January 18 @ 1:30 pm - 2:30 pm
Have you wondered….
Why your Employee Handbook written in 2016 does not really meet your business goals in 2020?
How an Employee Handbook tailored for your company is better than an Internet template?
When you realize, after you have been sued, that if you had a better Employee Handbook the lawsuit would not have begun in the first place?
Here is what you will learn:
The common content topics found in Employee Handbooks
How the Employee Handbook is related to other vital administrative documents
Essential policies that should be included in your Employee Handbook
Words, terminology, and phrases found in Employee Handbooks that put your company at risk
Practical procedural details for reviewing and distributing Employee Handbooks.
Don’t be one of Harvester Steve’s stories:
- A Connecticut company had one sentence in their company handbook that resulted in a $58,000.00 fine.
- A landscaper in NY, mistakenly had a policy in his Employee Handbook stating that all work done on weekends, was to be paid at double time.
- A landscaper in California said he did not want a Sexual Harassment policy in his Employee Handbook. Think about that one for a while.
- A landscaper in Florida had an Employee Handbook without an “at-will” policy. Really? Yes, Really!
- A landscaper in Wisconsin had an illegal policy that stated employees’ pay would be docked 30 minutes each day, even if they did not take a meal period.
- An Oregon landscaper with 8 employees had an inaccurate policy that his employees were covered by the FMLA.
- A Pennsylvania landscaper had an inappropriate policy that he would provide his employees with “year-round” employment.
- A Georgia landscaper had an Affirmative Action policy in his employee handbook even though he had no government contracts.
- Sign up now!