There have been a number of changes on the federal level that make immediate changes to your handbooks and policy manuals necessary. These include:

ADA: On January 1 changes to the definition of "disability" were enacted. Adopt a policy that makes it clear to employees that they should notify you in the event they require any accommodations.

FMLA: The National Defense Authorization Act amended the FMLA to include military caregiver leave and active duty leave. Amend your policies to include these. The Act also expands eligibility to "next of kin." Finally, eligibility notices, rights and responsibilities and designation notices have changed.

Retaliation Claims: There have been an increase in retaliation claims. Strengthen your policy against retaliation as part of your sexual harassment and discrimination policy. Consider adding a separate policy on retaliation.

Blogs: Make sure your policies on confidentiality and computer use covers personal blogs and what employees can and cannot say about your organization, management, employees and customers.

Employee Free Choice Act (EFCA): Though not yet law, you can expect this Act will pass this year giving unions an upper hand in organizing efforts. In anticipation of that, make sure your policies on emails and bulletin boards cover the issue of solicitation. Be sure you have a separate no-solicitation policy. Finally, consider adding a policy stating your organization's position on unions.

Amend your handbooks now and communicate the changes to your employees. If you have not reviewed your handbook in years, this may be the time for a complete rewrite. The advice above is for those who want to do it themselves. If you need outside assistance, that's where I come in.

I have written many handbooks. I can help you move through this process in a smooth and efficient way to ensure that you are both fully compliant and your handbook communicates what you want to your employees.

I'll be glad to discuss your specific needs and concerns. Please call 800-892-9828 or email me at rick@dacri.com.

The economy appears to be going bust and news of mass layoffs are constant. That's why it may come as a surprise that many of those companies are, at the very same time, recruiting and hiring. Issuing pink slips alongside job offers might seem counterintuitive, but experts say many smart businesses are doing just that. A recession offers companies a unique window of time to outmaneuver the competition, to think ahead to next year while others fret about next week. Human resources professionals say nimble HR departments are positioning their companies for growth when the economy recovers, honing hiring techniques to reduce turnover costs amid an increasing flood of unqualified applicants, and attracting competitors' star talent while safeguarding their own. "It's actually a perfect time to be focused on developing your talent and training your people," said Rick Dacri, founder of consulting firm Dacri and Associates in Kennebunkport and former president of the Human Resources Association of Southern Maine.

Read this comprehensive article, which originally appeared in Mainebiz.

I will be speaking before the following groups in February:

Androscoggin County Chamber of Commerce on February 12. The topic will be Succession Planning: Refilling the Pipeline. To register call (207) 783-2249.

The Maine Employee Benefits Council on February 24. The topic will be Managing The Economic Crisis. To register call Jennifer Bretton at (207) 773-5390.

To book Rick Dacri for your next event, call 800- 892- 9828 or visit www.dacri.com.

We're going through some interesting, though quite difficult and trying times. Stay focused and keep your perspective. Do what you need to do but always position your organization for the future.

Be well.

Rick Dacri