2021 - Employee Handbooks: 2021 Update on Policy and Procedures

Overview
The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.
To increase the effectiveness of their employment policies, organizations will have to:
Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
Implement internal controls that identify and alert management when employee handbook process failures occur
Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:
Enhance the 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 the organization against claims of improper employee/supervisor conduct
Reduce the organization's exposure to employment related liabilities
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
WHY SHOULD YOU ATTEND?
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.
Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or committing to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and having a "chilling effect" on employees' activities.
Thus employee handbooks increasingly provide for employers the opportunity to make their work force more committed and supported of their goals. Unfortunately they also provide the basis for employees' legal action and can significantly reduce employees' commitment to organizational success
AREA COVERED
Key employee handbook issues in 2021
A review of the NLRB's recent memorandum on employee handbooks
How organizations can reduce the gap between policy issuance and effective implementation
Review the basics of employee handbook development
Discuss the expanding purposes and scope of employee handbooks
Learn the dimensions of critical handbook policies
Understand the framework of employee handbook audits activities
WHO WILL BENEFIT?
HR Professionals
Risk Managers
Internal Auditors
In-house Counsel
CFOs
CEOs
Management Consultants
Other Individuals who Want to Learn how to Use Develop and Implement Employee Handbooks
SPEAKER PROFILE
Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.
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