A nationwide survey of organizations revealed that while they use employee handbooks to address key business, legal, and talent management issues, organizations often limit the effectiveness of their handbook policies by using ineffective employee handbook practices. As the survey report noted, in many organizations there is a disconnect between the drafting and issuing of handbook policies and the practices that ensure those policies address critical issues and are effectively implemented. This disconnect can lead to missed business goals, increased legal action, and the loss of critical talent.

Employee handbooks are a critical tool in providing important information about your organization to employees. Employee handbooks typically describe what you expect of your employees and what your employees can (should) expect from you. Employee handbooks also provide critical information about your organization and your workplace, and how your employees are expected to fit in.

Employee handbooks further formalize mutual expectations.  In delineating these expectations employee handbooks create opportunities and risks.  Handbooks provide your organization with the opportunity to enhance the value of its human capital, make your organization more competitive, and improve individual and organizational performance.  Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that your organization did not intend to make. As noted in a memorandum from a former General Counsel of the NLRB: “…incorrectly designed employee handbooks can violate the law and have a ‘chilling effect’ on employees’ activities.”

Thus, while your employee handbook provides you with the opportunity to make your work force more committed and supportive of organizational goals, it can also unfortunately serve as the basis for employees’ legal action and can significantly reduce employees’ commitment to your organization’s success.

Course Objectives:

Your employee handbook plays an important role in communicating with and providing information to your employees. Increasingly, your employee handbook has to ensure that it is aligned with strategic and business objectives, is properly drafted, and is effectively implemented. Thus, this webinar discusses how your handbook can:

• Enhance your employment brand;

• Play a key role in recruitment and retention; 

• Enhance employee relations, employee morale, and productivity; 

• Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules; 

• Protect your organization against claims of improper employee/supervisor conduct; and

• Reduce your organization’s exposure to employment related liabilities.

• NEW Discusses the use of AI

Course Outline:

This webinar discusses:

• Key employee handbook issues in 2024

• A review of the NLRB’s memorandum on employee handbooks

• How your organization can reduce the gap between policy issuance and effective implementation.

• Review the basics of employee handbook development

• Discuss the expanding purposes and scope of employee handbooks

• Learn the dimensions of critical handbook policies

• Understand the framework of employee handbook audits activities

What You Get:

• Training Materials

• Live Q&A Session with our Expert

• Participation Certificate

• Access to Signup Community (Optional)

• Reward Points

Who Will Benefit:

• HR Professionals

• Compliance Professionals

• Risk Managers

• Internal Auditors

• In-house Counsel

• CFOs and CEOs

• Other individuals who want to learn how to use, develop and implement employee handbooks