Description
RECORDED TRAINING COURSE
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
Note: You will get access to the Recording link and E-Transcript in your account and at your registered email address.
Margie Faulk, PHR, SHRM-CP, stands as a senior-level human resources professional with an impressive track record of over 14 years in HR management and compliance. With a background as a former Compliance Officer for the Federal Defense Contracting Industry, Margie has extensive experience serving as an HR and Compliance advisor for major corporations and small businesses across various sectors, including small, large, private, public, and non-profit organizations
