By the time you hire your first employee, you really need a handbook. Handbooks cover the basic policies–dress codes, vacation policies, etcetera–and set the standard for how the company runs. The National Labor Relations Board (NLRB) is paying close attention, especially when it comes to union organizing. The Stericycle decision will affect you, even if you don’t think unions would ever come near your business.
Additionally, new laws such as the Pregnant Worker’s Fairness Act (PWFA) and the Providing Urgent Maternal Protections (PUMP) Act have changed how we approach maternity leaves and nursing mothers.

What about social media? And AI with things such as ChatGPT and Bard? Your handbook needs a good update and this will give you basic guidelines for getting your handbook up to date.

What will You Learn:

• What should be in a handbook; Company Policies
  • Impact of Stericycle Decision
  • Code of conduct; Dress code
  • Standard hours, Attendance policy, Breaks and meals
  • Technology policy (equipment)
  • Drug/Alcohol policy
  • Remote work policy
• Legally required information
  • ADA, FMLA, PWFA/PUMP Act
  • Worker’s compensation
  • Non-discrimination policies (Title VII, ADEA)
  • At-will statement (non-contract)
  • The handbook is subject to change
  • Employee acknowledgment (signatures)
• Things that might be new
  • Social media policy
  • Artificial Intelligence Policy
  • Multi-state policies
• New Rules are retroactive – what does that mean
• How the NLRB impacts Employee Handbooks and Why We Should care.
• How the NLRA and the NLRB impact employee handbook policies and how the NLRB interprets the policies by Employers.

Why you should attend:Every company needs a handbook and every company needs to be up to date. The National Labor Relations Board (NLRB or the Board) scrutiny on reviewing Employee Handbooks has been changing from time to time, from Obama Administration to Trump’s to Biden Administration. A recent decision from an administrative law judge (ALJ) for the Board highlights the NLRB’s aggressive stance of invalidating employers’ workplace rules if they result in any potential infringement on an employee’s concerted activity.

Before you pay an attorney to rewrite your handbook, you need to figure out what you need and get things into place. Then have your attorney give it a review to ensure compliance in all laws. This webinar will help you save time and money by getting the basics in place. The new rule applies retroactively, so even those employee handbooks drafted and implemented before the Stericycle decision are subject to this heightened level of scrutiny.

Who should attend:

• Business Owners
• Human Resources professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Compliance professionals
• Operations professionals