• 5 benefits of a good job description, and the risks associated with outdated ones.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

• 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.

• Why you need to limit where remote work takes place, whether it happens regularly or occasionally.
• Learn why in most cases remote work isn’t a right, but sometimes is a required reasonable accommodation, including new rules for religious accommodations and for pregnant employees under the PWFA.
• Discover how to ascertain if one of your teleworkers is also working for another employer.
• Hybrid work doesn’t fix your remote-work legal problems–in fact, it could multiply them. Learn how to minimize the risk.
• Why you need harassment rules for telework NOW.
• Comply with laws that require you to pay remote and hybrid workers for the surprise expenses they incur on your behalf.
•Understand state and federal laws on timekeeping and breaks for remote staff.
• Learn how to properly classify remote workers as exempt vs. non-exempt, and employee vs. independent contractor.

• Identify the top reasons for project failure and how to prevent them.
• Explore the soft skills required for success (specifically those you need as an “unofficial” project manager).
• Discover strategies to handle the inevitable unexpected surprises and interruptions and minimize their impact.
• Gain tools to manage and mitigate risk and set yourself up for success from the beginning.
• Understand how to leverage technology effectively, without it becoming a barrier to your success.

• 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.

• 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.

• 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.

• 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.

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