Virtual Seminar – It’s Really Time to Revise Your Employee Handbook This Year!

Legal compliancy gets trickier by the day. New restrictions, prohibitions and limitations require significant revisions to policies commonly found in employee handbooks. As a result, It’s Really Time to Revise Your Employee Handbook This Year!” 

---

The recent Stericycle made by the National Labor Relations Board requires significant revisions to many policies commonly found in employee handbooks. Examples of policies that likely need to be rewritten to be legally compliant with the new NLRB standard, include work rules:

• Restricting employees’ use of social media,
• Restricting criticism, negative comments, and disparagement company management,
• Promoting civility,
• Prohibiting insubordination,
• Requiring confidentiality of investigations and complaints,
• Restricting behaviors such as using cameras or recording devices in the workplace,
• Outlining rules for safety complaints,
• Restricting the use of company communication resources, such as email or Slack,
• Limiting the recording of meetings or the use of smartphones or other devices,
• Restricting meetings with co-workers or the circulation of petitions,
• Limiting comments to the media or government agencies.

Based upon that recent NLRB decision, you can see that “It’s Really Time to Revise Your Employee Handbook This Year!” 

---

Beyond those key policies, you’re also going to learn …

• What are the main content areas that should be included in an Employee Handbook?
• What common process undermines your company’s at-will policy?
• What are the most important policies that you should have in your Employee Handbook?
• Why are Employee Handbooks relevant to your Employment Practices Liability Insurance?
• What are the most common mistakes made in Employee Handbooks?