If written properly, handbooks are a valuable tool in the workplace. Governmental agencies, courts and juries look to handbooks to determine your policies and whether you have been fair to your employees.  Handbooks written poorly will inevitably doom you. Poorly written handbooks cause confusion, inconsistency in the workplace, and increased litigation. As the author of a handbook or policy, any ambiguities will be construed against the employer which may nullify your disclaimers. This webinar will teach you to write your handbooks and policies to avoid contractual obligations but at the same time accomplish your purpose of informing employees of your expectations.  

In this program, you’ll learn how to:

What is “at will” employment?

• How a poorly drafted handbook or policy can erode the “at will” status of your employees.
• How to protect your company from the top mistakes that employers make in drafting employee handbooks
• How to prevent claims of implied contract
• How to avoid using language that can give rise to claims of breach of implied contract
• What are the essential disclaimers your employee handbook should contain
• What are the essential policies that your handbook should contain?  What policies should a company have but is not appropriate for a handbook?  
• How to have a well drafted anti-harassment policy that will protect you from future liability
• Why terms like probationary period and introductory period can be problematic.
• How to write a progressive discipline policy that meets your needs but avoiding language that may make these policies a contract.
• Training  your supervisors not to say things contrary to your disclaimers in your handbooks.
• Rulings from the National Labor Relations Board on handbook policies

Who should Attend:

• Human resource Professionals and Managers,
• Human resource generalists,
• In house counsel,
• Benefits Professionals and managers 
• Payroll professionals
• Accounting Professionals
• Tax Professionals