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Description
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.
Areas Covered
- 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 Should You 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
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
Speaker
Margie Faulk is a senior-level human resource professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties for violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness, not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book, and other compliance program tools when attendees register and attend Margie’s training.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).