Webinars

• What’s new for W-2 reporting. Understand the OBBBA’s changes to W-2 reporting and how to adjust your processes.
• Need more time? The IRS now offers a new form to extend the deadline for distributing forms to employees and contractors.
• E-filing requirements. Understand the IRS’ rules for filing original and corrected returns.
• IRIS explained. FIRE is retiring after 2025 1099 forms are filed. Learn about the IRS’s 1099 e-filing solution, IRIS.
• 1099 best practices. Follow these 8 steps to ensure 1099 compliance and avoid IRS penalties.
• Safe harbor for minor errors. Take 6 crucial steps to activate this protection for de minimis math mistakes.
• Mandatory health benefits reporting. Ensure compliance to avoid dual penalties from the IRS (one of which cannot be waived).
• Cross-department collaboration. Work seamlessly with other teams to meet the new e-filing rules and avoid compliance gaps.
• Data security. Learn 10 effective ways to safeguard employees’ personal information on year-end forms.
• Looking ahead to 2026. Prepare for upcoming IRS changes and stay ahead of the curve.
• Remote employee reporting. Discover a simple strategy to get timely responses from remote employees on their work locations.

• Identifying and managing toxic employees. Learn the 8 types of toxic employees, and strategies to manage each one effectively.
• Delivering constructive feedback. How to give specific, legally safe feedback, including tips for remote workers.
• Documentation best practices. Master the ABCs of performance documentation: accurate, behavior-based and consistent records that protect you legally.
• Navigating tough conversations. Use sample phrases and statements to handle difficult face-to-face meetings with confidence.
• Crafting performance-improvement plans (PIPs). Learn how to develop efficient and legally sound PIPs that guide employees toward improvement.
• Guidelines for managing behavior. 10 do’s and don’ts for managing employee behavior, including why you shouldn’t “practice psychiatry” or “practice law” as a manager.
• Making the termination decision. 8 critical questions to consider before deciding to terminate an employee.
• Conducting termination meetings. Follow 10 steps to ensure low-stress termination meetings that minimize the risk of lawsuits.

• Laws and regulations regarding the use of AI in hiring.
• Practical tips when conducting pre-employment tests.
• Dos and don’ts when it comes to personality tests.
• Topics to avoid in interviews and applications.
• What you can ask in interviews, including noncompete agreements.
• Best practices surrounding background checks, credit checks and drug testing.

• Why you need to limit where remote work takes place, whether it happens regularly or occasionally.
• Learn why in most cases remote work isn’t a right, but sometimes is a required reasonable accommodation, including new rules for religious accommodations.
• Discover how to ascertain if one of your teleworkers is also working for another employer.
• Hybrid work doesn’t fix your remote-work legal problems–in fact, it could multiply them. Learn how to minimize the risk.
• Why you need harassment rules for telework NOW.
• Comply with laws that require you to pay remote and hybrid workers for the surprise expenses they incur on your behalf.
•Understand state and federal laws on timekeeping and breaks for remote staff.
• Learn how to properly classify remote workers as exempt vs. non-exempt, and employee vs. independent contractor.

• Investigating Allegations of Harassment: Kathy Perkins
• Immigration Challenges and Enforcement: Chris Thomas
• What Can Save Employment and Labor Law? Philip Miscimarra

• Learn the basics of religious rights in the workplace and why making accommodations is absolutely crucial while the EEOC tests how far employers must go.
• Discover popular accommodation requests for practitioners of major world religions and some minor ones, too.
• Guard against fraud by learning what you can ask about an employee’s claimed religion or belief system to determine if the request is sincere.
• Walk through the form you should use to assess every request and why each must go through the HR office before being rejected.
• Understand what a “sincerely held religious belief” is, with plenty of examples.
• Step through the religious accommodation process from beginning to end and compare your current approach to a best-practices format.
• Learn exactly what kind of documentation you must have to show that making an accommodation creates an undue burden on your operations.
• Understand how to handle competing religious practices and accommodations in the workplace, including those whose beliefs require proselytizing and those who want to be left alone.
• Create social media policies that allow religious expression. Hint: Off-duty religious social media posts are almost always off-limits.

• 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 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 new 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. Navigate new Supreme Court standards on religion-based time-off requests while maintaining fairness in the workplace.