What is in Store for Employers When Updating Employee Handbooks in 2025?
Dr. Greg Chartier, SPHR, GPHR, SCP, is a Senior
Consultant with GLOMACS, specializing in human resource programs at the
strategic level. He is a senior human resource professional with
experience in healthcare, banking, pharmaceuticals, manufacturing and
higher education. His academic qualifications include a Bachelor’s
degree from The Citadel, an MBA from Rensselaer Polytechnic Institute
and a Ph.D. from Madison University.
As a
human resource consultant, Dr. Chartier provides outsourcing and HR
management services to firms in the US and is a member of the human
resources faculty of two local universities. He is certified by the
Human Resources Certification Institute (HRCI) as a Senior Professional
and a Global Professional in Human Resources and is a Senior Certified
Professional of the Society for Human Resource Management (SHRM) and is a
national member of SHRM and the Council of Industry.
Greg
is a thought-provoking professional speaker and his wisdom and insights
into management and leadership make him an electrifying speaker and
seminar leader. His seminars are customized to reinforce company
mission, vision, values and culture and the content is practical for
team leaders, managers, supervisors and executives alike.
He
was a member of the faculty at Pace University, where he worked with
the Continuing and Professional Education Programs and the Human
Resources Institute at Pace. He was also a member of the faculty of the
New York Medical College, where he taught in the Masters’ in Public
Health Program.
Currently, he is semi-retired in Western North Carolina working to develop more HR related programs at local colleges.
He is the author of What Law Did You Break Today? A guide to the federal laws and regulations that employers must comply with.
This
webinar has been approved for 1.50 HR (General) recertification
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and SPHRi™ recertification through HR Certification Institute® (HRCI®).
Please make note of the activity ID number on your recertification
application form. For more information about certification or
recertification, please visit the HR Certification Institute website at
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If there’s ever a time to rethink your handbook, it’s now. The timeliness has less to do with the 2025 year, the obvious time to roll out a replacement handbook and more to do with the wave of changes that recently swept the workplace.
The National Labor Relations Board (NLRB) now has submitted its new Employee Handbook changes that can make Employee Handbooks legally unlawful. The NLRB has the authority to monitor and make changes to employee handbooks for union and non-union workplaces. The NLRB mandates that employee handbook policies do not prevent employees from discussing with their colleagues issues about workplace issues like pay, benefits, and safety issues, speaking negatively about the company or supervisors. This legal protection is called “Concerted Activity from Section 7 of the National Labor Relations Act (NLRA).
Federal, State, and Local regulations are in place, and regulatory agencies are revving up audit focus for 2025 and beyond. Many state regulations and multi-state regulations are impacting which laws supersede federal regulations.
Workers’ new expectations may clash with employers’ old policies. Policies that ban flexibility, certain policies as per the National Labor Relations Board, and concerted activity may feel frustratingly out of date.
And yet, many organizations punt on handbook refreshes. I think a lot of companies don’t update their employee handbooks as often as they should.
With the shift to hybrid work/Remote work, organizations must set clear expectations around communication and performance. Managers and associates both play a significant role in making [hybrid work] successful within their teams, and HR teams have an opportunity to provide tools and guidelines to make it even easier.
Areas Covered
- Participants will learn, identify, and prepare for employee handbook violations
- The course will identify the most common employee handbook violations and how to mitigate them
- Learn how the Department of Labor (DOL), and Equal Employment Opportunity Commission (EEOC) adapted to the changes based on the results of the elections
- Learn how to change regulations to be compliant with employee handbook policies
- Participants will learn which regulatory agency will focus on which regulation and mitigate the risk
- Participants will learn what policies will land them in hot water
- What policies are “must have” for your employee handbook?
- Social media and the impact of penalties when employees choose to speak negatively about their Employer
- Learn why Employers need to follow the National Labor Relations Board and why they should care about policies that can be unlawful with new requirements
- Learn how your managers/supervisors can be your ambassadors in workplace compliance or your downfall
- See how training can be one of your “first line of defense” in litigation
Who Should Attend
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Managers/Supervisors
- Small Business Owners
Why Should You Attend
Federal
regulations are not the only changes that are expected. We have learned
that State regulations have superseded the Federal regulations because
the regulation with the most benefit for the employee supersedes them.
Many states have several changes that impact employees in state-specific
and multi-state locations. When you add remote workers, there are many
changes that have to be in place where compliance is key.
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$200.00
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