

August 29, 2017

  PRESENTER(s)

Susan Fahey Desmond

  1:00 PM ET | 12:00 PM CT | 10:00 AM PT | 60 Minutes




This program has been approved for 1.0 PDCs toward SHRM certification hours.
The program is pre-approved for 1 credit hour under HRCI

DESCRIPTION



Overview

Is your employee handbook up-to-date? If not, you could be putting your company at risk.

The employee handbook is a living document and, for it to be effective, you need to make sure it is updated annually to reflect new laws and regulations enacted both federally and in your state.

In too many workplaces, employee handbooks are handed out only during new hire orientations, are rarely reviewed by supervisors and workers, and are infrequently updated even when workplace policies and employment laws change.

If your handbook contains the wrong language, if it’s filled with outdated content, or if you don’t enforce it consistently, you could find yourself facing a myriad of employment-related lawsuits.

This webinar by expert speaker Susan Desmond will teach you how to write your handbooks and policies to avoid contractual obligations, but at the same time also accomplish your purpose of informing your employees of your expectations. You will also come across several other useful ideas that will help you train your supervisors and what they should or should not say about your handbook manuals

Session Highlights:

  • What is “at will” employment
  • How a poorly drafted handbook or policy can erode the “at will” status of your employees
  • How to protect your company from the top mistakes that employers make in drafting employee handbooks
  • How to prevent claims of implied contract
  • How to avoid using language that can give rise to claims of breach of implied contract
  • What are the essential disclaimers your employee handbook should contain
  • What policies should a company have but is not appropriate for a handbook
  • What are the essential policies that your employee handbook should contain
  • How to have a well drafted anti-harassment policy that will protect you from future liability
  • Why terms like probationary period and introductory period can be problematic
  • How to write a progressive discipline policy that meets your needs but avoiding language that may make these policies a contract
  • Training your supervisors not to say things contrary to your disclaimers in your handbooks

Who will benefit:

  • Human Resource Managers
  • Company Owners
  • Public and Private Employers

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