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Employee Handbook 2022 Update. Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations

instructor
By: Margie Faulk
Schedule: 12 October, 2022 (Wednesday)
Time: 12:00 PM PDT | 03:00 PM EDT
Duration: 90 Minutes
Webinar ID : 1852

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Webinar Details

Many companies have challenges keeping track of and keeping up with all the workplace laws and regulations that impact companies with more than 20 employees when they are in one state. Think of the challenges when the company has locations in multiple states and even across international locations.

Companies are at risk of several workplace laws that can impact many parts of an organization. Staffing, hiring, compensation, background screening, employee leave management, performance, social media, public sector, termination, and discrimination are just some of the areas that will impact risk management in companies and companies should take this seriously.

WHY SHOULD YOU ATTEND?

Fines and penalties lead the list of compliance concerns in multi-state laws. What works in one state will not work in another. A company without a knowledgeable HR professional or compliance resource can get drowned in all the ways that the multi-state differences can be confusing, time-consuming, multifaceted, and complicated to ensure that an organization complies. Here are other factors that can impact the risk for multi-state organizations. This Webinar will help you identify the many workplace regulations that impact not only state-specific organizations, but, will help identify the numerous regulations for multi-state organizations.

AREA COVERED

  • What resources can assist organizations in creating strategies to mitigate multi-state challenges
  • To identify what state-specific regulations, must comply
  • What multi-state regulations they need to be aware of and what policies they need to create
  • Which multi-state regulations impact Employers more than others
  • Which new laws have changed the playing field for Employers to reduce risk
  • What policies can be created to mitigate all the new regulations
  • Whether to create policies or create an Employee Handbook to mitigate multi-state laws
  • What communication strategies need to be developed to ensure effective communication by Employers to employees on the many multi-state regulations
  • What tools need to be used to arm Employers with the many resources that will help them mitigate these regulations
  • Employee applications
  • Criminal Background Screening Regulations
  • DOL New Overtime Rule
  • Salary Question Prohibited in Hiring
  • Paid leave laws
  • Pay equity
  • Employee wages/minimum wage
  • Employee classification
  • Drug Testing Guidelines
  • Marijuana Legalized in the Workplace
  • Immigration compliance
  • Employee handbooks
  • Reporting
  • Retaliation
  • Domestic Violence, Sexual Assault, and Stalking Policies
  • Independent Contractors vs. employees
  • The Equal Employment Opportunity Commission (EEOC) Pay Data Reporting

WHO WILL BENEFIT?

  • Federal Contractors
  • Department Heads
  • Human resources professionals
  • Compliance professionals
  • Payroll Professionals
  • Managers/Supervisors & new and potential managers
  • Office Managers responsible for HR responsibilities
  • The person responsible for the Affirmative Action Plan (AAP) and Equal Employment Opportunity Commission (EEOC)

Fines and penalties lead the list of compliance concerns in multi-state laws. What works in one state will not work in another. A company without a knowledgeable HR professional or compliance resource can get drowned in all the ways that the multi-state differences can be confusing, time-consuming, multifaceted, and complicated to ensure that an organization complies. Here are other factors that can impact the risk for multi-state organizations. This Webinar will help you identify the many workplace regulations that impact not only state-specific organizations, but, will help identify the numerous regulations for multi-state organizations.

  • What resources can assist organizations in creating strategies to mitigate multi-state challenges
  • To identify what state-specific regulations, must comply
  • What multi-state regulations they need to be aware of and what policies they need to create
  • Which multi-state regulations impact Employers more than others
  • Which new laws have changed the playing field for Employers to reduce risk
  • What policies can be created to mitigate all the new regulations
  • Whether to create policies or create an Employee Handbook to mitigate multi-state laws
  • What communication strategies need to be developed to ensure effective communication by Employers to employees on the many multi-state regulations
  • What tools need to be used to arm Employers with the many resources that will help them mitigate these regulations
  • Employee applications
  • Criminal Background Screening Regulations
  • DOL New Overtime Rule
  • Salary Question Prohibited in Hiring
  • Paid leave laws
  • Pay equity
  • Employee wages/minimum wage
  • Employee classification
  • Drug Testing Guidelines
  • Marijuana Legalized in the Workplace
  • Immigration compliance
  • Employee handbooks
  • Reporting
  • Retaliation
  • Domestic Violence, Sexual Assault, and Stalking Policies
  • Independent Contractors vs. employees
  • The Equal Employment Opportunity Commission (EEOC) Pay Data Reporting
  • Federal Contractors
  • Department Heads
  • Human resources professionals
  • Compliance professionals
  • Payroll Professionals
  • Managers/Supervisors & new and potential managers
  • Office Managers responsible for HR responsibilities
  • The person responsible for the Affirmative Action Plan (AAP) and Equal Employment Opportunity Commission (EEOC)

SPEAKER PROFILE

instructor

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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