Employee Handbook in 2023
A nationwide survey of organizations revealed that while they used employee handbooks to address key business, legal, and talent management issues, they often limited 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 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. They typically describe what you expect from your employees and what your employees can (should) expect from you. They also provide critical information about your organization and your workplace and how your employees are expected to fit in.
Employee handbooks further formalize mutual expectations. In delineating these expectations employee handbooks create opportunities and risks. They 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.
Your employee handbook can impede the achievement of business objectives and increase employment related liabilities. It may also reduce managerial prerogatives by making promises or committing to certain procedural safeguards that your organization did not intend to make. As noted in a memorandum from a 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 workforce more committed and supportive of organizational goals, it can also unfortunately serve as the basis for employees’ legal action. It may also significantly reduce employees’ commitment to your organization’s success. Join us on Clatid this November to learn how a compliant employee handbook can serve as a resourceful guideline for your employees and how it can help you avoid legal action from their side.
What You will Learn
-Key employee handbook issues in 2023
-A review of the NLRB’s most recent memorandum on employee handbooks and what’s coming next in 2023
-How your organization can reduce the gap between policy issuance and effective implementation
-Review the basics of employee handbook development in 2023
-Discuss the expanding purposes and scope of employee handbooks in 2023
-Learn the dimensions of critical handbook policies
-Understand the framework of employee handbook audits activities
Why You Should Attend
Your employee handbook plays an important role in communicating with and providing information to your employees. It has to ensure it is aligned with strategic and business objectives, is properly drafted, and is effectively implemented. Join us to learn 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
-Reduce your organization’s exposure to employment related liabilities
Who will Benefit
-Human Resources Professionals
You may ask your Question directly to our expert during the Q&A session
Ronald Adler is the president-CEO of Laurdan Associates, Inc. He collaborates with Clatid Compliance to educate the Human Resources professionals and help them stay updated with the recent developments in the industry. He has more than 45 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 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. He is a member of the Society for Human Resource Management (SHRM) and has served as a subject matter expert (SME) to SHRM on HR metrics and workplace issues. He is also a former member of the Institute of Internal Auditors.
Mr. Adler has a B.S. degree in Finance from the University of Maryland and an M.B.A. from the University of Southern Illinois.
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