Online Training 2015 - Drafting Employee Handbooks and Company Policies: How to Make Them Solid but Not Make Them Contracts - By Compliance Global Inc

Overview
Since the passage of Title VII, almost every employer has used employee handbook policies so that they have a "tool" to tell the EEOC attorney or the court, "we told the employee what to expect and he/she still violated our policy." A number of these handbooks read like contracts, and employers were stunned when some courts found that the company put the handbook out there and must adhere to "its word." Of course, every employer wants its employees to be "at will employees" without contractual obligations to that employee (except in union environments or those employees you want to have a true contract with your company).
If you're not careful in drafting, you may just have made your handbook or company policy contracts. This webinar will assist you in learning how to create and use these useful tools while making sure your employees are truly employed "at will."
Why Should You Attend
Every employer - large and small - by now knows the importance of employee handbooks and/or written company policies. They are necessary to let your employees know what your company's expectations are. Some handbooks, have gotten employers into trouble. Some handbooks and policies read like a union contract, and courts are not hesitant to call them contracts. Simple disclaimers that your handbooks or policies are often not enough to avoid a contractually binding contract.
As the author of a handbook or policy, any ambiguities will be construed against the employer which may nullify your disclaimers. This webinar will teach you to write your handbooks and policies to avoid contractual obligations but at the same time accomplish your purpose of informing employees of your expectations.
Areas Covered in this Webinar
What is "at will" employment?
How a poorly drafted handbook or policy can erode the "at will" status of your employees
How to protect your company from the top mistakes that employers make in drafting employee handbooks
How to prevent claims of implied contract
How to avoid using language that can give rise to claims of breach of implied contract
What are the essential disclaimers your employee handbook should contain
What policies should a company have but is not appropriate for a handbook?
Learning Objectives
What are the essential policies that your employee handbook should contain
How to have a well drafted harassment policy that will protect you from future liability
Why terms like probationary period and introductory period can be problematic
How to write a progressive discipline policy that meets your needs but avoiding language that may make these policies a contract
Training your supervisors not to say things contrary to your disclaimers in your handbooks
Who Will Benefit
Directors of Talent Management
VP’s of HR
Directors of Recruiting and Talent Acquisition
Directors of HR
Talent Management Staff
HR Strategists
HR Business Partners
HR Generalists
HR Program Managers
Talent Management Consultants
Level:
Beginner
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