Employee Handbook Requirements for 2023. Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations! Learn the New Audit Trends by Regulatory Agencies
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Date
Mar 31, 2023 -
Time
13:00 PM EST -
Duration
90 Min
Overview:
If there’s ever a time
to rethink your handbook, it’s now. The timeliness has less to do with the
fast-approaching new year — the obvious time to roll out a replacement handbook
— and more to do with the wave of changes that recently swept the workplace.
Federal, State and
Local regulations have expanded, and regulatory agencies are revving up audit
focus for 2023 and beyond.
Workers’ new
expectations may clash with employers’ old policies. Policies that ban
flexibilities, ban certain policies as per the National Labor Relations Board
and concerted activity may feel frustratingly out of date. And yet, many
organizations punt on handbook refreshes. I think a lot of companies don’t
update their employee handbooks as often as they should.
With the shift to
hybrid work/Remote work, organizations must set clear expectations around
communication, and performance. Managers and associates both play a significant
role in making [hybrid work] successful within their teams, and HR teams have
an opportunity to provide tools and guidelines to make it even easier.
With 2023 here, now is
the time for employers to consider updating their employee handbooks.
Handbooks, handed out at orientation and often thereafter ignored, are an
important compliance tool for employers addressing all manner of employment
issues. And handbook policies can be a helpful tool when defending a variety of
employment claims, such as wage and hour violations, harassment, and
discrimination lawsuits, and leave disputes.
Session Highlight:
· Participants will
learn, identify, and prepare for employee handbook violations
· Participants will be aware of all the new regulations that will impact their company
· The course will identify the most common employee handbook violations and how to mitigate them
· Learn what five employee handbook policies do more to reduce risk when added to your handbook
· New Employee Handbook changes established that help Employers!
· Participants will learn which regulatory agency will focus on which regulation and mitigate the risk
· Participants will learn what policies will land them in hot water
· What policies are “must have” for your employee handbook?
· Social media and the impact of penalties when employees choose to speak negatively about their Employer
· New paid leave laws and how Employers can manage them
· Impact of “Ban the Box” regulations on criminal background screening regulations
· States where asking candidates for salary history has been prohibited. This means removing the salary history in handbooks, applications, and career websites
· Best practices in developing an employee handbook
· What is the difference between employee handbooks and company policies?
· Learn What employee handbook policies will be outdated before the year is out
· Identify the best practices that can propel your company to be compliance savvy
· Learn how your managers/supervisors can be your ambassadors in workplace compliance or your downfall
· See how training can be one of your “first line of defense” if you are sued
· Best practice on communicating your updates to employees and having them acknowledge your employee handbook according to guidelines.
Why Should You Attend:
An outdated handbook,
however, can be a liability, particularly for multistate employers with a
widely dispersed work force. These employers in particular must be attuned to
the myriad of different employment laws and must be aware of new developments
in any states where any employee is located. These complicated compliance
requirements may seem tedious or burdensome, especially in an environment where
employers are already struggling with recruiting and hiring, but failure to do
so can be costly. However, according to the National Labor Relations Act (NLRA)
and the National Labor Relations Board’s employee handbook requirements for
union and non-union employees, we are more than ever policies that Employers
can be violating policies that have been changed by the new administration.
Benefits For Attending:
This training will provide you clarity on removing errors while updating Employee Handbook and latest updates which need to be there for 2023 along with latest updates on federal, state, and local regulations. In addition, each training I offer free customized compliance tools for all attendees. Also get:
· SHRM Recertification
PDU Credits
· Free customized compliance tools in the form of guides, templates, policies, and toolkits
· Additional HR Compliance Supplemental Slides
· Free answer to all questions even after the training ends
Who Should Attend:
· All Employers
· Business Owners
· Federal Contractors
· Department Heads
· Company Leadership
· Compliance professionals
· Payroll Administrators
· HR Professionals
· Managers/Supervisors
· Employers in all industries
· Small Business Owners
· Large Business Owners
· The person responsible for the Affirmative Action Plan (AAP) and Equal Employment Opportunity Commission (EEOC)
Ask your question
directly from our expert during the Q&A session following the live event.
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, Non-profit sectors and international compliance. 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, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
1.5 SHRM-CP & 1.5 HRCI Credits