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*Key Take Away:
A nationwide survey of organizations revealed that while they use employee handbooks to address key business, legal, and talent management issues, they often limit the effectiveness of their handbook policies by using ineffective employee handbook practices. As the survey report noted, in many organizations there is a disconnect between the drafting and issuing of handbook policies and the practices that ensure that those policies address critical issues and are effectively implemented. This disconnect can lead to missed business goals, increased legal action, and the loss of critical talent.
Employee handbooks are a critical tool in providing important information about your organization to employees. Employee handbooks typically describe what you expect of your employees and what your employees can (should) expect from you. Employee handbooks also provide critical information about your organization and your workplace, and how your employees are expected to fit in.
Employee handbooks further formalize the mutual expectations. In delineating these expectations employee handbooks create opportunities and risks. Handbooks provide your organization with the opportunity to enhance the value of its human capital, make your organization 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 your organization did not intend to make. As noted in a memorandum from the former General Counsel of the NLRB: “…incorrectly designed employee handbooks can violate the law and have a ‘chilling effect’ on employees’ activities.”
Thus, while your employee handbook provides you with the opportunity to make your work force more committed and supportive of your organizational goals, it can also unfortunately serve as the basis for employees’ legal action and can significantly reduce employees’ commitment to your organization’s success.
*Objectives of the Session:
Your employee handbook plays an important role in communicating with and providing information to your employees. Increasingly, your employee handbook must ensure that it is aligned with strategic and business objectives, is properly drafted, and is effectively implemented. Thus, this webinar discusses how your handbook can:
· Enhance your 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 your organization against claims of improper employee/supervisor conduct; and
· Reduce your organization’s exposure to employment related liabilities.
*Areas Covered in this Session:
This webinar discusses:
· Key employee handbook issues in 2021
· A review of the NLRB’s most recent memorandum on employee handbooks
· How your organization 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:
Internal Auditors and External Auditors
Managers and Supervisors
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr. Adler has more than 42 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 consulting expert on workforce, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.
Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation's leading HR auditing and employment practices risk assessment tool, and is a frequent lecturer and author on HR management and workplace issues. As an adjunct professor at Villanova University, Mr. Adler teaches graduate courses on HR auditing. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on "Assessing Employment and Personnel Policies," and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, and the Institute of Management Consultants.
As a member of the Society for Human Resource Management (SHRM), Mr. Adler has served as a subject matter expert (SME) to SHRM on HR metrics and formerly served on SHRM's Human Capital Measurement/HR Metrics Special Expertise Panel. He has also served as a consulting expert on workplace issues to SHRM's legislative staff, has contributed materials for The SHRM Academy and the SHRM Learning System, and has represented SHRM in meetings with the EEOC.
Mr. Adler has also served as an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chaired the Maryland Chamber of Commerce's UI Subcommittee and served as a member of the U.S. Chamber of Commerce's Labor Relations Committee.
Mr. Adler holds a bachelor's degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University.