Human Resources Policies

Employee Handbooks: 2019 Updates


The employee handbook is the document that provides clarity about the nature of employer-employee relationships in an organization. Many organizations tend to overlook its importance, often at their own peril. The employee handbook is a very core tool that provides vital information to employees on what they can and should expect from their employers and offers a means for helping employees fit into the organization in their respective roles.

An employee handbook is also a kind of testament to the organization’s commitment to the employee. It will help them be realistic about their expectations from the organization. All these, however, hold good only when the organization crafts an employee handbook that is pertinent, exact and properly stated.

What happens when any of the critical elements are missing? It leads to a situation where the organization could embroiled in legal hassles. In the absence of clarity in the handbook, the organization presents the employee an opportunity to challenge it legally when she has been subjected to what may constitute unlawful termination. A recent memorandum from the General Counsel of the NLRB puts this in the proper context. To use its own words, incorrectly designed employee handbooks can violate the law and can have a “chilling effect” on employees’ activities.

So, what components does an employee handbook need to have? What aspects do employers need to keep in mind when writing them, and what legal safeguards do employee handbooks need to incorporate into them? All these and more will be explored at a very valuable learning session that is being organized by TrainHR, a leading provider of professional training for the human resources industry, on July 1.

Over the ninety minutes of this webinar, the expert at this webinar, Ronald Adler, the president-CEO of Laurdan Associates, Inc., will get down to explaining the finer elements that need to be kept in mind while creating employee handbooks, which should be written in such a manner both that the employer and the employee are absolutely clear about the legal aspects of the document.

Please visit to register for this session. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


Employee handbooks have evolved over the years from being staid documents containing a set of dos and don’ts to facilitating these among other functions:

  • Enhancing the employment brand
  • Playing a key role in recruitment and retention
  • Enhancing employee relations, employee morale, and productivity
  • Contributing to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • Protecting the organization against claims of improper employee/supervisor conduct
  • Reducing the organization’s exposure to employment related liabilities

The expert will discuss a whole gamut of issues pertaining to employee handbooks, including giving an explanation of what is new for 2019. He will cover the following areas at this session:

  • Key employee handbook issues in 2019
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities

This webinar is of high value to those who deal with employee-employer relationships, such as HR Professionals, Risk Managers, Internal Auditors, In-house Counsel, CFO’s, CEO’s, Management Consultants, and other individuals who want to learn how to use develop and implement employee handbooks.


About the Expert: Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. He is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

A certified instructor on employment practices for the CPCU Society, Ronald has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.


Human Resources Policies

Form I-9 Update


At its simplest, the Form I-9, as described by the U.S. Citizenship and Immigration Services (USCIS), is a form used to verify the identity and employment authorization of individuals that are hired to work in the US. The USCIS requires all US employers to properly and duly complete Form I-9 for each individual they hire for employment in the US, irrespective of whether the employee is a US citizen or noncitizen.

The importance of the Form I-9 underscores the need for compliance in all areas of this document. Noncompliance carries a very heavy cost to the employer. What are the aspects that need to be kept in mind when filling out the Form I-9? How do employers fill it up in a way that is fully compliant with the requirements set out by the USCIS? How do they insulate themselves from legal complications when filling out the Form I-9 for each of their employees?

All these will be described in a thorough manner at a valuable webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on July 3. At this webinar, Dayna Reum, Payroll Tax Manager at PetSmart Inc., will be the expert. Please visit to enroll for this session and gain the immense benefits it brings.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


The core objective of this webinar is to help employers understand ways by which to remain compliant with filling up Form I-9. The expert will take up each section of the I-9, review each part, and explain how to properly complete each of these. She will also describe the laws around discrimination. Other core learning concerns what is allowed to be asked for during the I-9 process, the proper way to handle correcting the I-9 when mistakes are made, the timing and method of storage and retention, and how to understand the I-9’s e-verify.

Dayna will take up answering of the important questions relating to how to get set up and what process to take when doing I-9 and the verifying process. In other words, this is going to be a complete session on all aspects of the I-9, and brings the immense benefit of ensuring that the employer stays compliant with its requirements, the direct result of which is avoidance of penalties in money and legal terms.

This session is of immense value to those handling this important tool, such as HR Professionals, Payroll Professionals, and Managers that complete a form I-9 for new hires. Dayna will cover the following areas:

Working in the US and Employment Verification


How to properly complete the I-9

Section by Section

Correcting Mistakes

Storage and Retention




About the expert: Being experienced in the payroll field for over 15 years, Dayna specializes in payroll basics, global/cultural awareness, immigration basics for the payroll professional, multi-state and local taxation and quality control for payroll, international and Canadian payroll.


