Overview
Employee handbooks will include major updates on what's mandated, what accommodations need to be made, and what you should correct or eliminate to avoid lawsuits. The employee handbook is one of the documents that is reviewed by attorneys who are looking to sue you. Having a self-explanatory employee handbook is critical to a company and having it updated with all the necessary policies is crucial.
Labor research has proven that Employers have a delay in implementing new regulations and adding it to Employee Handbooks or stand-alone policies. Federal, State, and local regulations have an impact on maintaining workplace compliance and Employers need to be aware when Federal, State, and Local regulations clash with the regulations with the most benefit for the employees supersedes. This makes it necessary for Employers to learn and timely update all workplace regulations.
New regulations go hand in hand with your employee handbook and standalone policy updates. As a team of compliance officers, we always provide support to Employers and professionals and see what the gaps are when protecting employees. This training will focus on some of the major errors that are made when updating employee handbooks and how to avoid some of the large penalties caused by these errors.
This training program will describe assist the audience in fully understanding the laws and regulations associated with handbook language related to the NLRB.
Key Learning Objectives of your Topic:
- NLRB updates that impact your organization
- 2023 Handbook considerations based on NLRB changes
- Monitoring of the workforce
- Technology implications
- Updated language and handbooks
- Handbook suggestions
- Policies and Procedures
- Training recommendations
- Reporting recommendations
- Laws
- Zero-tolerance
- Other considerations
- Questions to consider
- Preparing
Why You Should Attend This:
- Understanding handbook language and employment law
- Recent changes
- Handbook language
- Common language
- Recommendations
- Signature pages
- Laws associated
- How to prevent and avoid retaliation
- Recommendations and considerations
- Concerns/Mistakes
Ask your question directly from our expert during the Q&A session following the live event.
Speaker
Matthew Burr
Matthew Burr has over 15-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor, and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations.
In July 2017, Matthew started as an Associate Professor of Business Administration at Elmira College and was promoted into the Continuing Education & Business Administration Department Liaison role in July 2018. He teaches both undergraduate and graduate level business courses at Elmira College, and successfully designed an HR Concentration in the business management major that is aligned with both SHRM and HRCI certifications. Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 89% on the SHRM-SCP and 100% pass rate on the SHRM-CP.
Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College, Penn State University and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.
Certification
Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
This Program has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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Pedu doesn’t support any Fake – News, Articles, or Compliance updates; Our Industry Experts are highly verified and recognized, and their Pre-publishment is verified via our experts and fact-checkers.
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