Webinars

• Why common courtesy is not so common.
• The vicious cycle of disrespect: When rudeness leads to revenge.
• 7 warning signs of an incivility problem.
• Childish adults: Pouters, screamers and public attackers.
• Communication insults: Email bombers, cyberjunkies and nonresponders.
• How incivility hurts productivity and increases turnover.
• Why professional adults sometimes act like brats.
• Quick quiz: Taking an honest look in the mirror.
• How silent bystanders and wimpy managers encourage offensive behavior.
• Dealing with drama: Gossips, snobs and office divas.
• How co-workers can learn to have civil conversations about incivility.
• Using a “team turnaround” to make your group more collaborative.
• Legal hazards: Frat boys, closet bigots and sexual predators.
• 5-step formula for changing an organizational culture.
• Beyond civility: 12 signs of a truly collaborative workplace.

• Directives from the new administration. You may have to undo recent changes, especially if you’re a federal contractor or subcontractor.
• Supreme Court-related changes. Learn why and how to change your handbook policies on religious expression and accommodations.
• Employee leave. What to include and what to leave out regarding FMLA, ADA and pregnancy accommodations.
• The fractured workplace. What happens when workers disagree on topics like politics and religion? Handbook policies that set reasonable conduct rules can create a more harmonious workplace.
• Speech and civility rules. When you can restrict what employees say and when you can’t (salaries, politics, hate speech, etc.).
• Dress and grooming. Learn how to set rules on appropriate behavior, attire and decor when it comes to both in-person and remote appearances.
• Sexual and other harassment. Even if employees are remote, you need rules on email, telework, texting and off-site meetings.
• Different rules in your state. This may be the most difficult handbook area to navigate as what states say you must include clashes with federal mandates.

• Work with hiring managers on questions before the interview, looking for content that could trigger discrimination claims.
• Start with the job description when creating a list of interview questions.
• Learn the questions you should never ask in an interview.
• Broach salary history while staying in compliance.
• Create a process for taking notes during interviews, then documenting and storing that information.

• How to communicate clearly to boost performance and earn employees’ respect.
• Coach and motivate those who report to you, not from a “management down” but from a “leadership up” approach.
• Master remote leadership and establish an achievement mindset.
• The right words to address uncomfortable workplace situations in real time.
• How to hold all team members to the highest performance and conduct standards.
• Create and sustain a culture based on trust, equality, open communication and transparency.
• The right questions that help you mentor any employee.
• How to dish out discipline the right way.
• Avoid rookie mistakes that can lead to hard feelings — or even legal trouble.

• The 5 benefits of a good job description, and the risks associated with outdated ones.
• The 4 federal laws that require accurate and up-to-date job descriptions, including the Pregnant Workers Fairness Act.
• 4 simple steps to create accurate and defensible job descriptions that match industry standards and local variations—with online resources.
• How to define “essential functions” for ADA, FMLA and PWFA purposes.
• Using job descriptions as a disciplinary tool to guide performance reviews and employee discipline, including designing PIPs in the era of reductions in force.
• Choosing the right language that locks in an employee’s FLSA classification, avoids discrimination charges and more.
• Tips and tools for continually evaluating job descriptions to avoid misclassification errors and other legal issues throughout the year.

• A new OSHA and a new direction? Discover what this new administration has identified to focus on, and what rocks federal OSHA compliance officers are most likely looking under so you can stay compliant and avoid citations.
• Effective response tactics. Learn exactly how to respond when OSHA arrives and avoid crucial mistakes.
• Navigate inspections with confidence. Understand the inspection process so you can handle it smoothly and professionally.
• Handle penalties effectively. Get expert advice on managing the informal settlement conference if you face a penalty, and learn how to leverage gravity-based penalty reduction factors to your benefit.
• Best practices and communication. Master techniques to protect your company during an investigation, and how best to avoid a potential waiver of the attorney-client privilege.