Employee Handbook: The Complete Guide in 2020

RECORDED TRAINING COURSE MISSED THE LIVE SESSION? No problem, Register for Recording. You will get access to recorded sessions within 6 hours. You get lifetime access to the recording. You can watch any time as per your convenience, any number of times. The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations’ achievement of business objectives, enhances the value of their human capital, and minimizes legal risk. To increase the effectiveness of their employment policies, organizations will have to: Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to: From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees. Areas Covered in the Session: Why You Should Attend: Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in. Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations 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 committing to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and having a “chilling effect” on employees’ activities. Thus employee handbooks increasingly provide for employers the opportunity to make their work force more committed and supported their goals. Unfortunately they also provide the basis for employees’ legal action and can significantly reduce employees’ commitment to organizational success.