ONLINE HR COMPLIANCE TRAINING 2017 - Employee Handbooks: State Issues Taking Center Stage

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Deadline: April 06, 2017 | Date: April 06, 2017

Venue/Country: Online Event, U.S.A

Updated: 2017-02-10 18:29:02 (GMT+9)

Call For Papers - CFP

The purposes and the scope of employee handbook policies and the practices are changing and expanding.From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.

To increase the effectiveness of their employment policies, organizations will have to: 1) enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their 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 process failures occur.

Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally, they will have to:

Enhance the employment brand

Play a key role in recruitment and retention

Enhance employee relations, employee morale, and productivity

Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules

Protect the organization against claims of improper employee/supervisor conduct and

Reduce the organization's exposure to employment related liabilities.

From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.

Why should you Attend: Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.

Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and having a "chilling effect" on employees activities.

Thus,employee handbooks increasingly provide for employers the opportunity to make their work force more committed and supported of their goals. Unfortunately, they also provide the basis for employees' legal actions -increasingly at the state level -and can significantly reduce employees commitment to organizational success.

Areas Covered in the Session:

Key employee handbook issues in 2017

A review of the NLRB's recent memorandum on employee handbooks

How organizations can reduce the gap between policy issuance and effective implementation.

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

Who Will Benefit:

HR professionals

Risk managers

Internal Auditors

In-house Counsel

CFOs

CEOs

Management consultants

Other individuals who want to learn how to use develop and implement employee handbooks.

Instructor:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. Mr. Adler has more than 37 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 co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.

Event link : http://www.trainhr.com/control/w_product/~product_id=701679LIVE/?channel=mailer&camp=webinar&AdGroup=ourglocal_april_2017_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: +1-800-385-1627

Email: supporttrainhr.com