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Employee Handbook Update for 2020: Timely and Essential Subjects to Reinforce and Changes to Stay Compliant

Employee Handbook Update for 2020: Timely and Essential Subjects to Reinforce and Changes to Stay Compliant

Product Code: YEWA111919

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Employee Handbook Update for 2020: Timely and Essential Subjects to Reinforce and Changes to Stay Compliant

Live Webinar: Tuesday, November 19, 2019

1:30 p.m. to 3:00 p.m. Eastern / 10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn recent and coming changes in the law that may affect your employee handbooks and get guidance on how to effectively prepare for 2020 updates to avoid legal missteps.


 

Now is the time to update—or at least prepare to update—your employee handbook. A new year is around the corner and employers need to be up to speed on coming changes in the laws that affect employment. Your employee handbook is a communication tool that sets out policy and can protect you and your employer.  Understanding what you need to put in, and what you need to leave out of your handbook is essential for employers as a good communication tool.

You need to know what’s coming at the federal level, but more importantly is keeping an eye on changes in the laws at the state level. For example many jurisdictions now require specific language in sexual harassment policies.  In addition, a review of drug policies is necessitated by the growth of recreational and medical marijuana laws. 

The handbook should have a handle on all the newest laws, but also should include wording that allows for changes at any time and protects you from litigation. Attend our in-depth webinar on the topic on November 19, and get drafting or revising your handbook!

You’ll learn how to:

  • Recognize current and imminent changes in federal and state laws may impact your current employee handbook
  • Prepare an employee handbook or review your current employee handbook carefully to determine how it needs to be updated
  • Avoid statements that can be interpreted in legally risky ways
  • Give employees notice in the handbook to explain their rights and responsibilities concerning certain laws, such as the Family and Medical Leave Act
  • Avoid policies that employees could interpret as hindering them from reporting violations under the EEOC
  • Recognize what to include in the handbook, including a disclaimer stating that the handbook can be changed at any time
  • Include correct language that protects you legally, including an integrated at-will agreement
  • Evaluate which policies you need to include, no matter how obvious they may seem
  • Review your social media, recording, and communications policies carefully
  • And much more!


About Your Presenter

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

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, 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. Greenberg also advises clients on the legal aspects of remaining union-free. With respect to employee relations matters, Greenberg has extensive experience assisting clients in numerous industries with the development and maintenance of personnel policies and personnel infrastructures. In this regard, he often works on these issues with clients as business needs and culture change as a result of business transactions, such as mergers and acquisitions.

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.