The Biggest Compliance Changes for Employee Handbooks in 2023! Learn How the NLRB Challenges Employee Handbooks Policies! What Employers Have to Do or Risk Litigation!
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Date
Oct 19, 2023 -
Time
13:00 PM EST -
Duration
90 Min
Overview:
Employers will need to
think carefully about how to defend some of their corporate policies, such as
ones about cameras at a worksite, social media use, and appropriate workplace
conduct, in light of a recent decision by the National Labor Relations Board
(NLRB).
In Stericycle, an
administrative law judge found that the employer violated the NLRA by
maintaining certain policies for its employees that addressed personal conduct,
conflicts of interest, and confidentiality of harassment complaints. The NLRB
announced a new standard for whether work rules violate the NLRA and sent the
case back to the judge to consider the ruling in light of the new standard.
Under that standard,
if an employee could reasonably interpret the work rule to have a coercive
meaning, the NLRB general counsel would have met her burden to prove that the
rule has a reasonable tendency to chill employees from exercising their NLRA
rights.
A code of conduct or other Employee Handbook policies will certainly be impacted by this decision. Other impacted policies would be nondisclosure agreements, confidentiality agreements, any policies requiring respectful conduct, or policies regulating social media use.
Learn how Employers should review and make changes to their Employee Handbook policies to comply with the NLRB Rules and avoid allegations of violations of Concerted Activity Laws.
The NLRB enforces the
National Labor Relations Act, which gives both unionized and non-union
employees certain rights in the workplace. Find out how the changes at the NLRB
may affect your company and why you might want to start making changes in your
Employee Handbook now.
Session Highlight:
· Learn how the NLRA and
the NLRB impact employee handbook policies
· Learn how the recent changes will pose a risk to Employers.
· Learn how the NLRB interprets the policies of Employers.
· Learn what Role the NLRA and the NLRB have on non-union employees.
· Learn how the Stericycle case decision will impact how Employers will interpret NLRB enforcement.
· Learn how employees can have leverage over Employers based on Employee Handbook policies on disciplinary actions involving employee workplace behaviors.
· Learn what policies are at risk to violate the new NLRB Laws
· How Can Employers mitigate these changes and stay compliant?
· Learn how you can prepare for the changes before you are violated for non-compliance.
· Learn how policies impacting confidentiality and communication have to be adjusted to avoid litigation.
· Learn which policies should be revised immediately.
Why Should You Attend:
Employers should also
"immediately review their policies and handbooks to determine if any of
their existing policies could reasonably be interpreted by employees as
chilling their right to engage in concerted activities and consider adding disclaimers
that the policies are not intended to restrict employees' rights under the
NLRA.
The new rule applies
retroactively, so even those employee handbooks drafted and implemented before
the Stericycle decision are subject to this heightened level of scrutiny.
The NLRA protects
"concerted activities" that employees engage in to improve working
conditions. What is Concerted Activity and Why Should Employers Care?
Protected Concerted
Activity is a legal term used in labor policy to define employee protection
against employer retaliation in the United States. The term defines the
activities workers may partake in without fear of employer retaliation.
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
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