What Laws, Regulations and Policies Must Be Part of Your Employee Handbook in 2020?

Are you aware of the new policy plan for your employee handbook in the coming year of 2020? Are your employees gaining the right insights about your firm with the employee handbook of 2020? Every year there are certain changes in recruiting policies, as well as the generation of employees who get recruited. Employee handbooks are a critical communication tool for employees to understand what the company expects from them as well as what the company expects from employees. This webinar will discuss the latest updates on the employee handbook that an organization must include to make it suitable for the year 2020.

Employees review the handbook when they are newly on-boarded in the company, when they are considering leaving the company, or when they are considering suing the company. Employee handbooks have been a tool for employers from small to large companies for several years. Many companies elect to have employee handbooks and utilize employee handbook templates that are provided on-line, which we call “cookie-cutter handbook” since they are created as a “one size fits all”. Unfortunately, employee handbooks can be a huge risk if not updated regularly, adapted to each company, reflect policies that are followed consistently, and reflect current regulations.

• Myths about what should be in the employee handbooks
• What should be included in the employee handbook based on federal, state, and local regulations?
• What are the key violations in an employee handbook?
• What does the National Labor Relations Board (NLRB) have to do with employee handbook?
• What new regulations have been in place by the NLRB to make employers breathe a sigh of relief?
• Why do managers make a significant impact on your company’s employee handbook?
• What updated changes should your employee handbook include making it suitable for the year 2020?
• What kind of employment documents and records you must keep on file and for how long
• What to do when state requirements for records retention differ from the federal rules?
• Why is keeping everything almost as dangerous as keeping nothing?
• What constitutes e-records-including examples of digital data such as computer log-on/off times, Outlook calendars, notes and to-do lists, emails, and more?
• How to determine if your existing document creation, storage, retention, and destruction policies are up-to-date and legally sound?
• When and how to shred hard copies or destroy electronic documents-such as for terminated employees?
• When your legal duty to preserve records is triggered?

• What new requirements are based on state by state regulations?
• The impact of criminal background checks in the employee handbook and company policies
• How has sexual harassment requirements changed in the MeToo movement?
• How have pay practices and regulations changed the view of women and minorities?
• What employee handbook mistakes put your company at risk for fines, penalties, and criminal sanctions?
• New legal updates to prepare for the employee handbook in 2019-2020

Did you know that employee handbooks can be a risk or a benefit for employers? For years an employee handbook has been one of the first documents employment law attorneys request when they are planning to pursue workplace charges against an employer. Shouldn’t you ensure that your employee handbook protects your company instead of exposing it to numerous risks? Shouldn't you keep your handbook prepared for 2020? Let me help you create an employee handbook that will reduce your company’s risk and help you mitigate the numerous workplace regulations that can impact your company.

We collect a massive amount of employee information in both paper and digital formats. But what do you need to keep, and for how long? And how can you ensure that records remain confidential, especially in this era of sharing online and via smartphones and tablets?

It's our job to know what can be shared, what must absolutely not be shared, and how all information should be properly protected. Even with old-school hard copy records, it's vital to know the rules on what must be kept and for how long and what can be shredded. Knowing what to keep in case of possible civil penalties or litigation and knowing when we must legally destroy certain records can be like walking a tightrope.

• Business owners, company leadership, and board of directors (CFO, COO, CEO)
• Federal Contractor department heads
• Human resources professionals
• Compliance professionals
• Payroll professionals
• Managers/Supervisors & new and potential managers
• Office managers responsible for HR responsibilities

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).