Webinars

• 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.)

• Understand “real world” FMLA scenarios. We’ll explain how to manage the common FMLA problems you face daily and how to avoid potential legal pitfalls associated with overlapping state and federal leave laws.
• 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. It’s not as simple as you think.
• Proper certifications. Know what to do—and what not to do—when FMLA call-offs exceed the intermittent-leave certification you have on file (there’s new legal guidance).
• When to say no. Employees can use intermittent leave every day to change their schedule permanently. Know if and how you can say no to such demands.
• 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.

• 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.

• How to communicate clearly to boost performance and earn employees’ respect.
• Motivate those who report to you, not from a “management down” but from a “leadership up” perspective.
• Master remote leadership and establish an achievement mindset.
• Coach appropriately to address uncomfortable workplace situations in real time.
• Hold all team members to the highest performance and conduct standards.
• Create and sustain a culture based on trust, open communication and transparency.
• Ask the right questions that help you mentor any employee.
• How to administer progressive disciplinary action appropriately and, when necessary, structure terminations that will withstand legal scrutiny.
• Avoid rookie mistakes that can lead to hard feelings—or even legal trouble.

• What’s new for W-2 reporting. Understand the OBBBA’s changes to W-2 reporting and how to adjust your processes.
• Need more time? The IRS now offers a new form to extend the deadline for distributing forms to employees and contractors.
• E-filing requirements. Understand the IRS’ rules for filing original and corrected returns.
• IRIS explained. FIRE is retiring after 2025 1099 forms are filed. Learn about the IRS’s 1099 e-filing solution, IRIS.
• 1099 best practices. Follow these 8 steps to ensure 1099 compliance and avoid IRS penalties.
• Safe harbor for minor errors. Take 6 crucial steps to activate this protection for de minimis math mistakes.
• Mandatory health benefits reporting. Ensure compliance to avoid dual penalties from the IRS (one of which cannot be waived).
• Cross-department collaboration. Work seamlessly with other teams to meet the new e-filing rules and avoid compliance gaps.
• Data security. Learn 10 effective ways to safeguard employees’ personal information on year-end forms.
• Looking ahead to 2026. Prepare for upcoming IRS changes and stay ahead of the curve.
• Remote employee reporting. Discover a simple strategy to get timely responses from remote employees on their work locations.

• Identifying and managing toxic employees. Learn the 8 types of toxic employees, and strategies to manage each one effectively.
• Delivering constructive feedback. How to give specific, legally safe feedback, including tips for remote workers.
• Documentation best practices. Master the ABCs of performance documentation: accurate, behavior-based and consistent records that protect you legally.
• Navigating tough conversations. Use sample phrases and statements to handle difficult face-to-face meetings with confidence.
• Crafting performance-improvement plans (PIPs). Learn how to develop efficient and legally sound PIPs that guide employees toward improvement.
• Guidelines for managing behavior. 10 do’s and don’ts for managing employee behavior, including why you shouldn’t “practice psychiatry” or “practice law” as a manager.
• Making the termination decision. 8 critical questions to consider before deciding to terminate an employee.
• Conducting termination meetings. Follow 10 steps to ensure low-stress termination meetings that minimize the risk of lawsuits.