• I-9 modernization updates. Review recent changes to I-9 processes, including remote verification and the increased scrutiny of electronic I-9 systems provided by outside vendors.
• Correcting issues. Identify and address missing or incomplete Forms I-9 and other common issues.
• New administration, new priorities. Track changes coming out of the Trump administration and how to comply.
• Increased enforcement. Learn tactics to navigate the new ICE taskforces and Homeland Security’s I-9 audit quotas leading to dramatic increases in enforcement activity.
• Employer liability and joint employment. Explore government priorities around criminal prosecution of employers and a continued emphasis on joint employment with staffing agencies and contractors.
• Ask questions. In a recent webinar, nearly a dozen questions were asked of the presenters. Bring your unique questions and get all of them answered.

• Why you need a formal attendance policy. Learn how to structure a policy that establishes attendance as an essential job function.
• How the FMLA impacts absenteeism. Understand when intermittent absences are a protected right and how they affect your attendance policies.
• Tracking absences while staying compliant. Learn how to account for FMLA absences in performance evaluations and no-fault attendance policies.
• Handling attendance issues with disabled workers. Discover how to prove attendance is an essential job function while complying with ADA regulations.
• Accommodating pregnancy-related absences. Reasonably accommodate pregnancy-related absences and restrictions before and after birth under the new Pregnant Workers Fairness Act.
• PUMP Act compliance. Manage unlimited milk-expression breaks under the PUMP Act rules.
• How military leave impacts attendance. Learn the rules under USERRA, including extended absences for active duty.
• Spotting and addressing leave abuse. Identify red flags and implement strategies to prevent misuse of protected leave.
• Balancing religious accommodations. Navigate new Supreme Court standards on religion-based time-off requests while maintaining fairness in the workplace.

• 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.
• Investing in your team from Day One. Foster engagement and create the right chemistry for long-term success.
• 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.

• What Gallup’s latest research says about engagement. Understand the data behind declining engagement and learn actionable steps to improve it.
• How to drive performance, productivity and retention. Use structured performance conversations to align employees with business goals.
• Why coaching—not just managing—yields better results. Discover how a coaching approach fosters stronger relationships and higher performance.
• How to intentionally monitor and guide employee performance. Ensure employees feel valued, supported and motivated to improve.
• Why making performance conversations a regular habit is essential. Build your confidence and effectiveness as a leader by incorporating these discussions into your routine.

• Who qualifies for leave under ADA, FMLA and workers’ comp? Understand the eligibility requirements to distinguish legitimate claims from fraudulent ones.
• How often does fraud really happen? Learn the common types of abuse and key red flags to watch for.
• How do you challenge a suspicious claim? Get step-by-step guidance on investigating potential fraud while staying within legal boundaries.
• What evidence do you need? Discover the best practices for collecting documentation to support your case and protect your company.
• How to enforce proper certification and verification. Ensure your processes for requesting medical certifications and recertifications are airtight.
• Why job descriptions and call-in procedures matter. Learn how clear policies can prevent abuse before it starts.
• Should you hire an outside investigator? Weigh the benefits and risks of bringing in professional help.
• How to reduce the risk of retaliation claims. Take proactive steps to avoid costly legal backlash.

• Identify negative chatter and encourage positive behavior. Recognize 6 signs that your office has a problem with gossip and rumors before they escalate, and understand how managers may inadvertently encourage negative behaviors, with actionable steps to stop it.
• Handle difficult personalities effectively. Gain best practices for dealing with tattletales, drama queens, whiners, and bullies, ensuring they don’t derail team morale. Discover how to turn gossip and the grapevine to your advantage.
• Avoid sensitive topics and manage rumor peaks. Learn the 7 topics everyone should avoid at the office to maintain a respectful and professional environment. Find out when the rumor mill will always heat up, with effective strategies to mitigate its impact.
• Focus on behavior, not attitude. Shift your focus from discussing “attitude” to addressing specific, actionable behaviors that can be corrected. Utilize the “team turnaround” process to involve your group in solving the problem collectively.
• Leverage positive reinforcement and conduct effective coaching. Harness the power of high expectations, sincere praise, and clear consequences to foster a positive work culture. Master 10 steps for conducting an exceptional coaching session that drives real change.
• Address denial and blame, and take next steps. Implement techniques to use when employees blame others or deny responsibility, ensuring accountability. Learn what to do when coaching doesn’t work and how to enforce accountability.

• The components of flexible leadership. Explore the 3 pillars—intention, context and flexors—and how they drive effective leadership.
• Adapting to different situations. Use the context map to tailor your approach, address challenges and choose the best course of action.
• Leveraging your flexors. Learn how to step outside your comfort zone by adjusting your leadership style to meet situational demands.
• Implementing change effectively. Understand how the rate, speed and scope of change impact team acceptance and outcomes.
• Overcoming resistance. Develop strategies to embrace and strengthen the flexors you naturally resist, building sustainable leadership habits.

• Generational needs. Learn how to address the unique benefit expectations of different generations in the workforce.
• Holistic benefits approach. Explore strategies to review and enhance your benefits package with a whole-person perspective.
• The role of communication. Discover why most employees struggle to understand their benefits and how to make your offerings clearer and more accessible.
• AI in HR and benefits. See how emerging technologies can simplify enrollment, improve communication and provide insights into employee needs.
• Prescription drug coverage. Understand why this matters to all employees and how to address its impact on your benefits plan.
• Combating rising costs. Explore strategies to manage increasing health-care and pharmaceutical expenses effectively.
• Governance and compliance. Learn about new regulations, their impact on benefits programs and how to stay compliant.

• Directives from the new administration. You may have to undo recent changes, especially if you’re a federal contractor or subcontractor.
• Supreme Court-related changes. Learn why and how to change your handbook policies on religious expression and accommodations.
• Employee leave. What to include and what to leave out regarding FMLA, ADA and pregnancy accommodations.
• The fractured workplace. What happens when workers disagree on topics like politics and religion? Handbook policies that set reasonable conduct rules can create a more harmonious workplace.
• Speech and civility rules. When you can restrict what employees say and when you can’t (salaries, politics, hate speech, etc.).
• Dress and grooming. Learn how to set rules on appropriate behavior, attire and decor when it comes to both in-person and remote appearances.
• Sexual and other harassment. Even if employees are remote, you need rules on email, telework, texting and off-site meetings.
• Different rules in your state. This may be the most difficult handbook area to navigate as what states say you must include clashes with federal mandates.

• Understanding workplace harassment. Understand what does and doesn’t qualify as workplace harassment.
• The evolving nature of harassment claims. See how harassment claims have changed. The scope of what constitutes harassment has expanded, and more workers are protected.
• Best practices for prevention. From training managers and supervisors to encouraging bystander reporting, put the tools in place to stop harassment before a complaint comes in.
• Tools of enforcement. Learn how to implement tools like snap inspections and bystander training to catch misbehavior before it escalates into full-blown harassment.
• Handling difficult harassment cases. Address difficult harassment claims stemming from customers, patients or clients, or taking place in a digital space.
• Making systemic changes. Find and correct systemic harassment against protected classes of employees.