Webinars

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• 5 benefits of a good job description, and the risks associated with outdated ones.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

• 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.

• 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.
• 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.

• Employee or contractor? Discover how to make the right call at a time when the rules are in flux.
• Exempt or nonexempt? Learn to use the right tests to classify employees as either nonexempt, eligible for overtime or exempt, not eligible. Hint: Having a solid, up-to-date and accurate job description is essential.
• Breaks, travel, on-call. Stop wasting money or risking lawsuits by learning when to pay hourly workers for travel time, on-call hours, meal breaks, training time and more.
• After-hours tasks. In the era of smartphones, email and remote work, learn what must be paid time for hourly workers.
• Docking pay. Know when the law allows you to dock the pay of salaried employees and when you absolutely can’t.
• Remote and hybrid work. Handle the tricky commute time for hourly remote or hybrid workers.
• Overtime. How to pay it—and how to legally prevent unauthorized OT.
• Fixing mistakes. How to resolve pay and classification errors without triggering a lawsuit or DOL investigation now that the PAID program is back.
• New rules. Learn about new overtime rules, how to comply with the PAID program and the new law regarding tips.

• Cross-generational engagement. Practical tips to connect with all generations without ignoring a particular group.
• Legal considerations. Can you prefer one generation over another? What the law actually says about age discrimination and protected-class distinctions.
• Fostering unity over friction. How to build alignment and trust across generations through clear goals and inclusive culture.
• Communication strategies that work. Adapting your approach to meet different generational preferences without compromising effectiveness or fairness.
• Flexibility, benefits and expectations. Designing policies that appeal across generations while maintaining consistency and avoiding legal exposure.
• Managing conflict and stereotypes. How to address generational tensions, challenge assumptions and create a respectful workplace for all ages.

• W-4 updates and compliance. Stay current on the latest W-4 process, including electronic forms, and quickly bring your company into compliance.
• What to tell employees who earn tips or overtime. Give employees who earn tips or overtime the tools to estimate their deductions by themselves.
• Guidance for side gigs and worksheets. Learn how employees with multiple jobs should complete the W-4 form, and understand the critical role of W-4 worksheets in accurate withholding.
• Effective employee communication. Develop a plan to guide employees —especially new hires—through the W-4 form to prevent costly mistakes.
• Managing outdated W-4s. Discover strategies for handling employees who don’t update their W-4s, including IRS solutions for different forms and methods.
• Rejecting invalid W-4s. Identify when to reject a W-4 and how to manage IRS letters that void an employee’s form.
• Ensuring withholding accuracy. Follow best practices for verifying your withholding processes, with step-by-step IRS guidance.
• Supplemental pay withholding. Master the rules for withholding on various types of supplemental pay.