Employee Handbooks: Required Changes and the Most Common Mistakes

Employee Handbooks

If your employee handbook hasn't been updated in the past six months, it's out of date.

The workplace-law changes coming from the Trump Administration demand constant compliance vigilance from HR. Plus, the National Labor Relations Board recently issued an important new ruling that forces employers to justify their handbook rules as lawful.

Here are some current handbook trouble spots:

  • A few wrong policy words may be illegally restricting employee discussions on pay and benefits
  • Your social media policy is probably out of date. You need a new policy on smart devices and a new no-camera rule that won't interfere with worker rights
  • Take advantage of the new NLRB "balancing test" and GC Memo to justify your handbook rules as lawful under the administration's more employer-friendly approach
  • New FMLA forms have been issued by the Labor Department. Find out if you should include them in your handbook
  • Rewrite your anti-discrimination statement to include sexual orientation and transgender discrimination, based on new EEOC and court actions – or risk litigation
  • Vague policies on overtime and off-the-clock work can trigger million-dollar verdicts – especially with the new overtime rules coming soon. Learn what your policy should say
  • Benefits and FMLA policies should be updated to reflect the growing rights of same-sex couples
  • The latest DOL rules on nursing mothers require changes to your leave and break rules
  • Your leave policies need to be updated to include time off for employees with military relatives … and to prohibit moonlighting while on FMLA leave
  • Your ADA reasonable accommodations policy needs to include the EEOC's changing view on accommodating pregnant employees
  • Check to make sure your military leave policy gives employees credit for their time away
  • Why your handbook shouldn't require automatic discharge after employees use all available leave

If any of these apply to you, you need Employee Handbooks: Required Changes and the Most Common Mistakes.

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In this fast-paced 75-minute session, you'll discover:

  • Up-to-the-minute HR changes to add to your handbook
  • What NEVER to tell employees after their probation period ends
  • How to avoid "the accidental contract"
  • 12 handbook errors that will get you creamed in court – and how to avoid them
  • Things that should be in a handbook – and things that SHOULDN'T
  • And much, much more!

You'll learn practical, easy-to-understand tips for spotting mistakes in your employee handbook – and exactly how to fix them. So don't let your once-helpful employee handbook become your organization's worst enemy. Get your copy of Employee Handbooks today!



Pat DiDomenico, Editorial Director
HR Specialist

P.S. Your satisfaction is unconditionally guaranteed. If Employee Handbooks fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.

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Employee Handbooks

About Your Speaker:

Anniken DavenportAnniken Davenport is a noted employment law attorney and the editor of the HR Specialist state employment law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. 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.

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SHRMBusiness Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

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