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Validity : 20th Dec'24 to 30th Dec'24
Employee Handbooks: 2023 Update on Policy and Procedures
- Key employee handbook issues in 2023
- A review of the NLRB’s memorandum on employee handbooks
- How organizations 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
Overview of the webinar
The purposes and the scope of employee handbook policies and practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of organization-wide management process that maximizes organizations’ achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.
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; and 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; and
- Reduce the organization’s exposure to employment-related liabilities
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Who should attend?
- HR Professionals
- Risk Managers
- Internal Auditors
- In-House Counsel
- CFOs
- CEOs
- Management Consultants
- Other individuals who want to learn how to use develop and implement employee handbooks
Why should you attend?
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.
Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations 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 the organization did not intend to make. As noted in a memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a "chilling effect" on employees’ activities.
Thus, employee handbooks increasingly provide the opportunity for employers to make their workforce more committed and supportive of their goals. Unfortunately, they also provide the basis for employees’ legal actions - increasingly at the state and local levels - and can significantly reduce employees’ commitment to organizational success.
Faculty - Mr.Ronald Adler
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 39 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 an internationally recognized thought leader on HR auditing and is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. He is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing and HR management. He is also a certified instructor for the CPCU Society and conducts courses on employment practices liabilities.
Ronald has served on two national task forces developing professional standards in human capital measurement and performance management. He is a member of the Institute of Internal Auditors and also a member of the Society for Human Resource Management (SHRM) and serves as a subject matter expert (SME) to SHRM on HR metrics and workplace issues.
He is a member of the Maryland Chamber of Commerce and chairs the Chamber’s unemployment insurance subcommittee. Mr. Adler has also been a member of the U.S. Chamber and its Labor Relations Committee.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.