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Employee Handbook Design + Build Workshop: Greater New York

Employee Handbook Design + Build Workshop: Greater New York

Product Code: HCT--T6

Build Master Class: Connecticut   +$0.00

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Employee Handbook Design + Build Workshop: Greater New York
Draft Comprehensive, Legal Policies that Reflect the Latest Updates and Needs of Today’s Workplace

Live Interactive Workshop & Employee Handbook Builder Subscription
Stamford, CT | September 26, 2018 | 10:00 a.m. – 4:00 p.m.
(4.75 credit hours of HRCI/SHRM)

Is your employee handbook up to date with the latest legal changes? Even if you think it is, you need to make sure your policies don’t unintentionally create a binding contract with employees—one that could jeopardize their “at will” status and open you up to devastating lawsuits. Plus, with the continuing expansion of employee-friendly state and local legislation—not to mention the NLRB’s reach—it’s vital to make sure you’re staying on top of it all.

This one-day intensive workshop will provide you with critical information on the latest legal changes to incorporate into your company’s employee handbook. Attorneys from Jackson Lewis will spend the first part of the day providing you with the practical implication of important federal updates. Then, it’s time for you to put the knowledge you’ve learned into practice as you’ll design, build and/or update and customize your own employee handbook using BLR’s Employee Handbook Builder.

You'll learn:

  • How to address at-will employment or contractor relationships—and how to avoid inadvertently creating a binding contract with your handbook language
  • Essential employee handbook disclaimer language, and the state-based caveats to consider
  • Examples of overly broad language that could land your organization in legal hot water
  • Best practices for drafting policies around drug testing, harassment prevention, anti-retaliation, pregnancy-based accommodation and other tricky regulatory areas
  • Strategies for communicating handbook changes and ensuring your employees read them, to enhance understanding and reduce your liability
  • How to leverage your included Employee Handbook Builder subscription to design or update your own policies


BONUS: For attending this one-day intensive workshop, you’ll get a 6-month subscription to BLR’s Employee Handbook Builder, an essential tool for HR professionals that lets you build, access, and update your handbook from any computer with a browser and an Internet connection.

This workshop is perfect for HR professionals looking to update or revamp their employee handbooks, as well as organizations that are building their employee handbook from scratch for the first time.

Agenda

Registration begins at 9:00 a.m. The program begins at 10:00 a.m. and concludes at 4:00 p.m. There will be morning and afternoon beverage breaks and boxed lunch are included in registration fee.

The Employee Handbook: An Essential Tool in Defending Your Company Against Costly Lawsuits
10:00 a.m. – 10:30 a.m.
The employee handbook is a living document that can be a very useful tool for helping to insulate your organization from legal liability. If an employee’s conduct or behavior runs afoul to permissible conduct as outlined in the handbook, you’ll have a far easier time defending any adverse employment actions, such as a demotion, suspension, or firing, for policy infractions if those policies have been effectively outlined and communicated to the workforce. The Employee Handbook Design + Build Workshop kicks off with a look at some of the essential language every employee handbook should include—and why. You’ll learn:

  • The underlying purpose of the employee handbook—and how to convince management that it’s important to pay close and regular attention to updates that may need to be made 
  • How to address at-will employment or contractor relationships—and how to avoid inadvertently creating a binding contract with your handbook language
  • Essential employee handbook disclaimer language, and the state-based caveats to consider
  • Examples of well-constructed company mission statements
  • What an equal employment opportunity statement should address


Important Wording to Include and What to Steer Clear of— New Federal Court, Legislative and Regulatory Developments and National Employment Trends Impacting Today’s Employee Handbook
10:30 a.m. – 12:00 p.m.
What are the essential employment policies and procedures that should be included in your employee handbook for the coming year? And, how should the wording be constructed? Often times, overly broad employment policy language can spark costly legal liability under the National Labor Relations Act (NLRA), the Americans with Disabilities Act (ADA), and other federal laws. Jackson Lewis attorneys will provide the latest updates on legal, regulatory, and legislative action that impact what you say—and how you say it—in your employee handbook. You’ll learn how to draft policies and procedures concerning leave administration, ADA accommodations, hiring and pre-employment screening practices, and much more. We’ll cover vital policies to always include, ones to consider including, and how to draft employee handbook policy language that doesn’t leave your company vulnerable to legal liability. We’ll cover:

