Webinars

• Key rules of engagement. Proven strategies for successfully managing difficult employee conversations.
• Framing discussions with employees’ career and professional development in mind. How to shape conversations to foster understanding and resolution.
• Power of self-awareness over anger. Encouraging employees to take responsibility for issues without creating hostility.
• Legally safe scripts. How to navigate “off the record” discussions with employees while protecting your company.
• Addressing new supervisor syndrome. Tailoring your approach for new managers vs. experienced leaders.
• Stopping attitude problems. 3 practical steps to tackle entitlement and attitude issues effectively.
• Sample scripts for common issues. Guidance on addressing challenges like substandard job performance, inappropriate workplace behavior and lack of reliability (attendance/tardiness).
• Handling sensitive topics. Best practices for resolving issues like personal hygiene, foul language and termination.

• Retention periods. Discover exactly how long to retain various documents, including applications, résumés, FMLA forms, payroll records, leave requests, medical data, benefits information and more.
• Document storage. Understand the proper way to organize documents, which ones need to be maintained in separate files and how electronic storage rules differ from those for paper storage.
• Reasonable accommodation records. Correctly handle requests related to disabilities, pregnancy impairments, religion and genetic information.
• Indispensable records. Learn which records should never be deleted and why, as well as the requirements for storing and deleting communication records.
• Personnel file requests. Know what to do when lawyers or employees ask to review personnel files—this varies by state and timing of the request.
• I-9 updates. Know what hiring and identity documents to keep and where to store them.

• Directives from the Trump administration. You may have to undo recent changes, especially if you’re a federal contractor or subcontractor. But you also have to pay attention to state rules.
• Supreme Court-related changes. Learn why and how to change your handbook policies on religious expression and accommodations.
• New kinds of discrimination. Handbook rules must be modified to include emerging forms of discrimination.
• 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 now that the administration is encouraging such workplace expression? 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.

• Understand what your employees want and how to gain meaningful feedback through a variety of methods.
• Help employees set career goals, including building a skills-based pipeline and conducting gap analyses.
• Learn how to train managers on retention efforts and gain their crucial buy-in.
• Facilitate internal movement, focusing on company rather than departmental success.
• Discover why salaries really matter, and ways to make sure you’re competitive.
• Learn why you need to offer flexibility.

• Get a clear overview of federal and state pay transparency and pay-equity laws.
• Learn how and when to engage consultants and legal counsel to ensure your pay-equity efforts are compliant, accurate and strategically aligned with your organization’s goals.
• Follow a step-by-step framework covering planning, data analysis and action to identify pay gaps and implement solutions.
• Discover how pay-equity initiatives intersect with new diversity, equity and inclusion rules.
• Learn how to communicate audit results effectively, make informed pay decisions and implement changes that reduce risk while building trust with employees.

• 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.

• The difference between managing and coaching. Learn how shifting to a coaching mindset turns managers into leaders.
• A step-by-step coaching process. Follow a structured approach to guide and develop employees effectively.
• 3 core coaching skills every leader needs. Master the fundamental skills that elevate your leadership style.
• Coaching for promotions, growth and development. Identify high-potential employees and prepare them for future roles.
• Investing in your team from Day 1. Foster engagement and create the right chemistry for long-term success.
• Addressing poor performance with leadership and empathy. Correct problems while maintaining trust and motivation.
• Unique strategies for coaching remote workers. Keep distributed teams engaged and avoid Zoom fatigue.
• Creating a coaching playbook. Set measurable goals, energize your team and empower employees to succeed.

• Learn the latest statistics regarding union organizing, and why approval of labor unions is near all-time highs.
• Gain clarity on Section 7 of the NLRA, which protects employees’ rights to organize, bargain collectively and engage in other concerted activities in private-sector workplaces.
• Discover what activities may fall under protected activity, including dress codes, social media usage and criticism.
• Uncover the vague and overly broad policies that may constitute unfair labor practices.
• Learn what’s new about noncompete and nonsolicit provisions, including reversals of last year’s proposed bans.
• Take advantage of the NLRB general counsel office’s deferral of unfair labor practice cases to union contract arbitration provisions.
• Learn all about captive audience meetings and how to run them now that the general counsel’s office has indicated it’s open to flexibility after their near-ban last year.
• Plus, tons of new information will be added as changes continue to roll in.