Maybe you already made your updates to your employee handbook earlier in the year to ensure compliance with any federal changes applicable to employment laws. But, that doesn’t mean your work is done. Now is a good time to take another look and revamp where needed, in case different rules have come up.
Right now, there are many trends emerging at the federal and state level that could create more stringent obligations on employers seeking to enforce employment policies. For instance, many states have passed or will soon pass paid family leave and sick-time laws that could impact your attendance policies. Also, given the ever-present #MeToo movement, employers may be wondering if their current anti-harassment and reporting policies are in need of updating. And, with the legalization of marijuana across several states, employers need to know what they must consider when seeking to enforce and discipline based on existing drug-testing policies.
Also, employee handbook rules on disruptive behavior, confidential company information, use of company logos, disloyalty, and more could spark legal liabilities under the National Labor Relations Act (NLRA). Recently, the National Labor Relations Board’s general counsel released fairly employer-friendly interpretative guidance (GC 18-04) on how different types of work rules may affect NLRA rights and the circumstances when employers likely have legitimate justification for such rules.
Join us on July 16 and get valuable advice on what you should update in your employee handbook to stay compliant. Our presenter, Scott Ruygrok, a skilled labor and employment attorney, will provide insight on recent and coming changes in the law that may affect your employee handbooks.
- Employee handbook updates that should have been made for 2019, and what's coming midyear so you'll be well prepared heading toward 2020
- How to prepare an employee handbook or review your current employee handbook carefully to determine how it needs to be updated for next year
- Examples of handbook wording that could be interpreted in legally risky ways
- Employee handbook policy-drafting mistakes that could be interpreted as hindering employees from believing they can report violations to the EEOC or another agency
- A list of vital policies to always include
- Disclaimer language to always include in your employee handbook, plus required state caveats
- How to generally craft an employee handbook that covers the policies you need
- How to avoid inadvertently creating a binding contract with your handbook language
- And much more!
YOUR EXPERT INSTRUCTOR
A. Scott Ruygrok Esq.
Adrianus Scott Ruygrok is an associate in the Orange County, California, office of Jackson Lewis P.C. His practice focuses on providing preventive advice and counsel, as well as representing employers in workplace law matters. He regularly advises clients on compliance with federal and state labor and employment laws such as the Fair Employment and Housing Act, Fair Labor Standards Act, the Family and Medical Leave Act, National Labor Relations Act, and the Americans with Disabilities Act. He advises clients on a variety of other labor and employment issues, including wage and hour compliance, leave of absences, paid sick leave, employee benefits, social media, and sexual harassment.
In addition, Ruygrok represents clients in both federal and state courts, as well as before administrative agencies, including the Equal Employment Opportunity Commission, California Department of Fair Employment and Housing, California Department of Labor Standards Enforcement, and National Labor Relations Board. Ruygrok also advocates on behalf of employers during labor representation elections and collective bargaining negotiations.
This program has been submitted for pre-approval for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.