Employee Handbooks: Critical Issues for 2017

Duration: 90 Minutes
With 2017 in full gear, now is time to update your employee handbook. From a compliance perspective, the NLRB, the DOL, and OFCCP have significant issues to be addressed. These include: employment-at-will policies, wage and hour classifications, and the treatment of independent contractors. Increasingly organizations must ensure that they properly define and manage these issues. For federal contractors, you will additionally have to ensure you comply with a number of policy changes and updates.
Generic Employee Handbook
Instructor: Ronald Adler
Product ID: 505446
This webinar reviews key employee handbook issues and discusses how your organization can reduce the gap between policy issuance and effective implementation.

Objectives of the Presentation
  • Review the key findings of the recent employee handbook survey
  • 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
  • Develop employee handbook Key Performance Indicators
Why Should you Attend
Unfortunately, a nationwide survey of employers revealed that while organizations use employee handbooks to address key business, legal, and talent management challenges, they limit the effectiveness of their handbook policies by using ineffective handbook practices. As the survey report noted, in many organizations there is a disconnection between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented. This issue will become a greater liability in 2017.

Thus to increase the effectiveness of your employment policies, your organization will have to: 1) enhance its business, operational, and legal intelligence to ensure it has identified the changing external and internal factors that affect your 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 policies and practices performance and measure the achievement of the organization's goals; and 4) implement internal controls that identify and alert management when employee handbook processes fail.

Areas Covered
  • Key strategic areas to be included in an employee handbook
  • Specific HR issues that should be addressed
  • An update on new critical issues that should be included
  • A report on key issues addressed in a nationwide survey
  • An understanding of critical risks and issues
  • A discussion of developing and updating your employee handbook
Who will Benefit
HR professionals, risk managers, internal auditors, in-house counsel, CFOs, CEOs, and management consultants and other individuals who want to learn how to use develop and implement employee handbooks.

Topic Background
From a management perspective, employee handbooks are taking on new importance. Your organization increasingly needs to ensure that it properly communicates key issues that encourage positive employee performance; that it describes the value and importance it receives from positive employees' activities; and that it helps sell the benefits of employment with your organization. Increasingly you will be answering the question: Why should employees work for your organization?
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Instructor Profile:
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr. Adler has more than 42 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations. Mr. Adler is a consulting expert on work force, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.

Mr. Adler is the co-developer of the Employment-Labor Law Audit™ (ELLA®), the nation's leading HR auditing and employment practices risk assessment tool, and is a frequent lecturer and author on HR management and workplace issues. As an adjunct professor at Villanova University, Mr. Adler teaches graduate courses on HR auditing. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on "Assessing Employment and Personnel Policies," and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, and the Institute of Management Consultants.

As a member of the Society for Human Resource Management (SHRM), Mr. Adler serves as a subject matter expert (SME) to SHRM on HR metrics and formerly served on SHRM's Human Capital Measurement/HR Metrics Special Expertise Panel. He is a consulting expert on workplace issues to SHRM's legislative staff, has contributed materials for The SHRM Academy and the SHRM Learning System, and has represented SHRM in meetings with the EEOC.

Mr. Adler is an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chairs the Maryland Chamber of Commerce's UI Subcommittee and is a member of the U.S. Chamber of Commerce's Labor Relations Committee.

Mr. Adler holds a bachelor's degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University


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