Thursday, September 1, 2016 at 1pm ET

Duration: 90 minutes

TYour employee handbook is your first line of defense against employee lawsuits. A good one will stand up in court and protect your company. But an outdated or poorly drafted one – containing buzzwords, promises you can’t keep, or vague or unnecessary language– is a dream come true for disgruntled employees and their attorneys.

Even if you updated your employee handbook in the last year, you can’t assume your company is safe. Handbooks must be continually re-examined and updated to keep up with the latest government regulations. And the past 12 months in particular, have been jam-packed with employment law changes that require adjustments to your written policies and guidelines.

There’s also a new sheriff in town – the National Labor Relations Board (NLRB) – an agency that has made huge waves in the employment world by pronouncing exactly what at-will language you need in your handbook to avoid an unfair labor charge.

Just a few of the areas where your handbook could be lacking:

• Updated discrimination and harassment policy to include sexual orientation & identity
• NLRB approved at-will statement
• A Civility statement that doesn’t clash with right to organize
• Clarified FMLA policies to include same-sex spouses
• Provisions for breaks and accommodations for nursing mothers
• Revised guidelines for off-the-clock and overtime work in accordance with new overtime regulations

To ensure your handbook isn’t a lawsuit waiting to happen, please join employment law expert Anniken Davenport for this informative and interactive webinar.

LEARNING OBJECTIVES

This session will cover: