Webinars

• New 401(k) rules under SECURE 2.0. Stay updated on emerging payroll requirements for the first half of 2025.
• The TCJA expiration impact. Learn how Payroll should prepare for potential old W-4s and related changes.
• I-9 self-audit strategies. Conduct compliance reviews to meet stricter immigration enforcement protocols.
• Post-pandemic payroll trends. Identify and address 4 trends guaranteed to disrupt payroll operations.
• Remote work reimbursements. Distinguish between taxable stipends and tax-free reimbursements for work-related expenses.
• Avoiding payroll legal pitfalls. Discover 8 straightforward strategies to prevent compliance errors.
• IRS audit protocols. Master the latest IRS audit rules, including ERC audits, with 7 key stress-reducing tips.

• Understand the cost of mishires. Explore the financial and productivity impacts of hiring the wrong person.
• Role of hiring in engagement. Learn how the hiring process can either support or diminish employee engagement.
• Develop a performance profile. Clearly define the role, expectations and necessary attributes for success.
• Adopt a prove-it-to-me approach. Use behavioral-based questions and real-time scenarios to evaluate candidates effectively.
• Customize interviews for each role. Tailor questions and activities to align with specific job requirements.
• Train the interview team. Ensure consistency and fairness throughout the hiring process.
• Address interview bias. Understand and mitigate the impact of unconscious bias during interviews.
• Assess candidate responses. Learn techniques to evaluate answers and identify the best fit for your team.

• What to document. Learn which records are essential, why they matter and how to manage challenges like employees refusing to sign.
• Thoroughness and accuracy. Discover how to avoid vague language by using clear, concise facts and specific examples.
• Establishing protocols. Create structured guidelines for generating and maintaining employee records effectively.
• Record disposal. Understand which documents to destroy, when to do it and the correct methods for secure disposal.
• Best practices for key documents. Explore proven strategies for compiling performance write-ups, employee complaints, investigations, offer letters and severance agreements.
• Avoiding mistakes. Identify the most common documentation errors and learn how to preserve records to avoid legal risks.

• Get YOUR trickiest pregnancy accommodation questions answered.
• The advice you need and the opportunity to ask follow-ups.
• Valuable insights on pregnancy accommodation challenges.

• Understanding workplace harassment. Understand what does and doesn’t qualify as workplace harassment.
• The evolving nature of harassment claims. See how harassment claims have changed. The scope of what constitutes harassment has expanded, and more workers are protected.
• Best practices for prevention. From training managers and supervisors to encouraging bystander reporting, put the tools in place to stop harassment before a complaint comes in.
• Tools of enforcement. Learn how to implement tools like snap inspections and bystander training to catch misbehavior before it escalates into full-blown harassment.
• Handling difficult harassment cases. Address difficult harassment claims stemming from customers, patients or clients, or taking place in a digital space.
• Making systemic changes. Find and correct systemic harassment against protected classes of employees.

• 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.

• Generational needs. Learn how to address the unique benefit expectations of different generations in the workforce.
• Holistic benefits approach. Explore strategies to review and enhance your benefits package with a whole-person perspective.
• The role of communication. Discover why most employees struggle to understand their benefits and how to make your offerings clearer and more accessible.
• AI in HR and benefits. See how emerging technologies can simplify enrollment, improve communication and provide insights into employee needs.
• Prescription drug coverage. Understand why this matters to all employees and how to address its impact on your benefits plan.
• Combating rising costs. Explore strategies to manage increasing health-care and pharmaceutical expenses effectively.
• Governance and compliance. Learn about new regulations, their impact on benefits programs and how to stay compliant.

• The components of flexible leadership. Explore the 3 pillars—intention, context and flexors—and how they drive effective leadership.
• Adapting to different situations. Use the context map to tailor your approach, address challenges and choose the best course of action.
• Leveraging your flexors. Learn how to step outside your comfort zone by adjusting your leadership style to meet situational demands.
• Implementing change effectively. Understand how the rate, speed and scope of change impact team acceptance and outcomes.
• Overcoming resistance. Develop strategies to embrace and strengthen the flexors you naturally resist, building sustainable leadership habits.

• Identify negative chatter and encourage positive behavior. Recognize 6 signs that your office has a problem with gossip and rumors before they escalate, and understand how managers may inadvertently encourage negative behaviors, with actionable steps to stop it.
• Handle difficult personalities effectively. Gain best practices for dealing with tattletales, drama queens, whiners, and bullies, ensuring they don’t derail team morale. Discover how to turn gossip and the grapevine to your advantage.
• Avoid sensitive topics and manage rumor peaks. Learn the 7 topics everyone should avoid at the office to maintain a respectful and professional environment. Find out when the rumor mill will always heat up, with effective strategies to mitigate its impact.
• Focus on behavior, not attitude. Shift your focus from discussing “attitude” to addressing specific, actionable behaviors that can be corrected. Utilize the “team turnaround” process to involve your group in solving the problem collectively.
• Leverage positive reinforcement and conduct effective coaching. Harness the power of high expectations, sincere praise, and clear consequences to foster a positive work culture. Master 10 steps for conducting an exceptional coaching session that drives real change.
• Address denial and blame, and take next steps. Implement techniques to use when employees blame others or deny responsibility, ensuring accountability. Learn what to do when coaching doesn’t work and how to enforce accountability.

• Who qualifies for leave under ADA, FMLA and workers’ comp? Understand the eligibility requirements to distinguish legitimate claims from fraudulent ones.
• How often does fraud really happen? Learn the common types of abuse and key red flags to watch for.
• How do you challenge a suspicious claim? Get step-by-step guidance on investigating potential fraud while staying within legal boundaries.
• What evidence do you need? Discover the best practices for collecting documentation to support your case and protect your company.
• How to enforce proper certification and verification. Ensure your processes for requesting medical certifications and recertifications are airtight.
• Why job descriptions and call-in procedures matter. Learn how clear policies can prevent abuse before it starts.
• Should you hire an outside investigator? Weigh the benefits and risks of bringing in professional help.
• How to reduce the risk of retaliation claims. Take proactive steps to avoid costly legal backlash.