2026 Handbook Overhaul: Navigating Critical Updates! Does the OBBB Act Impact the Employee Handbook?

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Margie Faulk

Speaker: Margie Faulk

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HR Compliance Webinar Image
Date
03 October, 2025 (Friday)
Time
10:00 AM PDT | 01:00 PM EDT
Duration
90 Minutes

Overview


If there's a time to rethink your handbook, now. The timelines have less to do with the year 2026, the obvious time to roll out a replacement handbook, and more to do with the wave of changes that recently swept the workplace based on the change in administration and their updated policies, including the One Big Beautiful bill Act.
The OBBB Act, signed into law on July 4, 2025, impacts employee benefits and payroll administration. You should update your employee handbook to address the following changes:
  • Tip and overtime tax deductions: For tax years 2025 through 2028, the OBBB Act creates new, temporary federal tax deductions for eligible employees.
    • Tip deduction: Employees in customarily tipped occupations can deduct up to $25,000 in qualifying tips from their federal taxable income.
    • Overtime deduction: Employees can deduct up to $12,500 of qualified overtime premium pay from their federal taxable income ($25,000 for joint filers).
    • Employer reporting: You must update payroll systems to separately track and report both qualified tip and overtime pay on employee Form W-2s. Your handbook should clearly explain that these earnings are still subject to Social Security, Medicare, and state taxes.
Beyond the OBBB Act, you should also consider other updates for 2025:
  • Remote and hybrid work policies: Formally document expectations for working hours, communication, equipment use, and security for remote and hybrid employees.
  • Artificial intelligence (AI): Establish clear guidelines for using AI in the workplace, including which tools are approved and for which tasks.
  • Updated paid leave laws: Check your local and state laws, as many jurisdictions are implementing new requirements for paid sick and family leave. For instance, California has new sick leave provisions for 2025.
  • Anti-harassment and inclusion: Ensure your anti-harassment and anti-discrimination policies reflect current legal guidance and include a clear, accessible reporting procedure. Using inclusive language throughout the handbook is also recommended.
  • Employee classification: Revisit rules on overtime exemptions, particularly in light of recent court rulings and increased salary thresholds. Some states also have their own minimum salary requirements. 
Federal, State, and Local regulations are in place, and regulatory agencies are revving up audit focus for 2025 and beyond. For example, Immigration Enforcement requirements.  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 temporary and permanent changes in the workplace.

Area Covered

  • Participants will learn, identify, and prepare for employee handbook violations.
  • Participants will learn what policies need to be added to their employee handbook now that the OBBB Act is law
  • 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.
  • Learn how the Department of Labor (DOL), and the Equal Employment Opportunity Commission (EEOC) adapted to the changes based on the results of the OBBB Act
  • 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 if they are not compliant.
  • What policies are “must-haves” for your employee handbook?
  • Learn how AI will impact the workplace and what guardrails need to be in place to avoid discriminatory perceptions
  • Social media and the impact of penalties when employees choose to speak negatively about their Employer.
  • 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.

Why Should You Attend


The OBBB Act is not the only change we will need to adjust to our Employee Handbooks. 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. Is your employers ready for the 2026 Employee Handbook updates?

Who Will Benefit?

  • All Employers
  • Business Owners
  • Company Leadership
  • Compliance professionals
  • Payroll Administrators
  • HR Professionals
  • Managers/Supervisors
  • Small Business Owners 

Speaker

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
 

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