Do Your Policies Or Employee Handbook Reflect The16-20 New Labor Regulations

Margie Faulk

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Employee handbooks have been a tool for Employers from small to large companies for several years. Many companies, elect to have employee handbooks and utilize employee handbook templates that are provided on-line which we call “cookie cutter handbook” since they are created as a “one size fits all”. Unfortunately, employee handbooks can be a huge risk if not updated regularly, adapted to each company, reflect policies that are followed consistently and reflect current regulations. Employee handbooks are also a critical communication tool for employees to understand what the company expects from them as well as what the company expects from employees. In my workplace compliance experience, employees review the handbook when they are new employees coming onboard to company and when they are considering leaving the company or when they are considering suing the company

Course Objective

  • Participants will learn, identify and prepare for employee handbook violations
  • Participants will be aware of all the new regulations that will impact their company
  • The course will identify the most common employee handbook violations and how to mitigate them
  • 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
  • New paid leave laws and how Employers can manage them
  • Impact of “Ban the Box” regulations on criminal background screening regulations
  • Best practices in developing an employee handbook
  • What is the difference between employee handbooks and company policies?

Course Outline

I know that sounds like paranoia but, in the world of compliance it is better to be proactive than reactive. Many lawyers who are colleagues say that the employee handbook is one of the first set of documents they request and review when working with employees on potential discrimination allegations, wrongful termination lawsuits or harassment cases just to name a few. It is important for risk management, that employees have a handbook that is current, includes the necessary regulations and portrays the guidelines that will sustain “the first line of defense” that employment law attorneys seek when defending companies from potential litigation. Now that it is clear how important a current employee handbook is to companies as a risk factor, add all the changes in laws that have occurred since 2016. There have been numerous changes in regulations and laws impacting companies depending on where they are located, the number of employees, if they are multi-state, national, federal, public sector or private companies. You add new laws, changes with the Department of Labor (DOL), (EEOC), Department of Homeland Security (DHS), Immigration and Privacy focused regulatory entities, and there is potential for a few of those regulations to slip through the cracks. New regulations, new focus and pending regulations include:

  • Policies Vs Employee handbook
  • Family Medical Leave Act new guidelines
  • Social media 
  • National Labor Regulations Board (NLRB)
  • Collective bargaining
  • Concerted activity
  • New leave regulations (paid and unpaid)
  • Americans with Disability Act (ADA) and America with Disability Act Addendum (ADAA)
  • Data Privacy
  • Retaliation
  • Sate specific laws
  • Leave benefits
  • Marijuana regulations
  • Wage increases
  • New labor poster updates
  • Immigration
  • Meal and breaks
  • Employment classifications
  • Independent Contractor vs Employee
  • Occupational Safety and Health Act (OSHA)
  • Withholding pay to pay for company equipment
  • Overtime
  • Criminal Background screening and New “Ban the Box” regulations
  • New workplace drug testing.
Although this list is long, it is not exhaustive. Although there are updates in regulations, some of the regulations that are impacting Employers have been in place but Employers were not aware. I want to give Employers, HR professionals, Owners, compliance professionals and managers/supervisors the tools they need to stay on top of these employee handbook updates to avoid, survive and mitigate potential lawsuits.

Target Audience

  • Executive Leadership
  • Human Resources professionals
  • Compliance/ Risk Management professionals
  • Manager/Supervisors
  • Office Managers or Person Responsible for human resources
  • Employers and Business Owners

Webinar Events
Live -Coming soon!

Training CD-DVD

Physical CD-DVD of recorded session will be despatched after 72 hrs on completion of payment

Recorded video

Recorded video session

Speaker: Margie Faulk, PHR, SHRM-CP

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

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