It’s 2017 and What’s in Your Employee Handbook? (Charlottesville)– July 18, 2017

Register HERE

A Joint Woods Rogers and Healthcare Compliance Resources Learning Experience.

Speakers: Michael P. Gardner and Stephen Burt, BS, MFA

Tuesday, July 18, 2017 from 9:00 AM to 12:00 Noon

Residence Inn by Marriott Charlottesville Downtown
Lewis & Clark Room
315 West Main Street
Charlottesville, VA 22903

Ask yourself…when’s the last time your employee handbook was updated?  Was it within the last six months? No? Then your handbook is probably a liability.  In some legal cases against employers, employee handbooks have been used as an implied contract, which makes it crucial to make sure your handbook reflects the most current legal changes.  Now is the time to critically review your employee handbooks for revisions.  As we review the labor changes that occurred in 2016, there are several policies that employers should consider adding to their handbooks in 2017.  By having a properly drafted employee handbook that establishes uniform, well-defined employment policies, you will reduce the risk of employee lawsuits.

Course Highlights: During this three-hour program, Mike Gardner, Woods Rogers, and Steve Burt, Healthcare Compliance Resources, will review important changes employers are facing in the coming year, and share expert legal insights regarding what to include in your employee handbook—as well as what to leave out.

Learning Objectives: This essential seminar explores best practice strategies and informative tips for updating your employee handbook to minimize your liability and protect your organization. The following topics will be addressed:

  • EEO rules and why employers need anti-harassment, anti-retaliation and complaint provisions
  • Family and Medical Leave Act
  • Social media, BYOD, and speaking to the media policies
  • Medical marijuana, e-cigarettes, wellness programs
  • Employee drug testing policies
  • The NLRB’s Purple Communications decision and its impact on policies related to usage of employer email and other communication systems
  • Reporting injuries and illnesses and unsafe working conditions without retaliation
  • Make sure handbook provisions don’t discourage employees from reporting potential legal violations to government agencies
  • No-solicitation policies and how the NLRB has narrowed the practical reach of such policies
  • Confidentiality policies, including confidentiality of workplace investigations
  • Audit and video recording in the workplace policies
  • Off-duty employee access
  • Wage and hour policies, including overtime, paid time off and salary deductions
  • Criminal Background Checks and the EEOC Workplace violence and weapons policies
  • Disclaimer language

Register HERE