Webinars

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• The 5 benefits of a good job description, and the risks associated with outdated ones.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

• Handle employee complaints while respecting privacy, and communicate organizational decisions without breaching trust.
• Manage nepotism and favoritism concerns while creating unbiased systems for promotions and evaluations.
• Recognize and address subtle ethical violations in workplace behavior.
• Know what to do when legal compliance conflicts with ethical responsibility.
• Build an ethical HR culture that establishes clear guidelines, encouraging open communication and empowering employees to report unethical practices safely.

• Gain a thorough review of the PWFA and what it requires, as well as when the FMLA covers pregnancy and recovery.
• Learn all about fertility treatments under the PWFA—which ones are covered and which definitely are not.
• See what’s a reasonable accommodation under the PWFA and when it overlaps with intermittent leave under the FMLA.
• Learn all about child bonding versus post-partum recovery—is there an overlap?
• Determine which post-pregnancy accommodations are also serious health conditions under the FMLA.
• Learn why you should always dock FMLA leave when employees take leave as a reasonable pregnancy-related accommodation.

• 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.

• Ensure your HR philosophy, policies and practices support the company’s mission, vision, values and business objectives.
• Understand the point of view of all stakeholders and work together toward organizational alignment.
• Forge strong relationships with managers to identify skills and competency gaps.
• Identify technology and practices to streamline HR to meet company needs.
• Eliminate functions, practices and procedures that have become obsolete.

• Employer do’s and don’ts. Which accommodations are required under the ADA, FMLA, PWFA and PUMP Act.
• Supreme Court actions. It’s almost impossible to turn down a religious-accommodation request without objective, concrete evidence that making the accommodation will impact your bottom line.
• Religious accommodations. You don’t have to honor them all. The trick is to know what doesn’t constitute a sincerely held religious belief.
• Failed accommodations. What to do when accommodations aren’t working and you’ve tried all reasonable options.
• FMLA vs. ADA. Know the difference between FMLA leave for health issues and reasonable accommodations under the ADA.
• Essential job functions. See exactly what your job descriptions must say about “essential” and non-essential functions.
• Step-by-step interactive process. Find out exactly what you must do (and document) when an employee requests an accommodation.
• Accommodation resources. Discover resources for finding the best possible accommodation for your organization. (Tip: It doesn’t always have to be the one the employee prefers — with one crucial exception.)