HR compliance, hr policies, Human Resources Training

Advanced FMLA: Issues and Solutions


When employers make mistakes in managing Family and Medical Leave Act (FMLA), it can cost a bomb: in the order of an estimated $21 billion in lost productivity, continued health benefits, and labor replacement. The average cost of lawsuits that have resulted from wrongful terminations: $300,000.

The only real way to avoid situations such as this is to be armed to the teeth with the right and proper information about the FMLA’s applications. This is the only genuine antidote to errors in managing FMLA, whose repercussions we have just examined. Information about the law can protect the company and ensure that better and more cost-effective decisions may be made.

Having said this, this is not the easiest of tasks, because, if it were so, companies would not land in this kind of trouble. An indicator of the challenge associated with understanding the law, as well as the interaction of FMLA with other laws, is the fact of studies attesting to the fact that more than half of all employers have granted unverified time off.

A 60-minute learning session from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in the proper perspective. Michael Haberman, co-founder of Omega HR Solutions, Inc., will be the expert at this webinar, which is being organized on May 8.

Please visit to register for this session, which has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).


Among the primary areas of information that a company needs to understand is what constitutes a ‘serious health condition’ under the FMLA. Michael will give an understanding of what constitutes this.

This webinar will also offer clarity on those who may want the company to file an unfair labor practice charge while determining the interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

Other areas on which Michael will clear the many doubts that participants may have include what can be done to identify and address potential abuse of FMLA leave, as well as how FMLA interacts with other similar medical and disability-related leave statutes.  He will also offer tips and tricks for suggested best practices and answer any FMLA-related questions that the participants of this webinar could have.

In this session, which is of immense value to those who deal with FMLA, such as HR Managers, CFO’s, Office Managers, and VPs of HR; Michael will cover the following areas:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA


About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.

Human Resources Training, Workplace Wellness Program

Why is Workplace Wellness Program Important?


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Employers are getting it – sort of. Most believe in the concept of keeping their employees healthy because it just makes sense. Not only does paying attention to this make a difference in the lives of the people who are the most valuable asset to a company, but there are also many benefits to the bottom line – lowered health claims, improved energy and morale, lowered sickness, and improved productivity.

A successful, results-based corporate wellness plan offers various programs with the underlying objective of true behaviour change. To have the biggest impact, a comprehensive approach should include focusing on the individual and implementing group and awareness programs suitable to target the widest range of the population. Individual-based programs may include one-on-one health coaching. Here, the certified health coach works with individuals in achieving personal or family wellness goals. This individual component of the wellness plan ensures accountability, follow up and evaluation which contribute to healthy, long lasting behavioural change. Awareness and group programs need to ensure effective communication strategies that include repetition, small bite-sized information sharing, and ways to ensure the unmotivated are also hearing the same message!

The best way to achieve success with a wellness program is working any chosen initiatives into an overall plan within the organization. The strategic plan may consist of completing a Health Risk Assessment [HRA], establishing a wellness committee, outlining objectives, implementing initiatives and evaluating effort. The results of an HRA outline demographics, employee interests and an overall health risk profile. Strategically aligning the program design to address the results of the HRA, offering programs to support employee interests, and ensuring employee and management objectives are met, all contribute to a healthy return on investment.

Paving the way to motivate the unmotivated isn’t rocket science, but it does take a strategic approach. To achieve optimal engagement with wellness, we need a strategy that is inclusive, encouraging and staged within a healthy environment. This recipe provides the best bet for achievement of a more engaged workforce. Programming needs to be offered to the people who need a wellness program the most – the unmotivated, uninterested and unhealthy. These people respond positively to fresh ideas that are relevant to their needs and their ability to act.

A comprehensive wellness program that is engaging and consistently presents opportunities to increase awareness and move towards health is what works. There is no such thing as a quick-fix approach. The key to program and engagement success is the ability to work with individual employees to ultimately help them modify their behaviours. For some it might be a minor habit adjustment, for others it could be a drastic lifestyle change. This model ensures that a wellness program, tailored for each specific company, will achieve maximum benefits.

The employee wellness industry is growing because it’s easy to see a return on better health. The more programs offered to encourage lasting behaviour change, the healthier the return will be. Healthy employees cost less Period.

How to improve employee wellness programs :


  • Effectively Communicate Wellness Initiatives
  • Garnering leadership support for an Effective Wellness Program
  • Motivating the unmotivated for Wellness Program success
  • Optimizing Engagement with Wellness Initiatives






HR compliance, Human Resources Training

What is the Main role of HR compliance?


Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager these problems are intensified.

Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it’s the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manger was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.


From a business perspective, training managers in the basics of HR compliance basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims.

From a manager’s perspective managing from Day One is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also to safeguard their own career.

From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.


important role of HR Compliance:

  • Dealing with employee complaints
  • Preventing harassment, bullying and general dysfunction

Know more about HR Compliance