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OVERVIEW
A survey of employers
revealed that organizations use employee handbooks to address key business,
legal, and talent management issues. Unfortunately, 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
those policies are effectively implemented. This disconnect can lead to missed
business opportunities, lost strategic goals, increased legal action, and the
loss of critical talent.
Employee handbooks have become a valuable tool in providing important
information to employees. Handbooks describe what employers expect of
their employees, and what employees can (should) expect from their employers.
Handbooks provide critical information about their employers, workplaces, and HR policies and procedures, and describe how employees are expected to fit in.
Additionally, employee handbooks 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 have a “chilling effect” on employees’ activities.
Thus, employee handbooks increasingly provide for employers the opportunity to
make their workforce more committed to and supportive of organizational goals.
At the same time, they also provide the basis for employees’ legal action and
can significantly reduce employees’ commitment to organizational success.
WHY SHOULD YOU ATTEND
The purposes and the
scope of employee handbook process, 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 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 their business, operational, and legal
intelligence to ensure they have identified the changing external and internal
factors that affect their policies
• Increase internal stakeholder participation in the
handbook development process to obtain greater employee commitment and
operational alignment
• Establish new metrics to assess handbook policy and
practices performance and measure the achievement of organization goals
• Implement internal controls that identify and alert
management about employee handbook issues
AREAS COVERED
Employee handbooks will
increasingly have to ensure that they are aligned with strategic and business
objectives, are properly drafted, and effectively implemented. Additionally,
employee handbooks 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.
LEARNING OBJECTIVES
A survey of employers
revealed that organizations use employee handbooks to address key business,
legal, and talent management issues. Unfortunately, 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 those policies are effectively implemented. This
disconnect can lead to missed business opportunities, lost strategic goals,
increased legal action, and the loss of critical talent. In this webinar, we
will look into;
• Key employee handbook issues in 2020
• 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 and employee
handbook changes, 2020
• Discuss the expanding purposes and scope of employee handbooks
• Learn about employee handbook manual template and 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 and CEOs
• Management Consultants
• Other individuals who want to learn how to use develop and implement
employee handbooks
SPEAKER
Years of
Experience: 42+ years
Areas of Expertise: HR
Audits, Risk Management, Unemployment Insurance, and Employee Survey
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 work force, 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
co-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 serves 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 is 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 is an appointee
to the State of Maryland Legislative UI Committee. Additionally, he belongs to
the Institute of Internal Auditors, chairs the Maryland Chamber of Commerce's
UI Subcommittee and is 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
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