The New Employee Handbook: Keeping up with Legal Changes
HR’s most important task: Keeping your employee handbook updated and legally compliant
Missing or poorly worded policies can quickly lead to an expensive lawsuit and a chaotic workplace. An updated handbook can become your best management tool. Learn how and what changes you need to make now.
Important rulings from the Supreme Court require you to rethink policies and practices on equality for all, religious expression and religious accommodations. Plus, new federal laws and regulations mean having to accommodate pregnancy and everything related, like breaks for nursing mothers and delegating on-the-spot decision-making to supervisors and managers.
Then there’s the NLRB — another federal agency that’s declared many common handbook policies illegal and anti-union. A new take on handbook rules has turned nearly all rules on workplace behavior into potential unfair labor charges!
It’s vital to keep every word in your handbook up-to-date, but luckily, you’re not stuck trying to keep up with the news and decipher the legal implications on your own. Join employment lawyer and author Anniken Davenport on August 7 as she dives into the top policy changes you need to make to stay in compliance. This includes policies on all kinds of employee leave, DEI, the use of artificial intelligence, political discussions in an election year, new federally mandated breaks and accommodations, and more.
In this rapidly changing and litigious environment, you can’t afford to let your handbook go stale. Get the rundown you need to stay ahead.
Webinar Agenda
- Supreme Court-related changes. Learn why and how to change your handbook policies on religious expression and accommodations.
- Employee leave. What to include and what to leave out regarding FMLA, ADA, reasonable accommodations and workers’ comp.
- The fractured workplace. What happens when workers disagree on topics like politics and religion? Handbook policies that set reasonable conduct rules can create a more harmonious workplace.
- Speech and civility rules. When you can restrict what employees say and when you can’t (salaries, politics, hate speech, etc.).
- Dress and grooming. Learn how to set rules on appropriate behavior, attire and decor when it comes to both in-person and remote appearances.
- Drugs at work. Has your drug policy kept up with state regs? If not, it’s time to revisit those policies.
- Sexual and other harassment. Even if employees are remote, you need rules on email, telework, texting and off-site meetings.
By the end of this attorney-led webinar, you will learn:
- “Must make” handbook changes. Discover the new and updated compliance requirements, including rules for pregnancy accommodations, nursing moms and religious accommodations.
- New laws and Supreme Court updates. Know what your handbook should say about remote work, dress and grooming, use of AI, protests and politics, religious expression and worship, pregnancy accommodations and more.
- The most common mistakes. Learn how to spot a dozen legally dangerous (but easily fixable) mistakes that are likely hiding in your handbook.
Get answers to YOUR questions from presenter…
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor and HR Specialist: Employment Law. She has authored several books, including The Employer’s Practical Legal Guide and Bulletproof Your Employee Handbook. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Registration bonuses included:
Everyone who signs up will receive a copy of Employee Handbook Essentials. Whether you’re starting from scratch or simply updating your handbook, this white paper will walk you through a foolproof process and provide 20 customizable sample policies. Take the guesswork out of one of the most important documents for your organization.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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