Employee Handbook Requirements for 2024. Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations

An employee handbook is a key compliance tool and can help defend claims involving wage and hour violations, harassment, discrimination and leave disputes. Too often it is handed out at orientation and then ignored. This 75-minute employee handbook compliance webinar explains why regular updates matter.

The National Labor Relations Board (NLRB) oversees handbook policies in both union and non-union workplaces. Under Section 7 of the National Labor Relations Act (NLRA), policies may not stop employees from discussing pay, benefits or safety with colleagues, or from speaking negatively about the company or supervisors.

You'll also look at federal, state, local and multi-state rules, paid leave, ban the box, salary history bans, social media, hybrid and remote work expectations, and which agencies enforce which rules.

• Explain how NLRB rules and NLRA Section 7 concerted activity affect handbook policies
• Identify common handbook violations and how to reduce them
• Determine which federal, state, local and multi-state rules apply to your workforce
• Update policies on paid leave, background checks, salary history and social media
• Set clear expectations for hybrid and remote work
• Communicate handbook updates and collect employee acknowledgments

• Why employers need to follow the NLRB and which policies can be unlawful
• Identifying and preparing for employee handbook violations
• Regulations that affect your company
• The most common handbook violations and how to reduce them
• Which regulatory agency focuses on which regulation
• Policies that can get you into trouble
• Must-have policies for your employee handbook
• Social media and penalties when employees speak negatively about their employer
• Paid leave laws and how to manage them
• How ban the box rules affect criminal background screening
• States that prohibit asking for salary history, and removing it from handbooks, applications and career sites
• Handbook policies likely to become outdated
• Best practices for staying compliance-savvy
• How managers and supervisors can help or hurt workplace compliance
• Training as a first line of defense in litigation
• Communicating updates and getting employee acknowledgment of the handbook

An outdated handbook can become a liability, especially for multistate employers who must track new developments in every state where they have employees. Keeping up can feel burdensome, but falling behind is costly, and policies that once seemed fine may now conflict with NLRB positions.

This session suits HR, compliance and payroll professionals, federal contractors, department heads, managers and supervisors, office managers with HR duties and the person responsible for EEOC matters.

• Federal Contractors
• Department Heads
• Human resources professionals
• Compliance professionals
• Payroll Professionals
• Managers/Supervisors & new and potential managers
• Office Managers responsible for HR responsibilities
• The person responsible for the Equal Employment Opportunity Commission (EEOC)

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).