2012 Relph Benefits Academy Lunch & Learn Sessions

11:30 am to 1:00 pm Eastern (Lunch provided from 11:30 am - Noon)

February 23 - Employee Handbooks: What Every Company Needs to Know and Have
Frank Cania

Employee handbooks usually require a great deal of resources, both financial and human, to create and keep up-to-date. If properly prepared, and consistently followed, these policies help to minimize the burgeoning risks associated with employment-related issues – including litigation.

There are currently no legal requirements for an employer to have an employee handbook. However, there are requirements for specific policies to exist and be posted and/or distributed to employees. If the policies are poorly drafted, violate laws, or if an employer fails to adhere to the policies on a consistent and uniform basis, these documents can actually increase an employer's exposure to litigation and potential liability.

Employee handbooks establish the foundation for the relationship between employees and the company. The handbook should set the tone for the relationship and outline mutual expectations. It’s important to address legal issues, but preparing a handbook exclusively for legal reasons sets a tone of defensiveness and gives the appearance that the company considers employees to be menaces, which need to be controlled, rather than valuable assets and partners in running an efficient and effective company.

So what are some of the most important reasons to have an employee handbook? They can vary from company to company, but a few are universal. An employee handbook:

• Helps to explain the employer’s policies and philosophies;
• Introduces new employees to the environment and culture;
• Communicates the employer’s expectations;
• Assists management in consistent policy interpretation, administration, and enforcement; and
• If used correctly, may provide defenses against some charges and litigation.

In this workshop participants will learn:

• What policies the law required an employer to have and communicate to employees;
• Why an employee handbook may be the appropriate way to communicate those policies;
• Why the order of the policies may matter;
• How changing a few commonly used words can give the employer greater control in specific policies like vacation and PTO; and
• How improperly worded and enforced vacation, sick time, and/or PTO policies can lead to lost exemptions.

Participants will gain a better understanding of what an employee handbook should and should not contain, how to determine of if one or more of their existing policies violates current state and/or federal labor law, why training managers and supervisors on the implementation and enforcement of policies is vital, and the consequences of a poorly written employee handbook.

Frank Cania, is certified by the HR Certification Institute as a Senior Professional in Human Resources (SPHR).  A strong believer in the value of professional certification and continuing education, he regularly conducts workshops to assist HR professionals in obtaining and also maintaining their credentials.  In addition to his undergraduate degree in accounting, Frank will earn his master’s degree in employment law in July, 2011.

Frank is a frequent speaker on HR-related topics and has written professional articles for a variety of publications including HR Now, a magazine published by the New York State SHRM Council.  Frank’s community involvement includes active roles in SHRM on the local, state, and national levels; currently serving as president of the Genesee Valley Chapter of SHRM, as a board member of the NYS SHRM Council, and as a team captain for the recently launched SHRM National Legislative Advocacy Team.  In addition, he serves as a member of the executive compensation and human resource committees for the YMCA of Greater Rochester.