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2019 Employee Handbooks Update: How to Revise Employment Policies to Stay in Compliance for the Coming Year

2019 Employee Handbooks Update: How to Revise Employment Policies to Stay in Compliance for the Coming Year - On-Demand

Product Code: YEWA101018D

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2019 Employee Handbooks Update: How to Revise Employment Policies to Stay in Compliance for the Coming Year - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to update your employee handbook to ensure compliance with the latest federal legislation, regulations, and court rulings and avoid common drafting “traps” that could lead to legal liability for your company in 2019.


 

With 2019 just around the corner, now is the time to start making updates to your employee handbook to ensure compliance with any federal changes applicable to employment laws.

For instance, employee handbook rules on disruptive behavior, confidential company information, use of company logos, disloyalty, and more could spark legal liabilities under the National Labor Relations Act (NLRA). Recently, the National Labor Relations Board’s general counsel released interpretative guidance (GC 18-04) on how different types of work rules may impact NLRA rights and the circumstances when employers likely have legitimate justification for such rules.

Couple this development with the fact that many new state laws went into effect as of July 1, 2018, and it’s clear that now is the time to revisit your employee handbook and consider updates so you can minimize your organization’s legal risks.

View this on-demand webinar, to get a jump on what you should update in your employee handbook ahead of the new year. Our presenter, a skilled labor and employment attorney, will provide valuable insight on recent and coming changes in the law that may affect their employee handbooks, and guidance on how to effectively prepare for 2019 updates to avoid legal missteps.

You’ll learn:

  • Employee handbook updates to be made for 2019
  • How to prepare an employee handbook or review your current employee handbook carefully to determine how it needs to be updated for next year
  • Examples of handbook wording that could be interpreted in legally risky ways
  • Employee handbook policy-drafting mistakes that could be interpreted as hindering employees from believing they can report violations to the EEOC or another agency
  • A list of vital policies to always include
  • Disclaimer language to always include in your employee handbook, plus required state caveats
  • How to generally craft an employee handbook that covers the policies you need
  • How to avoid inadvertently creating a binding contract with your handbook language
  • And much more!

 

About Your Presenter

Name

Richard I. Greenberg, Esq.
Principal
Jackson Lewis, P.C.

 

Richard I. Greenberg is a principal in the New York City, New York, office of Jackson Lewis P.C. He advises both unionized and union-free clients on a full-range of labor and employee relations matters.

With respect to traditional labor matters, Mr. Greenberg represents clients in collective bargaining negotiations, labor disputes, grievances and arbitrations, proceedings before the National Labor Relations Board, and in state and federal court. Mr. Greenberg also advises clients on the legal aspects of remaining union-free. With respect to employee relations matters, Mr. Greenberg has extensive experience assisting clients in numerous industries with the development and maintenance of personnel policies and personnel infrastructures. In this regard, Mr. Greenberg often works on these issues with clients as business needs and culture change as a result of business transactions, such as mergers and acquisitions.

Mr. Greenberg regularly advises clients on compliance with the myriad of federal and state employment laws, including the FMLA, FLSA, ADA, ADEA and WARN, as well as new legal developments impacting labor and employment policies and practices.

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