An employee handbook is essential to your overall business operations because it establishes workplace policies, explains benefit options, and provides the general framework for addressing everyday issues that arise in your workplace. Having a well-written document is important, but making sure that your employee handbook is up-to-date may be even more important when it comes to defending employment claims.
Order this in-depth, 90-minute audio conference recording all about the subtle tweaks you should make to your handbook in light of recent legal developments, and how to ensure that your policies are current, actionable, and fair.
Our expert–an experienced employment law attorney–will provide you with detailed information and a checklist that can help you identify whether to revise, or scrap and rewrite, sections of your handbook.
You and your colleagues will learn:
- What your ADA, FMLA, and COBRA policies should say in light of recent legal developments
- The optional policies you might want to add
- How to draft language about commuter benefits in light of the American Recovery and Reinvestment Act
- Handbook essentials, including what’s generally acceptable to include and what’s generally off-limits
- The most common mistakes to avoid when drafting and enforcing any policy, whether it’s brand-new or has been in place for years
- How to effectively communicate policy changes to your employees
- The essential language to include when updating your handbook so old policies can’t come back to haunt you
This audio conference was recorded on Thursday, August 20, 2009
About Your Speaker:
Michelle Lee Flores, Esq., is a partner in the Los Angeles office of Greenberg Traurig, LLP. She focuses her practice on employment matters, including litigation and compliance matters. Flores serves as primary counsel in all aspects of litigation, including jury and bench trials, arbitration and mediation involving wrongful termination, employment discrimination, employment-related Internet and multimedia issues, unfair competition claims, and various general business and entertainment disputes. Flores also prepares workplace policies and procedures manuals, drug testing policies, employment contracts and separation agreements, and harassment and discrimination prevention policies, including preventive counseling and in-house seminars.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
