Webinars

• Why accurate, up-to-date job descriptions are essential for every worker and a supervisor’s best friend—and how to draft them.
• Getting buy-in during performance reviews so that employees know exactly what’s expected and what comes next.
• How to set realistic, objective job goals for every position, including for struggling employees.
• How to exclude impermissible factors from evaluations and recalculate goals based on missed work due to FMLA leave or disability accommodations.
• Why HR needs to compare prior worker PIP plans to the proposed PIP to assure fairness and consistency.
• Creating an individualized PIP based on not reaching performance review goals or other workplace problems like tardiness and behavioral problems.
• Why HR needs to be involved from day one and should always perform a final review before discharge to guard against supervisor bias.

• Why you need a formal attendance policy. Learn how to structure a policy that establishes attendance as an essential job function.
• How the FMLA impacts absenteeism. Understand when intermittent absences are a protected right and how they affect your attendance policies.
• Tracking absences while staying compliant. Learn how to account for FMLA, PWFA and ADA absences in performance evaluations and no-fault attendance policies.
• Handling attendance issues with disabled workers. Discover how to prove attendance is an essential job function while complying with ADA regulations.
• Accommodating pregnancy-related absences. Reasonably accommodate pregnancy-related absences and restrictions before and after birth under the PWFA.
• PUMP Act compliance. Manage unlimited milk-expression breaks under the PUMP Act rules.
• How military leave impacts attendance. Learn the rules under USERRA, including extended absences for active duty.
• Spotting and addressing leave abuse. Identify red flags and implement strategies to prevent misuse of protected leave.
• Balancing religious accommodations. With strict Supreme Court rules and an administration that’s serious about protecting religious rights, update your attendance rules to accommodate religious absences.

• Proactive conflict management. Learn strategies to anticipate and manage conflicts or incivility.
• Setting clear ground rules. Establish effective ground rules that prevent emotional outbursts at work and outline clear, enforceable consequences for violations.
• Coaching for self-regulation. Equip employees with the skills to manage their emotions and maintain professionalism through self-regulation and appropriate filters.
• Setting expectations for respectful behavior. Develop communication strategies to ensure that your organization upholds respectful behavior.
• Guidance on sensitive topics. Provide employees with clear guidelines on which topics to avoid and how to apply workplace-appropriate filters during discussions.

• Figuring employees’ gross pay—what’s included and excluded from employees’ pay.
• What’s working time and what isn’t. Do you have to pay employees for their computer boot time in the morning? Two courts say yes.
• How to calculate the regular rate and overtime rate, and what’s reportable on employees’ W-2s.
• Getting from gross to net pay. W-4s are the key, but so are pay codes and pay profiles.
• Faulty benefits administration can lead to surprise taxable wages. Does your cafeteria plan hit all the right regulatory notes?
• Employees get married or divorced. Know when you can allow them to make midyear changes to their benefits.
• Payroll fraud: How to spot it and how to build defenses against it. Your employees’ self-service platform doesn’t have to be easy pickings for hackers.

• Why candidates and employers are ghosting—and what’s driving the trend.
• How to simplify your application process to reduce drop-off.
• Crafting job postings that clearly answer “What’s in it for me?”
• Best practices for using job boards to attract qualified candidates.
• Improving the interview experience—and getting managers fully engaged.
• Key steps before, during and after interviews to keep candidates connected.

• Ask a seasoned employment law attorney anything—from handling tricky termination situations to navigating accommodations, wage issues, policy updates and more. No scripts. No fluff. Just straight answers to your real-world HR challenges.
• Whether you’re dealing with a gray-area employee issue, trying to stay ahead of new legal developments or simply want to sanity-check your policies, this is your opportunity to get clarity and confidence. Bring your toughest questions or just listen in and learn from what others are facing.

• Evaluate alternatives to layoffs and determine when a RIF is necessary.
• Design a defensible RIF: Decision-makers, structure and documentation.
• Establish consistent, job-related selection criteria—and what to avoid.
• Navigate WARN Act and state mini-WARN requirements.
• Prepare separation agreements, releases and required disclosures.
• Conduct termination meetings and manage logistics with professionalism and care.

• The manager’s role in coaching, motivating and developing employees.
• How to deliver feedback that improves performance and drives accountability.
• Conducting effective one-on-one meetings that support growth and engagement.
• Identifying what motivates different employees—and how to apply it.
• Addressing performance issues early through coaching, not just discipline.
• Creating development plans that build skills and support long-term success.