Webinars

• Evaluate alternatives to layoffs and determine when a RIF is necessary.
• Design a defensible RIF: Decision-makers, structure and documentation.
• Establish consistent, job-related selection criteria—and what to avoid.
• Navigate WARN Act and state mini-WARN requirements.
• Prepare separation agreements, releases and required disclosures.
• Conduct termination meetings and manage logistics with professionalism and care.

• The manager’s role in coaching, motivating and developing employees.
• How to deliver feedback that improves performance and drives accountability.
• Conducting effective one-on-one meetings that support growth and engagement.
• Identifying what motivates different employees—and how to apply it.
• Addressing performance issues early through coaching, not just discipline.
• Creating development plans that build skills and support long-term success.

• Old-school sexual harassment. Review the original form of harassment and the Supreme Court’s roadmap for prevention using a strong policy, company-wide education and strict enforcement.
• Religious harassment. Learn why this is the fastest-growing form of harassment and what agencies like the EEOC are doing to fight it.
• Harassment based on age. The generation divide is alive and well, and younger workers aren’t holding back on criticism aimed at boomers and Gen X, creating hostile work environments.
• Gender-identity harassment. Understand where we stand on harassment aimed at those who don’t conform to majority views on gender, sex and gender identity.
• Race and national-origin harassment. Understand the increasingly fractured and divided workplace, where people with both minority and majority racial and national-origin characteristics can experience harassment at the same time.
• Crafting a solid anti-harassment policy. Walk away with a comprehensive anti-harassment policy designed to prevent and quickly identify any harassment in your workplace.
• Bystander reporting. Learn why requiring bystander reporting is the best way to prevent harassment at all levels, from the factory floor to the boardroom.
• Investigations. Understand why any harassment accusation requires an immediate investigation and why it’s best to outsource it.

• Assess compatibility with your department’s culture.
• Understand candidates’ career progression and reasons for leaving past roles.
• Evaluate willingness to take on responsibilities beyond the job description.
• Identify work-style preferences, change readiness and openness to feedback.
• Ask structured, behavior-based questions that reveal past performance and future potential.
• Avoid common interviewing pitfalls that lead to poor hiring decisions.

• 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.

• 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.

• Gain a thorough review of the PWFA and what it requires, as well as when the FMLA covers pregnancy and recovery.
• Learn about the EEOC’s plans to revise PWFA regulations and which protections are on the chopping block.
• 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.

• 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.