Labor & Employment

4.42

Drafting and Optimizing Employee Handbooks and Policies: Part I

Credits Available
Credit Status Total
Alaska CLE Approved 3 Total
Arizona CLE Approved 3 Total
California CLE Approved 3 Total
Colorado CLE Approved 4 Total
Connecticut CLE Approved 3 Total
Delaware CLE Approved 3 Total
Hawaii CLE Approved 3 Total
Idaho CLE Upon Request 3 Total
Illinois CLE Approved 3 Total
Maine CLE Approved 3 Total
Minnesota CLE Approved 3 Total
Missouri CLE Approved 3.6 Total
Northern Mariana Islands CLE Approved 3 Total
Montana CLE Approved 3 Total
North Dakota CLE Approved 3 Total
Nebraska CLE Approved 3 Total
New Hampshire CLE Approved 3 Total
New Mexico CLE Approved 3 Total
Nevada CLE Approved 3 Total
New York CLE Approved 3.5 Total
Oklahoma CLE Approved 3.5 Total
Oregon CLE Approved 3 Total
Pennsylvania CLE Approved 3 Total
Rhode Island CLE Upon Request 3.5 Total
Vermont CLE Approved 3 Total
Washington CLE Approved 3 Total
Wisconsin CLE Approved 3.5 Total
West Virginia CLE Approved 3.6 Total
OnDemand
2 hours 58 minutes
Bryce Denny
Genevieve Murphy-Bradacs
With Bryce J. Denny from Law Office of Bryce Denny, L.L.C. + 1 other
Recorded February 27, 2024
Product ID 98052

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Overview

A Practical Guide to Updating Employee Handbooks

Are you up to date on the latest NLRB rules and regulations? What should you include in a remote work policy? To what extent can you limit employee communications? Join our distinguished faculty as they explore best practices for creating and updating handbooks. Build your skills - register today!

  • Get up to speed on the latest NLRB guidance and handbook best practices.
  • Stay informed of critical wage and hour law changes.
  • Examine best practices for creating and revising leave provisions.
  • Discover the dos and don'ts of social media policies.

Abbreviated Agenda

  1. Handbook Updates to Make in Light of New NLRB Rules and Enforcement Actions
  2. Wage and Hour Law 2024: Overview and Changes to Make to Policies
  3. The FMLA, ADA, and Reasonable Accommodation Policies
  4. Social Media and Electronics Policies: What Employers Need to Know

Related Topics

Product ID 98052

Credit Details

Credits Available
Credit Status Total
Alaska CLE Approved 3 Total
Arizona CLE Approved 3 Total
California CLE Approved 3 Total
Colorado CLE Approved 4 Total
Connecticut CLE Approved 3 Total
Delaware CLE Approved 3 Total
Hawaii CLE Approved 3 Total
Idaho CLE Upon Request 3 Total
Illinois CLE Approved 3 Total
Maine CLE Approved 3 Total
Minnesota CLE Approved 3 Total
Missouri CLE Approved 3.6 Total
Northern Mariana Islands CLE Approved 3 Total
Montana CLE Approved 3 Total
North Dakota CLE Approved 3 Total
Nebraska CLE Approved 3 Total
New Hampshire CLE Approved 3 Total
New Mexico CLE Approved 3 Total
Nevada CLE Approved 3 Total
New York CLE Approved 3.5 Total
Oklahoma CLE Approved 3.5 Total
Oregon CLE Approved 3 Total
Pennsylvania CLE Approved 3 Total
Rhode Island CLE Upon Request 3.5 Total
Vermont CLE Approved 3 Total
Washington CLE Approved 3 Total
Wisconsin CLE Approved 3.5 Total
West Virginia CLE Approved 3.6 Total
Select Jurisdiction
CLE

Agenda

All times are shown in

  1. Handbook Updates to Make in Light of New NLRB Rules and Enforcement Actions

  2. Wage and Hour Law 2024: Overview and Changes to Make to Policies

    1. Minimum Wage and Overtime Regulations
    2. Employee Classification: White-Collar Exemptions, Independent Contractors, etc.
    3. Wage and Benefit Discussions Between Employees
    4. When Are Wages “Confidential Information?”

  3. The FMLA, ADA, and Reasonable Accommodation Policies

    1. Bringing PTO and Sick Leave Policies Up to Speed
    2. Best Practices for Creating and Updating FMLA Policies
    3. Leave and Survivors of Violent Crimes - New Developments
    4. Accommodation Policy Drafting Essentials: Outlining How to Request an Accommodation and More
    5. Hybrid and Telework Policies: Clearly Stating Why Positions Can (or Cannot) Be Remote

  4. Social Media and Electronics Policies: What Employers Need to Know

    1. Connecting Social Media Policies to Discrimination and Harassment Policies
    2. Addressing Off-Hours Social Media Use: Legal Best Practices
    3. Outlining Permissible On-Duty Social Media Use (Including Artificial Intelligence Tools)
    4. Taking a Stance on BYOD
    5. Restricting Employee Communications: What You Need to Know
    6. Workplace Privacy and Electronic Monitoring Disclosures

Who Should Attend

This program is designed for attorneys. HR professionals, accountants, and paralegals may also benefit.

Speakers

Bryce J Denny
Bryce J.
Denny
Law Office of Bryce Denny, L.L.C.
Genevieve M Murphy-Bradacs
Genevieve M.
Murphy-Bradacs
Epstein Becker & Green, P.C.
Speaker bio
Bryce J Denny

Bryce J. Denny

Law Office of Bryce Denny, L.L.C.
Bryce Denny

is the owner of Law Office of Bryce Denny, L.L.C., where he primarily practices labor and employment law. He is admitted to practice in both Texas and Louisiana. Mr. Denny was re-appointed in 2017 to a three-year term on the Louisiana State Bar Labor Law Advisory Commission. He is a member of the State Bar of Texas and the Louisiana State Bar Association. Mr. Denny earned his B.A. degree from Austin College in Sherman, Texas and his J.D. degree from Baylor University.

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Speaker bio
Genevieve M Murphy-Bradacs

Genevieve M. Murphy-Bradacs

Epstein Becker & Green, P.C.
Genevieve Murphy-Bradacs

is senior counsel in the New York office of the law firm of Epstein Becker & Green, P.C. She offers practical advice and common-sense solutions to assist employers and HR professionals in tackling day-to-day employment and complex compliance issues. Clients depend on Ms. Murphy-Bradacs to provide counsel on a broad array of employment-related matters to help them navigate a constantly changing landscape of state and local employment laws. They also turn to her for assistance in reviewing and drafting employment policies and agreements. Ms. Murphy-Bradacs routinely assists clients with handbook audits to ensure compliance with applicable law, including state and local sick leave and leaves of absence laws. She also conducts trainings for employers, including anti-harassment training and trainings on issues such as workplace accommodations, and is a frequent presenter of continuing legal education webinars. Ms. Murphy-Bradacs earned her B.A. and J.D. degrees from Rutgers University. She is admitted to practice in both New Jersey and New York.

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