  • Examples of overly broad language that could land your organization in legal hot water
  • Drug testing/use/zero tolerance policies
  • Internal hiring/anti-nepotism
  • Harassment prevention and anti-retaliation including compliant procedures for reporting
  • Reasonable accommodation requests due to ADA-protected disabilities
  • Pregnancy-based accommodations
  • Hiring practices—how to avoid asking questions that are unlawful
  • Labor relations-related issues under the NLRA including social media usage and confidentiality
  • Fragrances and allergens in the workplace
  • Discipline (to allow you, as the employer, the most flexibility)
  • Varied forms of paid and unpaid leave, e.g. paid sick and family and medical leave—and leave policies for employers not covered by FMLA, but who want to offer some equivalent form of medical/family leave
  • Parental/bonding leave (distinct from maternity/pregnancy leave)
  • Moonlighting/anti-moonlighting (which can of particular importance when dealing with employees on FMLA leave)
  • Premium pay/use of time off during holiday periods
  • Treatment of accrued leave on termination (payout/forfeit/accrual cap)
  • Absenteeism/job abandonment/no-call, no-show
  • Harassment
  • Employee travel/compensation for travel time
  • Inclement weather/business disruptions
  • Telecommuting, remote work, and flexible work arrangements
  • Social media use, privacy, and security
  • BYOD
  • Workplace violence


Lunch
12:00 p.m. – 1:00 p.m.

Distribution, Storage & Disposal of the Employee Handbook 
1:00 p.m. – 1:30 p.m.
Your obligations concerning the employee handbook don’t end once you’ve drafted your policies and procedures. You must ensure that employees have received a copy of the handbook—and any updates you make along the way. In today’s digital age, what’s the best way to get the handbook to your workforce? What types of version control protocols should you have in place when updating the handbook’s contents? And, how long should you keep previous versions of the employee handbook on file—and when is it safe to destroy those? This session will provide practical insights into how to manage the practical use of your handbook in every day work life. You’ll learn:

  • Acknowledgement form language, and best practices for ensuring that employees read and understand your policies and procedures 
  • Best practices for communicating with the workforce about changes to the handbook—no matter how minor those changes may be
  • How to properly edit, update, or delete provisions in your employee handbook
  • How long to keep old versions of the handbook on file—and why


Networking Break

1:30 p.m. – 1:45 p.m.

Design + Build (and Update) Your Own Employee Handbook
1:45 p.m. – 4:00 p.m.
This immersive learning experience will provide you with access to BLR’s Employee Handbook Builder. Bring your laptop because you’ll be logging into the Employee Handbook Builder to pull together the most relevant and essential policies to make your employee handbook up to date with the latest legislation, regulations, and case law. Our team of attorneys from Jackson Lewis along with one of BLR’s in-house Employee Handbook Builder experts will walk you through the process. By the end of this intensive design + build workshop, you’ll have a new employee handbook to roll out for the coming year. You’ll learn how to:

  • Determine what to include in your employee handbook by drafting a comprehensive table of contents 
  • Develop concise summary statements for each section of the employee handbook
  • Incorporate new policy language into your existing employee handbook structure or design your employee handbook from scratch
  • Address standards of conduct, progressive discipline, and the exit process
  • And much more!


And, your access to the Employee Handbook Builder doesn’t end with this class. As a benefit of attending BLR’s Employee Handbook Design + Build Master Class, you’ll get a 6-month subscription, so you can continue to update your policies and procedures to reflect the latest legal, regulatory, and legislative developments.

Speakers

Richard I. GreenbergRichard I. Greenberg
Principal, Jackson Lewis

Richard 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.

Location

When: Wednesday, September 26, 2018
Where: Crowne Plaza Stamford
2701 Summer St
Stamford, CT 06905
203-359-1300

$10 self-parking