Employee Handbooks: Critical Issues in 2018

Duration: 90 Minutes
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Bridge the disconnect between the creation and implementation of employee handbook policies. For many organizations employee handbooks are the primary often the only method used to communicate important employment-related information. They represent the official method of providing critical information about how employees should act and respond to various business decisions. They also tell employees how their organizations "will act."
Employee Handbooks 2018
Instructor: Ronald Adler
Product ID: 509398
At the same time, organizations use employee handbooks to communicate the expected values employees should demonstrate; the expected conduct employee should exhibit; and what happens - such as employment at will - when employees fail to live up to their organizations' expectations. Thus, employee handbooks summarize what is expected of them and what they should expect from their employers.

However, there is often a disconnect between the drafting of handbook policies and the implementation of those policies. To increase the effectiveness of your employment policies, your organization will have to: 1) enhance its business, operational, and legal intelligence to ensure that it has identified the changing external and internal factors that affect its 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 policies and procedures failure.

In this session, expert speaker Ronald Adler will discuss key issues that need to be addressed when creating or updating your employee handbook. This session targets the expanding human resources management needs that organizations must address in communicating with their employees. Additionally, it provides guidelines that organizations should consider when drafting and disseminating their employee handbooks.

Objectives of the Presentation
  • Understand the key findings of the employee handbook survey
  • Learn the basics of employee handbook development
  • Understand 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 indicator
Why Should you Attend
Since employee handbooks are often the only information about your organization seen by third parties, they must additionally serve as a positive tool about employment with your organization. Thus, while employee handbooks serve to communicate work rules; they must also provide a positive message about why individuals should work for your organization. This session discusses these issues and provides guidelines on how to best communicate critical information.

As a result of this session, you will be able to identify and critique the key elements of your employee handbook. You will further be able to review and plan for the expanding purposes and scope of employee handbooks, learn the changing dimensions of critical handbook policies, understand the framework of employee handbook audits activities, and develop employee handbook key performance indicators.

Areas Covered
  • Identifying the changing external and internal factors that affect organizations’ policies
  • Role of increased internal stakeholder participation in the handbook development process
  • New metrics to assess handbook policy and practices and measure the achievement of organization goals
  • Internal controls that identify and alert management when employee handbook process failures occur
Who will Benefit
This program is designed for:
  • HR professionals
  • Risk managers
  • Internal auditors
  • In-house counsel
  • CFOs
  • CEOs
  • Management consultants
  • Other individuals who want to learn how to develop and implement employee handbooks
$300
Recorded Session for one participant
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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 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 has served 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 has also served as 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 has also served as an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chaired the Maryland Chamber of Commerce's UI Subcommittee and served as 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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