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: 1) enhance their business, operational, and
legal intelligence to ensure they have identified the changing external
and internal factors that affect their policies 2) increase internal
stakeholder participation in the handbook development process to obtain
greater employee commitment and operational alignment 3) establish new
metrics to assess handbook policy and practices performance and measure
the achievement of organization goals and 4) implement internal
controls that identify and alert management when employee handbook
process failures occur.
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
- Enhance the 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 the organization against claims of improper employee/supervisor conduct and
- Reduce the organization's exposure to employment related liabilities.
important role in communicating with and providing information for
Why should you 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 commitments 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
Thus,employee handbooks increasingly provide for employers the
opportunity to make their work force more committed and supported of
their goals. Unfortunately, they also provide the basis for employees'
legal actions -increasingly at the state level -and can significantly
reduce employees commitment to organizational success.
Areas Covered in the Session:
- Key employee handbook issues in 2017
- A review of the NLRB's recent memorandum on employee handbooks
- How organizations 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
Who Will Benefit:
- HR professionals
- Risk managers
- Internal Auditors
- In-house Counsel
- Management consultants
- Other individuals who want to learn how to use develop and implement employee handbooks.
HR-business issues and unemployment insurance.