Attorneys and consultants continuously receive phone calls from beleaguered clients with employment law and staff relations questions like, “How much vacation does a new employee earn?” “What do I do if an employee is called to military, jury or witness duty?” “When must I pay overtime and how is it calculated?” “Can an employee demand to look in his personnel folder?” One of my managers has been accused of sexual harassment and discrimination! What should I do?” These and similar questions should be answered in your company’s employee handbook. With very few exceptions, we recommend that our clients have an employee handbook. An effective handbook promotes better employee relations by reducing misunderstandings and complaints about employer policies and procedures and helps to ensure that all employees are treated in an equitable and consistent manner. Additionally, a well-written and maintained handbook assists you in complying with the many local, state and federal laws, regulations and guidelines, thus avoiding time-consuming and costly litigation. You will learn: How to design, implement, administer and maintain your employee handbook The difference between a company’s policy manual and its employee handbook Why you should have a separate company policy manual and a separate employee handbook Whether your handbook is or is not regarded as an employment contract How employment-at-will works How a well-written employee handbook and company manual can serve as a defense should you and your company find yourselves before the bench. You will also learn: How to handle reference requests Hiring and Interviewing Standards of Conduct How to write Job Summaries Wage & Salary Administration Benefits Administration How to handle a Sexual Harassment claim Problem Resolution Performance Evaluation Discipline Non-disclosure and non-compete Termination of Employment

Seminar Mgmt 110