Are you aware of the new policy plan for your employee handbook in the coming year of 2020? Are your employees gaining the right insights about your firm with the employee handbook of 2020? Every year there are certain changes in recruiting policies, as well as the generation of employees who get recruited. Employee handbooks are a critical communication tool for employees to understand what the company expects from them as well as what the company expects from employees. This webinar will discuss the latest updates on the employee handbook that an organization must include to make it suitable for the year 2020.
Employees review the handbook when they are newly on-boarded in the company, when they are considering leaving the company, or when they are considering suing the company. 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 handbook” 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.
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? Shouldn't you keep your handbook prepared for 2020? 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.
We collect a massive amount of employee information in both paper and digital formats. But what do you need to keep, and for how long? And how can you ensure that records remain confidential, especially in this era of sharing online and via smartphones and tablets?
It's our job to know what can be shared, what must absolutely not be shared, and how all information should be properly protected. Even with old-school hard copy records, it's vital to know the rules on what must be kept and for how long and what can be shredded. Knowing what to keep in case of possible civil penalties or litigation and knowing when we must legally destroy certain records can be like walking a tightrope.
AREA COVERED
- What new requirements are based on state by state regulations?
- The impact of criminal background checks in the employee handbook and company policies
- How has sexual harassment requirements changed in the MeToo movement?
- How have pay practices and regulations changed the view of women and minorities?
- What employee handbook mistakes put your company at risk for fines, penalties, and criminal sanctions?
- New legal updates to prepare for the employee handbook in 2019-2020
LEARNING OBJECTIVES
- Myths about what should be in the employee handbooks
- What should be included in the employee handbook based on federal, state, and local regulations?
- What are the key violations in an employee handbook?
- What does the National Labor Relations Board (NLRB) have to do with employee handbook?
- What new regulations have been in place by the NLRB to make employers breathe a sigh of relief?
- Why do managers make a significant impact on your company’s employee handbook?
- What updated changes should your employee handbook include making it suitable for the year 2020?
- What kind of employment documents and records you must keep on file and for how long
- What to do when state requirements for records retention differ from the federal rules?
- Why is keeping everything almost as dangerous as keeping nothing?
- What constitutes e-records-including examples of digital data such as computer log-on/off times, Outlook calendars, notes and to-do lists, emails, and more?
- How to determine if your existing document creation, storage, retention, and destruction policies are up-to-date and legally sound?
- When and how to shred hard copies or destroy electronic documents-such as for terminated employees?
- When your legal duty to preserve records is triggered?
WHO WILL BENEFIT?
- Business owners, company leadership, and board of directors (CFO, COO, CEO)
- Federal Contractor department heads
- Human resources professionals
- Compliance professionals
- Payroll professionals
- Managers/Supervisors & new and potential managers
- Office managers responsible for HR responsibilities
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? Shouldn't you keep your handbook prepared for 2020? 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.
We collect a massive amount of employee information in both paper and digital formats. But what do you need to keep, and for how long? And how can you ensure that records remain confidential, especially in this era of sharing online and via smartphones and tablets?
It's our job to know what can be shared, what must absolutely not be shared, and how all information should be properly protected. Even with old-school hard copy records, it's vital to know the rules on what must be kept and for how long and what can be shredded. Knowing what to keep in case of possible civil penalties or litigation and knowing when we must legally destroy certain records can be like walking a tightrope.
- What new requirements are based on state by state regulations?
- The impact of criminal background checks in the employee handbook and company policies
- How has sexual harassment requirements changed in the MeToo movement?
- How have pay practices and regulations changed the view of women and minorities?
- What employee handbook mistakes put your company at risk for fines, penalties, and criminal sanctions?
- New legal updates to prepare for the employee handbook in 2019-2020
- Myths about what should be in the employee handbooks
- What should be included in the employee handbook based on federal, state, and local regulations?
- What are the key violations in an employee handbook?
- What does the National Labor Relations Board (NLRB) have to do with employee handbook?
- What new regulations have been in place by the NLRB to make employers breathe a sigh of relief?
- Why do managers make a significant impact on your company’s employee handbook?
- What updated changes should your employee handbook include making it suitable for the year 2020?
- What kind of employment documents and records you must keep on file and for how long
- What to do when state requirements for records retention differ from the federal rules?
- Why is keeping everything almost as dangerous as keeping nothing?
- What constitutes e-records-including examples of digital data such as computer log-on/off times, Outlook calendars, notes and to-do lists, emails, and more?
- How to determine if your existing document creation, storage, retention, and destruction policies are up-to-date and legally sound?
- When and how to shred hard copies or destroy electronic documents-such as for terminated employees?
- When your legal duty to preserve records is triggered?
- Business owners, company leadership, and board of directors (CFO, COO, CEO)
- Federal Contractor department heads
- Human resources professionals
- Compliance professionals
- Payroll professionals
- Managers/Supervisors & new and potential managers
- Office managers responsible for HR responsibilities
Speaker Profile
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, …
Upcoming Webinars
California Meal and Rest Breaks: What You Dont Know Can Cos…
Responding to EEOC Discrimination Charges-What's Your Busin…
Implementing an Effective Human Error Reduction Program
Conflict Resolution - Prevent, De-escalate, Resolve
When Employees Travel: Wage and Expense Rules Employers Mus…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Female to Female Hostility @Workplace: All you Need to Know
Form 1099-MISC and 1099-NEC Compliance Update 2024
Validation Statistics for Non-Statisticians
The Totally Organized Professional Is All About Outcomes
Why EBITDA Doesn't Spell Cash Flow and What Does
GAMP5, Second Edition and Alignment with Computer Software …
Project Management for Non-Project Managers - Scheduling yo…
Sunshine Act Reporting - Clarification for Clinical Research
Understanding the Math of HR… So You Can Show How HR Impact…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
How to Address ISO's New Climate Change Requirements
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Re-imagine Finance & Accounting Made Simple. Three Webinars…
Stay Interviews: A Powerful and Low-Cost Employee Engagemen…
How To Conduct An Internal Harassment And Bullying Investig…
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Managing Toxic & Other Employees Who Have Attitude Issues
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Do's and Don'ts of Giving Effective Feedback for Performanc…
Onboarding New Hires: Leverage the Potential of Artificial …
Project Management for HR, Administrative Professionals, an…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Best Practices for Working With Vendors and Suppliers
Understanding the Artificial Intelligence Landscape
Marketing to Medicare or Medicaid Beneficiaries - What You …
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Kicking your Employee Retention Efforts into Overdrive: Sta…