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HR & PAYROLL

Home HR & Payroll Employee Handbooks Audits in 2024 by the NLRB! Employers Need
to Make Changes to Be Compliant with Federal Policies or Risk Litigation!


EMPLOYEE HANDBOOKS AUDITS IN 2024 BY THE NLRB! EMPLOYERS NEED TO MAKE CHANGES TO
BE COMPLIANT WITH FEDERAL POLICIES OR RISK LITIGATION!

Live Webinar

 * SPEAKER
   
   Margie Faulk - PHR, SHRM-CP

 * DATE
   
   Jan 25, 2024

 * TIME
   
   15:00 PM EST

 * DURATION
   
   90 Min

$229.00
Book Now
 * Overview
 * Speaker
 * CEUs

Overview:

 

On August 2, 2023, the National Labor Relations Board (NLRB) adopted a new
burden-shifting standard for evaluating whether work rules infringe upon
employees' rights under Section 7 of the National Labor Relations Act (NLRA).

 

Employers will need to think carefully about how to defend some of their
corporate policies, such as ones about cameras at a worksite, social media use,
and appropriate workplace conduct, in light of a recent decision by the National
Labor Relations Board (NLRB).

 

In Stericycle, an administrative law judge found that the employer violated the
NLRA by maintaining certain policies for its employees that addressed personal
conduct, conflicts of interest, and confidentiality of harassment complaints.
The NLRB announced a new standard for whether work rules violate the NLRA and
sent the case back to the judge to consider the ruling in light of the new
standard.

 

Under that standard, if an employee could reasonably interpret the work rule to
have a coercive meaning, the NLRB general counsel would have met her burden to
prove that the rule has a reasonable tendency to chill employees from exercising
their NLRA rights.

 

A code of conduct or other Employee Handbook policies will certainly be impacted
by this decision. Other impacted policies would be nondisclosure agreements,
confidentiality agreements, any policies requiring respectful conduct, or
policies regulating social media use.




Learn how Employers should review and make changes to their Employee Handbook
policies to comply with the NLRB Rules and avoid allegations of violations of
Concerted Activity Laws.


 

The NLRB enforces the National Labor Relations Act, which gives both unionized
and non-union employees certain rights in the workplace. Find out how the
changes at the NLRB may affect your company and why you might want to start
making changes in your Employee Handbook now.

 

Session Highlight:


·       Learn how the NLRB impacts Employee Handbooks and Why We Should care.

·       Learn how the NLRA and the NLRB impact employee handbook policies and
how the NLRB interprets the policies by Employers.

·       Learn how concerted activity is a critical protection impacted by the
Employee Handbook policies.

·       Learn how creating an effective Employee Handbook will help Employers
mitigate federal, state, local, and NLRB requirements.

·       Learn how the Boeing & Stericycle case decisions will impact how
Employers will interpret NLRB enforcement.

·       Learn what Role the NLRA and the NLRB have on non-union employees.

·       Learn how employees can have leverage over Employers based on Employee
Handbook policies on disciplinary actions involving employee behaviors.

·       Learn what policies are at risk of violating the new NLRB Laws.

·       Learn how you can prepare for the changes before you are violated for
non-compliance.

·       Learn which policies should be revised immediately.

·       Learn how training of HR/Managers/Supervisors will impact the company
effectively and should be mandated as part of the policy changes.

 

Why Should You Attend:

 

Employers should also "immediately review their policies and handbooks to
determine if any of their existing policies could reasonably be interpreted by
employees as chilling their right to engage in concerted activities and consider
adding disclaimers that the policies are not intended to restrict employees'
rights under the NLRA.

 

The new rule applies retroactively, so even those employee handbooks drafted and
implemented before the Stericycle decision are subject to this heightened level
of scrutiny. The NLRA protects "concerted activities" that employees engage in
to improve working conditions. What is Concerted Activity and Why Should
Employers Care?

 

Protected Concerted Activity is a legal term used in labor policy to define
employee protection against employer retaliation in the United States. The term
defines the activities workers may partake in without fear of employer
retaliation.

 

Benefits For Attending:

 

This training will provide you the information about the changes in Employee
Handbook policies to comply with the NLRB Rules and avoid allegations of
violations of Concerted Activity Laws. In addition, each training I offer free
customized compliance tools for all attendees. Also get:


·       SHRM Recertification PDU Credits

·       Free customized compliance tools in the form of guides, templates,
policies, and toolkits

·       Additional HR Compliance Supplemental Slides

·       Free answer to all questions even after the training ends

 

Who Should Attend:


·       All Employers

·       Business Owners

·       Company Leadership

·       Compliance professionals

·       HR Professionals

·       Managers/Supervisors

·       Employers in all industries

·       Small Business Owners

·       Large Business Owners

 


Ask your question directly from our expert during the Q&A session following the
live event.

 

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,
Non-profit sectors and international compliance.  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 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).






1.5 SHRM-CP & 1.5 HRCI Credits


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