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By the time you hire your first employee, you really need a handbook. Handbooks cover the basic policies–dress codes, vacation policies, etcetera–and set the standard for how the company runs. The National Labor Relations Board (NLRB) is paying close attention, especially when it comes to union organizing. The Stericycle decision will affect you, even if you don’t think unions would ever come near your business.
Additionally, new laws such as the Pregnant Worker’s Fairness Act (PWFA) and the Providing Urgent Maternal Protections (PUMP) Act have changed how we approach maternity leaves and nursing mothers.
What about social media? And AI with things such as ChatGPT and Bard? Your handbook needs a good update and this will give you basic guidelines for getting your handbook up to date.
• What should be in a handbook; Company Policies
o Impact of Stericycle Decision
o Code of conduct; Dress code
o Standard hours, Attendance policy, Breaks and meals
o Technology policy (equipment)
o Drug/Alcohol policy
o Remote work policy
• Legally required information
o ADA, FMLA, PWFA/PUMP Act
o Worker’s compensation
o Non-discrimination policies (Title VII, ADEA)
o At-will statement (non-contract)
oThe handbook is subject to change
o Employee acknowledgment (signatures)
• Things that might be new
o Social media policy
o Artificial Intelligence Policy
o Multi-state policies
• New Rules are retroactive – what does that mean
• How the NLRB impacts Employee Handbooks and Why We Should care.
• How the NLRA and the NLRB impact employee handbook policies and how the NLRB interprets the policies by Employers.
Every company needs a handbook and every company needs to be up to date. The National Labor Relations Board (NLRB or the Board) scrutiny on reviewing Employee Handbooks has been changing from time to time, from Obama Administration to Trump’s to Biden Administration. A recent decision from an administrative law judge (ALJ) for the Board highlights the NLRB’s aggressive stance of invalidating employers’ workplace rules if they result in any potential infringement on an employee’s concerted activity.
Before you pay an attorney to rewrite your handbook, you need to figure out what you need and get things into place. Then have your attorney give it a review to ensure compliance in all laws. This webinar will help you save time and money by getting the basics in place. The new rule applies retroactively, so even those employee handbooks drafted and implemented before the Stericycle decision are subject to this heightened level of scrutiny.
• Business Owners
• Human Resources professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Compliance professionals
• Operations professionals
Suzanne Lucas spent 10 years in
corporate HR where she hired, fired, managed the numbers, and double- checked
with the lawyers. She left the corporate world to advise people and companies
on how to have the best Human Resources departments possible.
Suzanne integrates best practices
with innovative ideas and humour, including using improve comedy as a tool for
leadership development.
Suzanne’s writings have been
published at CBS News, Inc. Magazine, Reader’s Digest, and many other sites.
She’s been named a top influencer in HR. You can read her archives at EvilHRLady.org or check out her Tedx Talk: Forget Talent and Get to
Work.
Clatid 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 visit - portal.shrm.org.
This webinar has been approved for 1.0 HR (General) re-certification 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 re-certification credit.
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