Webinars

• 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.

• How to use the TIME = LIFE framework to reduce stress and manage priorities.
• Simple tools to minimize interruptions and improve focus.
• Ways to juggle competing deadlines without burning out.
• How to track your day to uncover hidden time wasters.
• Techniques to tackle difficult tasks and complex projects.
• How to set up a workspace and schedule that support deep work.
• How to run meetings that give time back to your day.
• Strategies to manage email overload and reduce digital distractions.
• How to align daily tasks with team goals and high-value work.

• Roth 401(k) catch-up contributions. This SECURE 2.0 provision kicks in this year and promises to challenge payroll professionals on multiple fronts.
• Tracking tips and overtime. Employees can deduct their tips and overtime. But they can’t deduct anything if you don’t report it on their W-2s. This means you must track these items every pay period.
• I-9 self-audit strategies. Conduct compliance reviews to meet stricter immigration enforcement protocols.
• Beyond the I-9 paperwork. Immigration agents are routinely raiding workplaces, but you have rights, too.
• What’s up with the DOL. The Wage and Hour Division has been issuing subregulatory guidance that affects FLSA and FMLA administration.
• PAID is back. PAID was the DOL’s alternative dispute-resolution program for FLSA violations. The uptake wasn’t terrific, so PAID was retired. But it’s back now, more robust than ever.
• IRS audit protocols. Master the latest IRS audit rules, including ERC audits, with 7 key stress-reducing tips.

• Identify the key elements of an effective investigation. Understand the core components of a thorough investigation and when it’s necessary to launch one.
• Set up the investigation correctly from the start. Learn the steps to a structured investigation, including documenting the complaint and assigning the right investigator.
• Follow a clear interview process. Interviewing is at the heart of the investigation, so learn how to set the stage, ask clear questions and document specific details.
• Interview the key players. These include the complainant, witnesses and respondent—interviewing all parties is crucial.
• Safeguard against retaliation claims. To avoid retaliation claims, ensure corrective action has been taken and that you followed up with the complainant.

• How to give constructive feedback to employees that will highlight their strengths and areas that need improvement.
• Set new goals and evaluate past ones while outlining and checking in on measurable benchmarks along the way.
• Identify areas where improvement is needed and develop a plan for correction.
• Promote open and effective communication between managers and employees.
• Develop a written record in cases of employee performance issues that need correction.
• How to use performance reviews to help identify employees with high potential for leadership or advancement in the organization.
• Shift responsibility for improvement away from the organization and back to the employee (where it rightfully belongs!).
• Give employees the ability to take ownership of their performance improvement.
• Avoid the common mistakes employers make with their discipline policies and follow-through.
• Discover how to use discipline documents as a means to minimize or eliminate performance, behavior and attendance problems.

• Retention periods. Discover exactly how long to retain various documents, including applications, résumés, FMLA forms, payroll records, leave requests, medical data, benefits information and more.
• Document storage. Understand the proper way to organize documents, which ones need to be maintained in separate files and how electronic storage rules differ from those for paper storage.
• Reasonable-accommodation records. Correctly handle requests related to disabilities, pregnancy impairments, religious objections to vaccinations and genetic information.
• Indispensable records. Learn which records should never be deleted and why, as well as the requirements for storing and deleting communication records.
• Personnel file requests. Know what to do when lawyers or employees ask to review personnel files—this varies by state and timing of the request.
• I-9 updates. Stay updated on the new form and procedures, and learn about the new rules for remote examination if you use E-Verify.

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