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Employee Handbooks: Critical Issues in 2021

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Course Description:

         After running a successful "Employee Handbooks: Critical Issues in 2021" we got loads of requests for the same for 2019. Around March of 2021 is the right time to update your employee handbook.

From a compliance perspective, the NLRB, the DOL, and OFCCP have identified significant issues to be addressed. From employment-at-will policies, to wage and hour classifications, to the treatment of independent contractors, organizations will have to ensure that they properly define and manage these issues. For federal contractors, they will additionally have to ensure that they comply with recent changes and updates.

         From a management perspective, employee handbooks are taking on new importance. Your organization increasingly needs to ensure that it properly communicates key issues that encourage positive employee performance; that it describes the value and importance it receives from positive employees’ activities; and that it helps market the benefits of employment with your organization. Increasingly you will be answering the question: Why should employees work for you.

         Unfortunately, a nationwide survey of employers showed that while organizations use employee handbooks to address key business, legal, and talent management challenges, they have limited the effectiveness of their handbook policies by using ineffective handbook practices. As the survey report noted, in many organizations there is a disconnection between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented. These issues will become more important - and a greater liability in 2021.

Why should you Attend?

This webinar on "Employee Handbooks: Critical Issues in 2021" reviews key employee handbook issues and discusses how your organization can reduce the gap between policy issuance and effective implementation.

Thus to increase the effectiveness of your employment policies, your organization will have to:

  • 1) Enhance its business, operational, and legal intelligence to ensure it has identified the changing external and internal factors that affect its policies
  • 2) Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
  • 3) Establish new metrics to assess handbook policies and practices performance and measure the achievement of the organization’s goals and
  • 4) Implement internal controls that identify and alert management when employee handbook processes fail.

Areas Covered:

  • Review the key findings of the recent employee handbook survey
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities
  • Develop employee handbook Key Performance Indicators

Who will benefit?

This will benefit a wide array of Professionals such as:

  • HR Professionals
  • Operations managers
  • External and Internal Auditors
  • CEO's and CFO's
  • Risk Managers

Registration Options

Avail 12 months unlimited access for a single user.

Material shipped within 15 days post webinar completion & get life time access for unlimited participants.


Handbook Development Process, Reduce Policy Issuance & Implementation Gap, Employee Handbook Audits, Metrics to Assess Handbook Policies, Key Performance Indicators, Employee Handbooks: Critical Issues, Employee Handbook Framework, Employee Handbooks, Controls to Identify failure

Speaker Details

Ronald Adler

Ronald Adler

Human Resource Consultant

Ronald Adler is the president and CEO of Laurdan Associates, a veteran-owned, human resource management consulting firm in Potomac, Md., specializing in HR audits, employment practices liability risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance management issues. Mr. Adler has more than 38 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Refund Policy

Participants/Registrants for our live events, may cancel up to 72 hours prior to the start of the live session and ComplianceTrain will issue a letter of credit to be used towards any of ComplianceTrain's future events. The letter of credit will be valid for 12 months.

ComplianceTrain will process refund in cases where the event has been cancelled and is not rescheduled within 90 days from the original scheduled date of the webinar. In case if a live webinar is cancelled, participants/registrants may choose between recorded version of the course or a refund. Refunds will not be processed to participants who do not show up for the webinar. A webinar may be cancelled due to unavoidable circumstances, participants will be notified 24 hours before the scheduled start of the event. Contact us via email: