Webinars

• I-9 modernization updates. Review recent changes to I-9 processes, including remote verification, E-Verify and the increased scrutiny of electronic I-9 systems provided by outside vendors.
• ICE visits and raid preparation. Know exactly what to do before ICE drops by, including spotting and fixing I-9 problems.
• Correcting issues. Identify and address missing or incomplete Forms I-9 and other common issues.
• Increased enforcement. Learn tactics to navigate the new ICE taskforces and Homeland Security’s I-9 audit quotas leading to dramatic increases in enforcement activity.
• Avoid operational impacts. Discover steps that can be taken now to avoid the impact of losing your workforce in a sudden raid or I-9 audit.
• Employer liability and joint employment. Explore government priorities around criminal prosecution of employers and a continued emphasis on joint employment with staffing agencies and contractors.
• Answers to YOUR questions. In a recent webinar, numerous questions were asked of the presenter. Bring your unique questions and get all of them answered.

• Review our checklist of 2025 updates, and make any required changes to your policies that you may have missed.
• Prepare for anticipated handbook policy changes in 2026, and get suggested language to aid in your revisions.
• Find out how to keep DEI policies compliant under new federal directives.
• Prepare for shifts in religious accommodation rules and learn how to build compliant policies.
• Learn the key DOL changes: Overtime, heat rules and other workplace basics.
• Discover pregnancy-related EEOC updates and their implications for your policies.

• What went wrong with DEI 1.0. Exclusionary policies and preferences just won’t work—and have never been legal.
• Embrace inclusiveness. This is what the law requires and what your DEI program must focus on.
• Focus on pay equity. Audit your pay system to assure everyone is paid equally regardless of sex, age, disability, etc.
• Recruit broadly. Don’t recruit by quota; instead, recruit for a diverse pool from whom you choose the most qualified.
• Rework your DEI training. Under no circumstances can you play the blame game.
• Aim for organic diversity. Do not use quotas, goals or pay incentives.
• Provide a leg up to disabled workers—legally. You can integrate self-identified disabled workers into your workforce simply by following the law of reasonable accommodations.
• Training, mentorships and affinity groups. Yes, these are fine if open to all.
• Leave no one behind. Don’t forget pregnant and religious workers receiving accommodations when training, mentoring and celebrating.

• 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.