Updating Your Employee Handbook to Comply With Recent Changes

On Demand Webinar Credits HR Certification Institute, ASA, SHRM, CLE, NASBA

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Keep your company protected with a foolproof employee handbook.

Most employers were unprepared for the changes brought about by the pandemic and the concurrent political climate. As a result, employers did not have policies, procedures, or training for remote and hybrid workforces. Today, many employees demand that they continue to work remotely and have redefined what they expect of employers. This change has led to unforeseen challenges that contributed to the great resignation.

During this course, you will recognize some of the risks associated with a remote or hybrid workforce, including employee classification, proper tracking of time and attendance, and obligations created by the state in which remote employees work. These are some of the contributors to the perfect storm. This material will review proactive steps to combat the perfect storm so employees can be engaged, risk can be mitigated, and retention will not be nearly as problematic.

Learning Objectives

  • You will be able to discuss proactive strategies that blend the organization’s policies with best practices.
  • You will be able to identify steps that your organization should take to update the employee manual and other policies so that they clearly describe what is expected of the workforce.
  • You will be able to recognize ways to enhance communication so that employees clearly articulate what is expected in a respectful manner that promotes engagement.
  • You will be able to review job descriptions and actual work to determine whether any employees are misclassified.
Agenda
Pdating Policies in Light of Major Changes Over the Past Two Years
  • Many Companies Have Not Updated Their Policies to Reflect Remote and Hybrid Work Forces
  • This Has Led to Unclear Expectations of Teams
  • This Has an Impact on Employee Productivity and Engagement
  • This Leads to Employee Retention Issues
Companies May Have Employee Classification Issues
  • The Manager Exemption
  • The Outside Sales Exemption
  • The Potential Cost to Employers If There Is Misclassification
  • Steps Employers Can Take to Minimize Risk
Harassment Prevention
  • Two Years of New Hires Who May Not Have Been Trained
  • New Managers
  • Employees in Jurisdictions in Which Training Is Mandatory
  • Use of Social Media With a Remote Workforce Has Empowered Some to Harass Others
Up to the Minute Update
  • Executive Orders (Federal, State, and Local)
  • Rapidly Evolving Developments in Court
  • Guidance From the CDD
  • Bring Attendees the Latest Best Practices as of the Morning of the Program

Who should attend?

This live webinar is designed for human resource managers, benefits and payroll administrators, personnel managers, business owners and managers, and attorneys.

In Partnership With Lorman


Your Instructor


David G. Gabor
David G. Gabor
  • Founder and director of DGN Workplace Initiatives
  • Partner with The Wagner Law Group
  • Has extensive experience in human resources, litigation, and alternative dispute resolution
  • Human resources practice includes compliance, drafting policies, preparing manuals, conducting training, handling workplace investigations, conducting auditing, and counseling clients in all aspects of the employee-employer relationship
  • Litigation practice includes employment discrimination, employee classification, wage and hour, unfair competition, noncompete, and ERISA matters
  • Conducts regular seminars, workshops, and webinars on matters concerning employment law and human resources
  • Recognized as a Super Lawyer in New York, Massachusetts, and New England
  • J.D. degree, Touro College Jacob D. Fuchsberg Law Center; B.A. degree, The University of Michigan

Credits

OnDemand Course

Applications have not yet been submitted for Delaware, Idaho, Kentucky, Maine, New Hampshire, Ohio, Oklahoma, South Carolina, and Wyoming CLE for this course. However, if you are interested in obtaining CLE for any of the listed states or have any additional credit questions please email us at [email protected]

This course was last revised on December 16, 2019.

  • AR CLE 1.5
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
  • CA MCLE 1.5
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
  • WA CLE 1.5
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of A/V credit under the Law & Legal Procedure category.

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • ASA 1.0
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
  • AL CLE 1.0
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.0 hours credit.
  • AR CLE 1.0
  • This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
  • Arizona CLE 1.0
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
  • CA MCLE 1.0
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
  • CT CLE 1.0
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
  • HI CLE 1.0
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
  • IL CLE 1.0
  • This course was approved for a total of 1.0 hours of MCLE Credit by the Illinois MCLE Board.
  • NH MCLE 1.0
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 60 Minutes.
  • NJ CLE 1.2
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
  • PA CLE 1.0
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
  • RI CLE 1.0
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
  • VT CLE 1.0
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hours of CLE credit.
  • WA CLE 1.0
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of Law & Legal Procedure credit.
  • WI CLE 1.0
  • This program has been approved by the Board of Bar Examiners for 1.0 hours for use toward the Wisconsin Mandatory CLE requirement.
  • WV MCLE 1.2
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.2 MCLE hours.
  • HRCI Approved ProviderHR Certification Institute 1.0
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.0
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
  • National Registry of CPE SponsorsCPE 1.2 including Personnel/HR 1.2
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org. CPE Credit: Maximum Credit Hours: 1.2 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.2 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.

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