Webinars

• Key rules of engagement. Proven strategies for successfully managing difficult employee conversations.
• Framing discussions with perception management. How to shape conversations to foster understanding and resolution.
• The power of guilt 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 versus 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 performance, disputes and inappropriate behavior.
• Handling sensitive topics. Best practices for resolving issues like personal hygiene, layoffs, foul language and timecard discrepancies.

• Understanding workplace harassment. Understand the EEOC’s comprehensive guidance on workplace harassment, along with what does and doesn’t qualify.
• The evolving nature of harassment claims. See how harassment claims have changed, particularly with growing protections for sexual orientation and gender identity.
• 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 legal problems arise.
• Handling difficult harassment cases. Address difficult harassment claims like when it comes from customers, patients, or clients, or when it takes place in a digital space.
• Making systemic changes. Correct issues of systemic harassment, especially in workplaces where minorities have minimal representation and power.

• The 5 benefits of a good job description, and the risks associated with outdated ones.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.
• 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 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.
• 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.

• Manage marijuana use. Effectively handle employee use at home, on the job and off-duty.
• Develop compliant policies. Create and enforce clear, legally sound marijuana policies.
• Navigate federal and state laws. Address conflicts between medical and recreational-use regulations.
• Accommodate medical marijuana. Consider accommodating medical use to prevent legal risks.
• Rethink drug testing. Evaluate testing practices to balance safety with retention and hiring needs.
• Address zero-tolerance policies. Weigh strict policies against evolving legal and workplace norms.
• Ensure compliance. Tackle challenges related to ADA, FMLA, OSHA, DOT and workers’ comp.
• Respond to impairment. Identify and manage suspected on-the-job impairment effectively.

• Understanding the impact of harmful behaviors. Learn how negativity erodes team dynamics and undermines business outcomes.
• The ripple effect of chronic negativity. Culture is created by the worst behaviors tolerated. Discover the widespread impact of allowing and projecting negativity.
• Addressing the problem early. Master techniques to identify and address negative behaviors early and effectively.
• Strategies for managing negativity. Manage negativity in your team and in your own behavior on an ongoing basis.
• Harnessing the power of civility and respect. Build a foundation of trust through cooperation, and deploy strategies to recognize, praise and maintain civil behavior.
• Create a harmonious work environment. Foster a positive, collaborative culture that boosts morale and productivity.

• 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.