Webinars

• What to do if you discover you’ve made a wage-and-hour or classification mistake. The key is to fix the mistake without triggering a risky lawsuit.
• What an opinion letter is and how it can protect you when the law seems unclear. It’s an opportunity to avoid making a mistake because the law or regulation is unclear or has not been explained adequately by the DOL or OSHA.
• Why the DOL is offering opinion letters. It’s a whole new approach to enforcement.
• What laws are covered in the programs. Three of the trickiest laws to get right are included—the Fair Labor Standards Act, the Family and Medical Leave Act and the Uniformed Services Employment and Reemployment Rights Act (USERRA).
• How to request an opinion letter. We will walk you through the process from beginning to end.
• How to use the PAID program in conjunction with an opinion letter request. We will walk you through that process step-by-step, too.

• Proper categorization. Distinguish between business records and non-records.
• Setting rules. Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack and other electronic tools.
• Keeping policies up-to-date. Implement documentation policies on emerging HR concerns like marijuana use, compliance with eDiscovery guidelines, litigation-hold policies and more.
• Guaranteeing compliance. Ensure on-site, remote and work-from-home staff comply with records rules and manage HR records effectively.
• Document security. Protect personal privacy and confidential and sensitive information using best-in-class technology and tools.
• Leveraging technology. How to use software tools for record retention, along with monitoring, policy management, content management, antivirus and other records-related software.

• 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, or simply knowing when your business can deny entry while serving patients, students and customers.
• Correcting issues. Identify and address missing or incomplete Forms I-9 and other common issues.
• Changing work authorizations. Learn all about rapidly changing work authorizations as DHS moves fast to change terms and withdraw immigration permissions, sometimes at a moment’s notice.
• 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.

• 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.

• Why traditional interviews often miss the most important predictor of performance: motivation.
• The difference between skill-based questions and motivation-based questions.
• How to uncover internal drive, ownership and resilience during an interview.
• Practical question frameworks that reveal mindset, accountability and work ethic.
• How to assess alignment between a candidate’s motivation and your team culture.
• Red flags and subtle cues that signal low ownership or external blame patterns.
• Structuring interviews so candidates demonstrate responsibility, not just confidence.

• 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.

• Why you need to limit where remote work takes place, whether it happens regularly or occasionally.
• Learn why in most cases remote work isn’t a right, but sometimes is a required reasonable accommodation, including new rules for religious accommodations and for pregnant employees under the PWFA.
• Discover how to ascertain if one of your teleworkers is also working for another employer.
• Hybrid work doesn’t fix your remote-work legal problems–in fact, it could multiply them. Learn how to minimize the risk.
• Why you need harassment rules for telework NOW.
• Comply with laws that require you to pay remote and hybrid workers for the surprise expenses they incur on your behalf.
•Understand state and federal laws on timekeeping and breaks for remote staff.
• Learn how to properly classify remote workers as exempt vs. non-exempt, and employee vs. independent contractor.