2017 Walmart Employee Handbook

The Global Labor and Employment Policy contains some information, as does Working at Walmart. Companies are not required to make their private internal information available to the public, so specific information is only available internally to current employees, as seems to be the case with Walmart's employee handbook. Thank you for using ASK US.

Employee Handbook Updates for 2017: A Critical Refresher on the Most Current Changes to Include - On-Demand Webinar now available On-Demand. Is your employee handbook up-to-date? If not, you could be putting your company at risk. The employee handbook is a living document and, for it to be effective, you need to make sure it is updated annually to reflect new laws and regulations enacted both federally and in your state. In some legal cases against employers, employee handbooks have been used as an implied contract, which makes it crucial to make sure your handbook reflects the most current legal changes. Learn more about employee handbook best practices by participating in this widely popular on-demand webinar. Employment attorneys with McAfee & Taft will review important changes employers are facing in the coming year, and share expert legal insights regarding what to include in your employee handbook—as well as what to leave out.

Get step-by-step advice on what to change, what to add, and what to drop by using this informative and timely on-demand webinar. You’ll learn how to:. Craft an employee handbook that covers the policies you need to share. Make changes to last year’s handbook that align with new and upcoming state and federal regulations for 2017. Avoid including statements that can be interpreted in ways that could harm your organization. Know what to include in your handbook—including a disclaimer to ensure the handbook may be changed at any time. Include correct language to protect you legally.

Understand why the most obvious policies still have to be included. And much more! About Your Presenter: Charles L.

Plumb Shareholder, Practice Group Leader McAfee & Taft Charlie Plumb is a shareholder and practice group leader at McAfee & Taft. He represents management in all phases of employment law and labor relations. Much of his practice is dedicated to counseling employers on compliance with a broad range of state and federal employment laws and regulations and educating management on best practices for avoiding disputes arising from the employer/employee relationship.

He also has extensive litigation experience before federal and state courts, regulatory and administrative agencies, and in arbitration matters involving claims of discrimination, wrongful discharge, retaliatory discharge, breach of contract, and constitutional law violations. As part of his labor practice, Mr. Plumb represents unionized employers in collective bargaining negotiations with labor unions, arbitrates grievances, and defends management against a variety of claims before the National Labor Relations Board and Department of Justice and in state and federal courts.

Courtney Bru Shareholder McAfee & Taft Courtney Bru is a shareholder at McAfee & Taft. Bru’s practice is focused on the representation of employers in state and federal labor and employment matters and other issues affecting the workplace. In addition to having extensive experience representing management in all phases of litigation before state and federal courts and regulatory and administrative agencies, a significant portion of her practice is devoted to counseling and training management and human resources professionals on the best practices for reducing risk, avoiding litigation, and maintaining a productive workforce. Bru has extensive experience representing local, regional and national clients with respect to claims and potential claims arising from the Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), National Labor Relations Act (NLRA), Title VII of the Civil Rights Act of 1964, wage and hour issues arising under various state laws, and discrimination and retaliation issues arising under various state and federal laws. In addition, she frequently assists employers with day-to-day issues, including interviewing and hiring, discipline and termination, employment and nonsolicitation agreements, workplace policies and handbooks, drug and alcohol testing, employee classification, internal investigations, audits by state and federal agencies, anti-harassment and anti-discrimination training, reductions in force, and severance programs.

The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.

CREDIT INFORMATION: This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at. Ullam kollai poguthada 274.

Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at. GUARANTEE: If you are not completely satisfied after attending an BLR event, let us know, and we will refund 100% of your registration fee—no questions asked.