What Laws, Regulations and Policies Must Be Part of Your Employee Handbook in 2020?

Employees read the handbook when they join, when they think about leaving and when they consider suing. This 90-minute employee handbook webinar explains which laws, regulations and policies it should contain and why it must be kept current.

Many companies use one-size-fits-all online templates. A handbook that isn't updated regularly, tailored to the company, followed consistently and aligned with current regulations can be a serious risk.

You'll review state-by-state requirements, criminal background checks, how sexual harassment requirements changed after the MeToo movement, pay practices affecting women and minorities, NLRB rules, the role managers play, and the handbook mistakes that can lead to fines, penalties and criminal sanctions.

• Separate myths from requirements for employee handbooks
• Identify what federal, state and local regulations require in a handbook
• Recognize the key handbook violations
• Explain how the NLRB affects handbook policies
• Understand the impact managers have on handbook compliance
• Plan the updates your handbook needs

• State-by-state requirements
• Criminal background checks in the handbook and company policies
• How sexual harassment requirements changed with the MeToo movement
• How pay practices and regulations affect women and minorities
• Handbook mistakes that risk fines, penalties and criminal sanctions
• Myths about what belongs in a handbook
• What federal, state and local regulations require in a handbook
• Key handbook violations
• The NLRB's role and NLRB rules that eased pressure on employers
• How managers affect your handbook
• Legal updates to reflect in the handbook

An employee handbook can protect your company or expose it to risk, and it's one of the first documents employment attorneys request when pursuing workplace charges. This session helps you build a handbook that reduces risk and addresses the many regulations affecting your company.

It suits business owners, company leadership and boards, federal contractor department heads, HR, compliance and payroll professionals, current and new managers and supervisors, and office managers with HR duties.

• Business owners, company leadership, and board of directors (CFO, COO, CEO)
• Federal Contractor department heads
• Human resources professionals
• Compliance professionals
• Payroll professionals
• Managers/Supervisors & new and potential managers
• Office managers responsible for HR responsibilities

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).