• Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation, and when it may be required for cases of infertility, miscarriage, abortion and more.
• Guaranteed accommodations. The 4 accommodations the EEOC says you can’t question — no doc notes, no forms, no delay.
• Top practical accommodations. Easy-to-implement, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Insights from recent EEOC lawsuits under the PWFA and notable settlements.
• Compliant break rooms. Steps to create a PUMP Act-compliant milk-expression space tailored to your industry.
• Accommodation best practices. How to accommodate pregnancy-related issues like morning sickness, lifting restrictions and bed-rest orders.

• The right forms the right way. Understand who has to file specific forms, which forms to file with the IRS and who has to e-file their 1095s.
• Coverage affordability. Understand if the health coverage you offer is “affordable” and provides “minimum value.”
• Penalties and safe harbors. Understand possible penalties, the necessity of coverage waivers and how affordability “safe harbors” can help you avoid the employer mandate penalty.
• Cafeteria plans. How cafeteria plan benefits and wellness benefits factor into the affordable/minimum value determinations.
• Completing forms correctly. Learn how to track the data you need, what the big deal is with Line 15 reporting and more.
• Reporting the right way. Determine which reporting regimen will work best for you (the IRS gives you three options).

• Employer do’s and don’ts. Which accommodations are required under the ADA, FMLA, the 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.
• When is it time to terminate? What to do when accommodations aren’t working, including when you can legally say “no” and terminate the worker.
• 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 disabled worker prefers.)

• Key communication tactics. Learn vital leadership communication strategies like active listening, clear messaging and fostering trust through transparency.
• Adapting communication styles. Discover how to adjust your style using personality frameworks like DiSC and MBTI, connecting more effectively with different team members.
• Nonverbal communication and emotional intelligence. Understand the power of nonverbal cues and emotional intelligence in maintaining a positive, communicative team environment.
• Building open dialogue. Gain insights on creating a culture of open, supportive communication where feedback flows freely and team members feel comfortable sharing ideas.
• Conflict resolution. Master communication techniques that help resolve conflicts fairly and collaboratively, reducing team tension and improving problem-solving.
• Continuous improvement through feedback. Learn how to actively seek feedback to refine your leadership communication style and promote personal and team growth.

• Key players in the new administration. Get insights into who they are, what their philosophies are on labor and employment law and what proposals they’ve already revealed will be priorities.
• Congressional impact. Analyze how the new Congress will influence the administration’s priorities, and which campaign promises are most likely to become law.
• Federal agency changes. Explore what’s likely to change and what might stay the same at all the major federal agencies that affect employers, including the DOL, the EEOC, the Federal Trade Commission and the National Labor Relations Board.
• Impact of the Supreme Court. Dive into how recent Supreme Court decisions could impact the new administration’s regulatory plans.
• Your questions answered. Get answers to your burning questions on what changes are likely to come and what you can do now to prepare.

• Get YOUR trickiest FMLA questions answered.
• Get valuable insights on your current and future FMLA challenges.
• See what’s keeping your peers up at night, and learn how to head off similar issues with Anniken’s expert advice.

• Step-by-step guide to effective appraisals. Get a clear roadmap for preparing and conducting productive performance reviews.
• The performance-management cycle. Simplify your review process with a proven framework for continuous feedback and improvement.
• Writing better appraisals. Learn 10 tips for crafting detailed, descriptive reviews that reflect performance and avoid vague language.
• Strong management presence. Maintain a strong presence during reviews and use a structured 4-part discussion plan to stay on track.
• Coaching vs. criticism. Provide useful coaching without veering into negative or unproductive criticism.
• Handling difficult reactions. Manage confrontational, defensive or overly sensitive employees with effective strategies.

• Clear communication and accountability. Learn how to set clear expectations and follow through with appropriate consequences when employees fall short.
• Practical insights for challenging environments. Gain strategies for maintaining team productivity even in the most difficult situations.
• Early detection of problem behaviors. Understand how to spot and address difficult behaviors early on to prevent them from spreading and damaging the team.
• Conflict-resolution techniques. Discover proven communication methods to defuse tension and resolve conflicts effectively.
• Scripts for tough conversations. Get access to sample scripts that will help you confidently address common management challenges, from performance issues to negative attitudes.

• Proper categorization. Distinguish between business records and non-records.
• Setting rules. Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack and other electronic tools.
• Keeping policies up-to-date. Implement documentation policies on emerging HR concerns like marijuana use, compliance with eDiscovery guidelines, litigation-hold policies and more.
• Guaranteeing compliance. Ensure on-site, remote and work-from-home staff comply with records rules and manage HR records effectively.
• Document security. Protect personal privacy and confidential and sensitive information using best-in-class technology and tools.
• Leveraging technology. How to use software tools for record retention, along with monitoring, policy management, content management, antivirus and other records-related software.

• Why leaders behave abrasively.
• Why they don’t perceive themselves to be abrasive.
• How to identify abrasive behavior and intervene early to avoid damage to co-workers and organizational operations.
• The 5 steps of courageous conduct intervention.
• How to help management grow their management backbone and manage unacceptable conduct.
• How to overcome leadership anxiety and defensiveness at the prospect of intervening with an abrasive employee.