BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20190612T130000 DTEND:20190612T143000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20190612T000000-1000098807-example.com DTSTAMP:20190612T000000 DTSTART;TZID="US/Eastern":20190612T130000 DTEND;TZID="US/Eastern":20190612T143000 SUMMARY: Developing Effective Employee Handbooks: 2019 Critical Issues and Best Practices DESCRIPTION: Employee handbooks have become a valuable tool in providing important information to employees. Handbooks describe what employers expect of their employees, and what employees can (should) expect from their employers. Handbooks provide critical information about their employers, workplaces, and HR policies and procedures, and describe how employees are expected to fit in. Additionally, employee handbooks formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a “chilling effect” on employees’ activities. Thus, employee handbooks increasingly provide for employers the opportunity to make their workforce more committed to and supportive of organizational goals. At the same time, they also provide the basis for employees’ legal action and can significantly reduce employees’ commitment to organizational success. PRIORITY:3END:VEVENT END:VCALENDAR