Employee Handbooks: Key Updates, Drafting Tips, And Enforcement Advice for 2016
|Date / Time:
Is your employee handbook ready for 2016? Are you sure?
Between the implementation of the Affordable Care Act, labor friendly victories at the National Labor Relations Board, the legalization of marijuana, increased focused on transgender employees, and the passage of paid sick leave and domestic violence leave laws across the country, 2016 changes will likely necessitate changes to your employee handbook.
Your employee handbook can be HR's best friend or worst enemy depending on what it includes and how policies are worded.
Join us to learn how to update your employee handbook, a living document that must remain current and correct to protect your organization in the event of a dispute with a current or former employee.
You’ll start the year off right by making sure your carefully worded employee handbook communicates expectations and shields your organization from liability. And addresses all the very latest employee expectations, employment laws, and regulations.
About Your Presenter
- 2016 handbook components and policies you MUST include and some you may consider
- Changes in federal laws and regulations that drive employee handbook updates
- Dress code and grooming policy updates you should make
- Social media privacy and usage policies in light of NLRB scrutiny and agency guidance
- The difference between flexible and absolute language in the employee handbook
- BYOD (bring your own device) policies covering cell phone and tablet usage
- Your obligation to make personnel records available for inspection and how to update your handbook
- How long you should keep the old version of your employee handbook
- Tips for communicating handbook changes
- And much more!
Fisher & Phillips LLP
Danielle Garcia is an associate in the San Diego office of Fisher & Phillips LLP. Her practice focuses on representing clients in all aspects of labor and employment law, including traditional labor relations management, harassment, and discrimination. Prior to her legal career, Ms. Garcia worked as a human resource generalist and shift supervisor for a food manufacturing facility, where she participated in union negotiations and other personnel matters.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
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|Keywords For This Course:|
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