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ONLINE HR COMPLIANCE TRAINING 2017 - What are the essential disclaimers your employee handbook should contain?

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Website http://www.trainhr.com/control/w_product/~product_id=701702LIVE/?channel=mailer&camp=webinar&AdGroup | Edit Freely

Category online training courses for hr professionals,online training programs for hr professionals, HR Training and Development, Human Resources Webinars ,online HR compliance training ,online HR Professional Training, Human Resource Training Webinars,   HR Training Online , HR Regulations Training

Deadline: May 16, 2017 | Date: May 16, 2017

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

Updated: 2017-03-15 15:19:05 (GMT+9)

Call For Papers - CFP

Overview:

Broken promises lead to breach of contract claims. Employers use handbooks to show that they have provided valuable information to their employees and that they have been clear in the rules that employees must follow. They are invaluable tools if used correctly. But is your handbook giving employees a legal contract claim they might not otherwise have? How can you avoid this situation?

Why should you attend: If written properly, handbooks are a valuable tool in the workplace. Governmental agencies, courts and juries look to handbooks to determine your policies and whether you have been fair to your employees.

Handbooks written poorly will inevitably doom you. Poorly written handbooks cause confusion, inconsistency in the workplace, and increased litigation. As the author of a handbook or policy, any ambiguities will be construed against the employer which may nullify your disclaimers. This webinar will teach you to write your handbooks and policies to avoid contractual obligations but at the same time accomplish your purpose of informing employees of your expectations.

Areas Covered in the Session:

What is "at will" employment?

How a poorly drafted handbook or policy can erode the "at will" status of your employees

How to protect your company from the top mistakes that employers make in drafting employee handbooks

How to prevent claims of implied contract

How to avoid using language that can give rise to claims of breach of implied contract

What are the essential disclaimers your employee handbook should contain

What are the essential policies that your handbook should contain? What policies should a company have but is not appropriate for a handbook?

What are the essential policies that your employee handbook should contain

How to have a well drafted anti-harassment policy that will protect you from future liability

Why terms like probationary period and introductory period can be problematic

How to write a progressive discipline policy that meets your needs but avoiding language that may make these policies a contract

Training your supervisors not to say things contrary to your disclaimers in your handbooks

Who Will Benefit:

Human Resource Managers

Company Owners

Instructor:

Susan Fahey Desmond is a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C which has offices in 59 cities across the country. She has been representing management in the area of labor and employment law since her graduation from the University of Tennessee School Of Law. Susan is a frequent speaker and author on a number of labor and employment issues. She is named in Best Lawyers in America and has been named by Chambers USA as one of America's leading business lawyers for labor and employment law.

Event link : http://www.trainhr.com/control/w_product/~product_id=701702LIVE/?channel=mailer&camp=webinar&AdGroup=ourglocal_may_2017_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: +1-800-385-1627

Email: support@trainhr.com


Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.