2021-2022 Employee Handbook Updates! Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations

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.
Over 26-35 regulations have changed since 2016. If you haven't updated your employee handbook since 2018-2020, your handbook is already outdated.
Multi-State regulations have increased and continue to expand to other states.

• Participants will learn, identify and prepare for employee handbook violations
• 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 what five employee handbook policies do more to reduce risk when added to your handbook
• New Employee Handbook changes established in June 2018 that help Employers!
• 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
• What policies are "must have" for your employee handbook?
• Social media and the impact of penalties when employees choose to speak negatively about their Employer
• New paid leave laws and how Employers can manage them
• Impact of "Ban the Box" regulations on criminal background screening regulations
• States where asking candidates for salary history has been prohibited. This means removing the salary history in handbooks, applications, and career websites
• Best practices in developing an employee handbook
• What is the difference between employee handbooks and company policies?
• Learn What employee handbook policies will be outdated before the year is out
• Identify the best practices that can propel your company to be compliance savvy
• 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" if you sued are

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.

• Business Owners
• Employers
• HR professionals
• Office Managers
• Facilities Managers
• Workplace Compliance professionals
• Professionals responsible for paid and unpaid leave management
• Any person wanting to keep up to date with workplace regulations and not pay fines and penalties

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).