Employee Handbooks for 2020: Critical Issues and Best Practices

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Live Webinar | CEU Approved

  • 90 minutes

A nationwide survey of employers revealed that while organizations use employee handbooks to address key business, legal, and talent management issues and challenges, they often limit the effectiveness of their handbook policies by using ineffective handbook practices. As the survey report noted, in many organizations there is a disconnect between the drafting of handbook policies and the implementation of those policies.

As noted, for many organizations, employee handbooks are the primary – often the only -- method used to communicate important employment-related information.  They represent the official method of providing critical information about how employees should act and respond to various business decisions.  They also tell employees how their organizations “will act.”

At the same time, organizations use employee handbooks to communicate the expected values employees should demonstrate; the expected conduct employee should exhibit; and what happens – such as employment at will – when employees fail to live up to their organization's expectations.

Join this speaker with our expert Ronald Adler where he will go through the strategic and business objectives, which are properly drafted, and effectively implemented. 

Session Highlights:

  • Key employee handbook issues in 2020

  • 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 an employee handbook development

  • Discuss the expanding purposes and scope of employee handbooks

  • Learn the dimensions of critical handbook policies

  • Understand the framework of an employee handbook audits activities

Why you should attend:

The purposes and the scope of the employee handbook process, policies and 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 process, 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.

Thus, to increase the effectiveness of their employment policies, organizations will have to:

  • 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.

Who should attend:

  • HR Professionals

  • Internal Auditors and External Auditors

  • Business Owners

  • CFO’s

  • Managers and Supervisors

  • Compliance Officers

  • Risk Managers

You may ask your Question directly to our expert during the Q&A session.

** You can buy On-Demand and view it at your convenience.

Ronald Adler

Ronald Adler

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 bench-marking, strategic HR-business issues, 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, printers, insurance companies and brokers, and employer organizations.

Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool — now in the tenth edition.

Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and has taught a course on HR auditing.  Mr. Adler also served as a certified instructor for the CPCU Society and conducted courses on employment practices liabilities.

Mr. Adler has assisted Congress and state legislatures develop employment and unemployment insurance related legislation, has testified before the U.S. Senate Finance Committee on unemployment insurance, and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.  Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.

Mr. Adler is a member of the Institute of Internal Auditors.  Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert (SME) to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and has represented SHRM in meetings with the EEOC. 

Mr. Adler has a B.S. Degree in Finance from the University of Maryland and an M.B.A. from Sothern Illinois University.

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

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