Webinars

• Understand “real world” FMLA scenarios. We’ll explain how to manage the common FMLA problems you face daily and how to avoid potential legal pitfalls associated with overlapping state and federal leave laws.
• Use compliance tools correctly. Learn how to use the tools of compliance to address unscheduled and intermittent leaves (certifications, call-in rules, attendance procedures and more), and how to account for intermittent leave by the hour. It’s not as simple as you think.
• Proper certifications. Know what to do—and what not to do—when FMLA call-offs exceed the intermittent-leave certification you have on file (there’s new legal guidance).
• When to say no. Employees can use intermittent leave every day to change their schedule permanently. Know if and how you can say no to such demands.
• Know how to track time off. The FMLA and the PWFA allow pregnant workers short bursts of unscheduled leave. Learn how to track both concurrently.
• Learn all about the DOL’s latest opinion letters on intermittent FMLA leave and how to avoid the traps they identify. They lay out a path for the best (and worst) steps to complying with intermittent-leave laws.

• Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation (rarely) and when it may be required for cases of infertility, miscarriage, stillbirth and more.
• Guaranteed accommodations. Walk away with a checklist of the accommodations the EEOC says you can’t question—no doctor’s note, no forms, no delay.
• Top practical accommodations. Easy-to-implement, detailed, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Now that lawsuits have gone to court or settled, embrace lessons learned the hard way so you won’t repeat them.
• Compliant break rooms no matter your industry. Walk away with instructions for creating compliant milk-expression rooms for any workplace.
• Postpartum accommodations. Understand the obligations you have postpartum, including how soon you may have to bring new mothers back, even if they still can’t perform every essential function.

• Understanding the difference between meeting content and meeting context—and why both matter.
• Identifying common behaviors that derail meetings and how to address them in the moment.
• Practical language to redirect conversations without shutting people down.
• The different types of meetings and how to match structure to purpose.
• Setting clear expectations that keep meetings focused and productive.
• How leaders shape meeting culture through tone, presence and consistency.

• 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.