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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

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.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.


  • Myths about what should be in the Employee Handbooks
  • What should be included in the Employee Handbook based on Federal, State and Local regulations
  • What are the key violations in an Employee Handbook?
  • What does the National Labor Relations Board (NLRB) have to do with Employee Handbook?
  • What new regulations have been in place by the NLRB to make Employers breathe a sigh of relief?
  • Why do Managers make a significant impact in your Company’s Employee Handbook?


Did you know that Employee Handbooks can be a risk or a benefit for Employers? For years an Employee Handbook has been one of the first documents employment law attorneys request when they are planning to pursue workplace charges against an Employer. Shouldn’t you ensure that your employee handbook protects your company instead of exposing it to numerous risk? Let me help you create an employee handbook that will reduce your company’s risk and help you mitigate the numerous workplace regulations that can impact your company.


  • What new requirements are based on state by state regulations?
  • The impact of criminal background checks in the Employee Handbook and Company policies?
  • How has sexual harassment requirements changed in the MeToo movement?
  • How have pay practices and regulations changed the view of Women and Minorities?
  • What Employee Handbook mistakes put your Company at risk for fines, penalties and criminal sanction?
  • New legal updates to prepare for Employee Handbook in 2018-2019.


  • Business Owners, Company Leadership and Board of Directors(CFO, COO, CEO)
  • Federal ContractorDepartment Heads
  • Human resources professionals
  • Compliance professionals
  • Payroll professionals
  • Managers/Supervisors & new and potential Managers
  • Office Managers responsible for HR responsibilities


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. Her focus is on multi-state, national, state and local workplace compliance. Additionally, She is working on International compliance initiatives like International Privacy Issues, Drafting & Implementing policies, Reviewing and Amending Global Employment Policies, Cross-Border Reductions in Force and Restructurings, Multi-jurisdictional employee investigations, Immigration, Global Diversity Programs, Expatriate Legal Issues, and General Data Protection Regulations (GDPR).

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 the 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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