How Are Employee Handbooks and Stand-Alone Policies Making an Impact on Federal, State, and Local Requirements?
Credits
About this Webinar
2026 employee handbook updates must prioritize AI usage policies, stricter cybersecurity protocols for remote/hybrid work, pay transparency compliance, and expanded anti-harassment/violence prevention measures. Key trends include integrating AI-use protocols, updating leave policies for state law compliance, and adopting "human-centric" policies that address employee well-being.
Top 2026 Handbook Updates and Trends
Artificial Intelligence (AI) Usage: Policies must define acceptable use of generative AI, address data privacy, and ensure transparency in AI-driven decisions (hiring/performance) to prevent discrimination.
Remote and Hybrid Work Policies: Updates should cover, in detail, security protocols for remote work, expense reimbursement for home offices, and communication expectations to maintain security.
Pay Transparency: As pay transparency laws expand, handbooks must clearly outline compensation philosophies, salary ranges in postings, and procedures for pay queries.
Workplace Violence Prevention: Many states now require specific, detailed violence prevention plans, not just a general policy against violence.
Anti-Harassment and Anti-Retaliation: Updated reporting procedures are required to cover electronic, Slack/Teams, and off-site interactions, with a heavy emphasis on preventing retaliation.
Leave and Benefits: Updates to comply with new, localized paid family, sick, and medical leave laws (e.g., specific state addenda).
Data Privacy and Cybersecurity: Strict policies covering employee data, protection of customer information, and compliance with data security laws, especially for remote employees.
Session Highlights
- Learn why the Employee Handbook has survived decades of changes
- Learn how the current regulations from Federal, State, and local requirements provide critical guidance for Employers
- Learn which regulations supersede when it comes to Federal and State regulations
- Learn how policies determine employers' policies instead of regulations
- Learn what the difference is between the Employee Handbook and standalone policies
- Learn how you can assess how states determine their regulations vs federal regulations
- Learn what policies can save employers from all the fines and penalties
- Learn how to mitigate the fines, penalties, and criminal sanctions
- Learn how Employers and professionals can create an effective risk management strategy to avoid criminal sanctions
Why You Should Attend
In recent years, there have been significant changes in employee leave laws at the state level as states continue to pass and expand leave laws. Several states have implemented new paid sick leave (PSL) and paid family and medical leave (PFML) programs, while others have updated their PSL and PFML laws. Currently, 17 states and the District of Columbia have statewide laws that require employers to provide PSL benefits to employees. Additionally, Illinois, Maine, and Nevada have laws mandating paid leave for any reason.
Who Should Attend
- All Employers
- Payroll Administrators
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
During the Q&A session following the live event, ask a question and get a direct response from our expert speaker.
Important Notice for Our “Live” Attendees: If you have enrolled in the “Live Webinar,” you will get your instruction kit before 24 hours of the live class.
For Recorded and E-transcript Participants: If you have signed up for the “Recorded” class or for the “E-transcript,” you will get access to the “Recording link” or the “PDF” within 24-48 hours of the live class.
Speaker(s)
Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
CEUs
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Credits: 1.5
Course Ministry is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org
Credits: 1.5
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