Employee handbooks continue to be an important tool to communicate with employees, to provide them with important information about your organization, and to ensure you have provided them with the required information. In 2017, in order to increase the effectiveness of your employment policies, you will have to:
enhance your business, operational and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies;
increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment;
establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals; and
implement internal controls that identify and alert management when employee handbook process failures occur.
This webinar reviews current employee handbook policies and discusses how your organization can reduce the gap between policy issuance and effective implementation.
The U.S. DOL has issued new wage and hour regulations. This will require updates in most employers’ employee handbooks. At the time, NLRB continues its analysis of employee handbooks and finds significant problems in the wording and messages of employers’ policies. Additionally, the NLRB has further heightened the importance of employee handbooks in its revised rules on union elections. As a result, employers are required to review and update important sections of their handbooks. Meanwhile, states are passing new employment laws and regulations that require employers’ response and the proper communications to their employees.
In this environment employee handbooks must not only address key business and talent management issues, they must also provide proper notice and ensure that all critical and legally required handbook policies and the practices are effectively implemented.
Ronald Adler is the President-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR-business issues and unemployment insurance issues. Mr. Adler has more than 39 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is an internationally recognized thought leader on HR auditing and is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. He is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing and HR management. He is also a certified instructor for the CPCU Society and conducts courses on employment practices liabilities.
Ronald has served on two national task forces developing professional standards in human capital measurement and performance management. He is a member of the Institute of Internal Auditors and also a member of the Society for Human Resource Management (SHRM) and serves as a subject matter expert (SME) to SHRM on HR metrics and workplace issues.
He is a member of the Maryland Chamber of Commerce and chairs the Chamber’s unemployment insurance subcommittee. Mr. Adler has also been a member of the U.S. Chamber and its Labor Relations Committee.