Missing: XpertHR's Product Demo & Case Studies
Promote your product offering to tech buyers.
Reach 1000s of buyers who use CB Insights to identify vendors, demo products, and make purchasing decisions.
Missing: XpertHR's Product & Differentiators
Don’t let your products get skipped. Buyers use our vendor rankings to shortlist companies and drive requests for proposals (RFPs).
Latest XpertHR News
Oct 20, 2022
A new whitepaper gives insights into the top handbook dos and don’ts Retaining employees, attracting talent, DEIB initiatives and evolving laws all take front and center when employers draft and update the employee handbook—and with good reason. Prepared thoughtfully, the handbook plays a key role in supporting these initiatives and helps employers manage risk. It’s also a valuable resource for communicating company policies, promoting company values and onboarding new employees. However, because of ongoing new legislation impacting the workplace, employee handbooks can quickly become outdated, and people professionals struggle to ensure their handbooks remain relevant and compliant. Handbook policies can become dated if they haven’t been refreshed to stay culturally relevant, promote inclusivity and speak to a diverse audience. “A poorly written, outdated handbook is a missed opportunity for employers. The handbook offers real value in promoting employee engagement and retention,” says Melissa Silve r, Senior Legal Editor of Policy Solutions for XpertHR. “So it’s important to keep the handbook up to date—and know when it’s time to give it a full overhaul.” XpertHR, an HR strategy, compliance and data provider, offers tips to help with the process with its new whitepaper, 6 Items to Include in Your Employee Handbook and 3 to Avoid. What’s the one thing every handbook should include? Policies employers are required by law to include in their handbook if they have one. While employee handbooks tend to be flexible, legal requirements are not, and if the employee handbook is not in compliance with a law’s notice requirements, it could leave a company vulnerable to litigation and fines. “Employee handbook requirements differ from state to state, so be sure to check your state’s specific rules,” says Silver. “For example, in Maryland, employers covered under the Reasonable Accommodations for Disabilities Due to Pregnancy Act must have a section in their employee handbook dedicated to an employee’s right to reasonable accommodations and leave for a pregnancy-related disability. These requirements can even stretch to localities – employers in Minneapolis, Minnesota, for instance, must include in their employee handbook a notice of employee rights and remedies under the Minneapolis paid sick leave law.” It’s also essential to have well-written policies against harassment and discrimination, not only to reduce risk for the employer and set clear expectations for employees, but also to foster inclusivity and help increase employee engagement and morale. The policies should clearly communicate that discriminatory and harassing behaviors or conduct will not be tolerated in the workplace and that the employer will take related complaints seriously. Yet these two types of policies only scratch the surface. An employment at-will policy, an employee acknowledgment form and PTO policies with final wage information are additional critical components of a handbook. While identifying what to include in an employee handbook is important, it is equally or more important to recognize what to avoid in a handbook. Silver notes that one red flag is an employee handbook so riddled with legalese that it confuses employees. Clear, simple language is best. In that same vein, outdated policies can signal that the employer does not value the handbook. It’s also essential to ensure that the policies in the employee handbook as well as its tone and language reflect the present. One way for companies to do this is by being proactive, staying ahead of workplace trends and regularly updating the handbook. For instance, offering a policy on flexible work arrangements lets employees know that work-life balance is a priority, Silver says. Of course, no matter how vital it may be, Silver acknowledges it can be challenging to update the employee handbook regularly. This is especially true for employers that operate in multiple jurisdictions or have remote employees in multiple states. “One way you can help your handbook stay on track is Aptifore, a first-of-its-kind employee handbook solution,” she notes. Launched by XpertHR earlier this year, Aptifore combines an extensive, current database of federal, state and local employment laws with an unrivaled selection of multi-jurisdictional policies. Its intelligent technology supports and streamlines the continuous maintenance of compliant handbooks by providing ongoing, automated personalized alerts and policy updates as legislation changes.
XpertHR Frequently Asked Questions (FAQ)
Where is XpertHR's headquarters?
XpertHR's headquarters is located at 630 Central Avenue, New Providence.
Who are XpertHR's competitors?
Competitors of XpertHR include PeopleInsight and 4 more.
Compare XpertHR to Competitors
eePulse is a technology and human capital consulting business. The company offers employee engagement, change management, employee surveys, pulse surveys, fast feedback communications, human capital consulting, HR metrics, HR technology, and research consulting. It is based in Ann Arbor, Michigan.
RSquared develops artificial intelligence (AI) powered workforce intelligence platform. The company platform helps to get immediate, data-driven, and actionable insights into the state of business workforce dynamics and employee experience. It was founded in 2018 and is based in Menlo Park, California.
Crosschq offers a hire analytics platform. It utilizes human intelligence to help companies screen, onboard, and source talent. It was founded in 2018 and is based in Danville, California.
Knoetic offers a software analytics platform for chief people officers (CPOs). As companies become permanently distributed and pushed to the cloud, HR complexity increases since they have more workflow tools, each with different data models. Knoetic aims to integrate those systems to create a single source of truth and exposes key analytics capabilities to CPOs around attrition, compensation, promotions, and D&I among other factors. The company was founded in 2020 and is based in New York, New York.
Visier develops business support software. It specializes in creating workforce analytic applications through the cloud for human resource management. The company was founded in 2010 and is based in Vancouver, Canada.
TalentRetain uses big data and AI to recruit top talent and improve employee retention.
Discover the right solution for your team
The CB Insights tech market intelligence platform analyzes millions of data points on vendors, products, partnerships, and patents to help your team find their next technology solution.