This document summarizes key points from a presentation on updating employee handbooks for the 21st century workplace. It notes increased enforcement of labor laws by agencies like the DOL and EEOC. It warns against common mistakes in handbook wording around at-will employment, discussing salaries, and timekeeping policies. The presentation also cautions against dangerous policies on travel reimbursement, medical inquiries during pregnancy, and other wage and hour issues. It identifies 8 common myths and mistakes including outdated at-will statements, job descriptions, and lack of alternative dispute resolution processes.

1. Title: Updating and Understanding Your21st Century Employee Handbook 602.476.1418 Presenter:Paul Edwards - President, CEO

2. 21st Century Employer-Employee Climate 200 New DOL Investigators 6000 IRS Deep Employer Audits EEOC WhoCanISue.com

3. 21st Century Challenges Face Book, Social Networking, texting/sexting- cell phones/cameras, computers, and the like all need policies “Employers have no reason to complain. A well written handbook can and should provide access to the protections available to them.” --U.S. Supreme Court

4. Employee HandbookWording to AvoidCommon Mistakes “Your first 90 days of employment is probationary. At the time of your successful completion, you will become classified as a permanent employee and you will be eligible to earn benefits.” “Employees are not to discuss their salaries. Employees who do so are subject to discipline, up to, and including termination.” “This job is an at-will position, this means you may leave or we may terminate you at anytime for any reason. As explained elsewhere in this manual, employment with the doctor continues only at the mutual consent of the employee and the doctor.”

5. Common and Dangerous Policies "Employees are entitled to one break every four hours and one meal break for every 5 hours worked." "Employees are to clock in and out as close to their scheduled start and stop time as possible. Employees who clock in early or clock out late, will only be paid for the time you are scheduled."

6. Common and Dangerous Policies "If you are asked to travel to a seminar or other mandatory event for work, the practice will pay for your lodging and food($45/per day for food). The practice will also pay for your travel time and the time you are in the required seminar. No overtime will be paid." "Pregnant employees may work so long as it safe for them and the fetus. You may be asked for a note from your doctor indicating you are fit and it is safe for you to continue work."

7. 8 Myths and MistakesYou Must Correct At-will Statements Wrong or Missing Borrowed or Outdated Employee Handbooks Job Descriptions Wrong or Missing Lack of Progressive Corrective Coaching Process

8. 8 Myths and MistakesYou Must Correct Layoffs vs. Terminations Wage & Hour Audits Lack of ADRP Weak Confidentiality Protection-no Teeth!

9. info@lawsuitfreeworkplace.net or contact Steve Guzeman