Webinars

• Who qualifies for leave under ADA, FMLA and workers’ comp? Understand the eligibility requirements to distinguish legitimate claims from fraudulent ones.
• How often does fraud really happen? Learn the common types of abuse and key red flags to watch for.
• How do you challenge a suspicious claim? Get step-by-step guidance on investigating potential fraud while staying within legal boundaries.
• What evidence do you need? Discover the best practices for collecting documentation to support your case and protect your company.
• How to enforce proper certification and verification. Ensure your processes for requesting medical certifications and recertifications are airtight.
• Why job descriptions and call-in procedures matter. Learn how clear policies can prevent abuse before it starts.
• Should you hire an outside investigator? Weigh the benefits and risks of bringing in professional help.
• How to reduce the risk of retaliation claims. Take proactive steps to avoid costly legal backlash.

• What Gallup’s latest research says about engagement. Understand the data behind declining engagement and learn actionable steps to improve it.
• How to drive performance, productivity and retention. Use structured performance conversations to align employees with business goals.
• Why coaching—not just managing—yields better results. Discover how a coaching approach fosters stronger relationships and higher performance.
• How to intentionally monitor and guide employee performance. Ensure employees feel valued, supported and motivated to improve.
• Why making performance conversations a regular habit is essential. Build your confidence and effectiveness as a leader by incorporating these discussions into your routine.

• 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 One. 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.

• 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 Pregnant Workers Fairness Act.
• 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.

Here’s what you’ll learn throughout the four-week discrimination series:

• 04/03/25: Age. Understand the rights of aging employees and head off age-discrimination lawsuits.
• 04/10/25: Religion. Learn practical strategies for preventing religious discrimination in the workplace, including the process for offering reasonable accommodations.
• 04/17/25: Sex. Comply with laws that guarantee equal rights and opportunities in the workplace, ensuring that all individuals are treated fairly regardless of their gender.
• 04/24/25: Race. Ensure you are complying with civil rights laws that prohibit unequal treatment based on race.

• I-9 modernization updates. Review recent changes to I-9 processes, including remote verification and the increased scrutiny of electronic I-9 systems provided by outside vendors.
• Correcting issues. Identify and address missing or incomplete Forms I-9 and other common issues.
• New administration, new priorities. Track changes coming out of the Trump administration and how to comply.
• 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.
• 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.
• Ask questions. In a recent webinar, nearly a dozen questions were asked of the presenters. Bring your unique questions and get all of them answered.

• Why you need to limit where remote work takes place, whether it happens regularly or only occasionally. Complicated state hiring and payroll issues for multi-state remote workers make it essential to know where your remote workers (and job candidates) are located.
• Remote work isn’t a right—in most cases. You control where work gets done … or at least you should. But sometimes remote work is a required reasonable accommodation. We’ll explain—in plain English.
• Beware the disloyal teleworker. A new trend has teleworkers cheating on their employers by working for two or more at the same time. Learn how to spot and stop this.
• Hybrid work. You may think requiring regular in-office work at least part of the time fixes remote-work legal problems. It doesn’t. In fact, it often multiplies them.
• Harassment on the rise. Shockingly, more workers are reporting sex-, age- and ethnicity-based harassment than ever—especially when teleworking. You need new harassment rules for telework NOW.
• New telework rules for managers. Discover how to train your managers to successfully supervise off-site staff without resorting to privacy-violating surveillance that can trigger lawsuits.
• Telework expenses. Comply with laws that require you to pay remote and hybrid workers for the surprise expenses they incur on your behalf.
• Timekeeping and pay. Understand state and federal laws on timekeeping and breaks for remote staff. Plus, know when you can pay some teleworkers less than hybrid or office workers.
• Common classification mistakes. Learn how to properly classify remote workers as exempt vs. non-exempt, and employee vs. independent contractor. Jobs change and so does classification.• Forced hybrid work. Discover how to force fully remote workers back to the office part-time.

• Understand “real world” FMLA scenarios. We’ll explain how to manage the common FMLA problems you face daily, including reining in intermittent-leave abuse with strict call-off compliance, when intermittent leave is for a family member’s chronic illness and how to avoid potential legal pitfalls associated with leave (such as the Americans with Disabilities Act, PWFA and workers’ compensation)..
• 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.
• Proper certifications. Know what to do when the FMLA call-offs exceed the intermittent-leave certification you have on file.
• When to say no. Employees can use intermittent leave every day to change their schedule permanently. Know when and how you can say no to such demands.
• Leverage your follow-up powers. Know when you can contact an employee’s doctor about the need for leave and request a second opinion.
• 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 lessons from recent court rulings. They lay out a path for the best (and worst) steps to complying with intermittent-leave laws.
• Identify the key questions to ask. You should ask a certain set of questions each and every time an employee seeks leave.