This seminar is designed for business owners and managers, human resource professionals, payroll professionals and accountants.
This one-day seminar will educate participants about the laws that regulate employer conduct toward employees and those applying for employment. Participants will learn strategies for avoiding potential liability from matters that arise in the workplace environment. In part one of this seminar, documentation issues are analyzed. They are a growing and increasingly important part of the modern business landscape that should be understood by all business professionals. In part two of this seminar, participants will learn how to ensure that a business’s employee handbook complies with the law while still conforming to the business’s objectives and goals.
8:30 a.m. - 11:00 a.m.
I. How To Review Performance And Impose
A. Basics Of Employment At-Will
B. Employee Manuals
1. Claims Arising From Employee Manuals
2. Guide To The Well Drafted Employee Manual
C. Performance Evaluations
1. Common Mistakes
2. Claims Arising From Performance Evaluations
3. Avoiding Documentation Mistakes
D. Workplace Monitoring And Employee Privacy
1. What May Be Monitored
2. Claims Arising From Monitoring
3. Tips For Monitoring
E. Employee Discipline
1. Progressive Discipline
3. Claims Arising From Disciplinary Action
11:00 a.m. - 11:10 a.m.
11:10 a.m. - 12:30 p.m.
II. Responding To Employee Complaints
Without Making Things Worse
A. Your Written Policy
B. What Complaints Should You Encourage Employees To Lodge?
C. Who Should Investigate Employee Complaints?
D. What Is The Nature Of The Complaint?
E. What You Should Never Do When Responding To Any Employee Complaint
F. Summary Of Employment Law Regarding Retaliation
G. War Stories
12:30 p.m. - 1:30 p.m.
Lunch (On Your Own)
1:30 p.m. - 1:40 p.m.
III. Top Ten Reasons Why Your Company
Should Have An Employee Handbook
1:40 p.m. - 2:00 p.m.
IV. How To Make Sure Your Employee
Handbook Does Not Create A Contract Of
A. At-Will Policy
B. Handbooks As Express Or Implied Contracts
C. Use Of Disclaimers To Prevent The Creation Of Implied Contracts
D. Necessity Of Consistent Application Of Policies Even With A Disclaimer
2:00 p.m. - 2:30 p.m.
V. Communicate Your Commitment To Equal
A. Equal Employment Opportunity Statement
B. Policy Against Sexual And Other Forms Of Harassment
C. Special Obligations Of Federal Contractors
2:30 p.m. - 2:40 p.m.
2:40 p.m. - 3:00 p.m.
VI. Identify Workplace “Ground Rules”
A. Attendance And Punctuality
B. Access To Personnel Records
D. E-Mail Policy
E. Searches On Employee’s Property
F. No Solicitation/Bulletin Boards
G. Drug And Alcohol Policies
H. Personal Appearance And Dress
L. Visitor Rules/Access To Premises
M. Confidential Information
N. Safety And Health Policies
O. Criminal History Checks
3:00 p.m. - 3:30 p.m.
VII. Describe Your Compensation Policies
A. Pay Periods
B. Define Full-Time, Part-Time, Temporary And Other Categories Of Employees
C. Pay Deductions
D. Overtime Pay
E. Fair Labor Standards Act Issues
3:30 p.m. - 3:45 p.m.
VIII. Clearly Identify And Explain Your Policies
Designed To Assist Or Benefit Employees
A. Leave Of Absence Policies
C. Employee Assistance Programs
3:45 p.m. - 4:00 p.m.
IX. Guidelines To Termination Of
A. Preferred Notifications
B. Act 13 Requirements
C. Severance Pay
E. Exit Interviews
F. Policy On Post-Employment References
4:00 p.m. - 4:30 p.m.
X. Communicate Your Expectations
Regarding Employee Conduct And
A. Disciplinary Procedures
B. Grievance Procedures