• The Biden OT regulations: What’s included, what didn’t change.
• How high can salaries go with indexing? Here’s the metric you need to watch.
• What’s happening with the litigation seeking to reverse the new rules.
• Simple steps to avoid the Supreme Court’s salary-basis trap.
• Why you should self-audit all your exempt employees’ job descriptions to determine whether you should reclassify some as hourly rather than raise their pay before the Jan. 1, 2025 deadline.
• If you haven’t taken advantage of the bonus credit for exempt employees, why you may want to do so soon.
• The single most effective way to cut overtime risk and punish workers who don’t follow the rules.
• A step-by-step guide to undoing exempt status, including how to set hourly pay based on anticipated overtime hours.

• Documenting discipline and performance. Essential practices for legally sound terminations.
• Terminating remote workers. Specific protocols for remote employees, including those with accommodations.
• Conducting termination meetings. Step-by-step guidance on timing, location, attendees and communication.
• Severance agreements. Using and drafting agreements to mitigate legal risks.
• Compliance with WARN laws. Recent examples and best practices for layoffs.
• Handling unemployment benefits. Strategic considerations for contesting or avoiding claims.
• Emergency preparedness. Creating an effective emergency plan for termination situations.
• Rehiring considerations. When to leave the door open for potential rehiring.
• Establishing airtight policies. Best practices for developing and implementing termination policies.

• Avoid OSHA’s crosshairs. Discover proven strategies to stay compliant and avoid citations.
• Effective response tactics. Learn exactly how to respond when OSHA arrives, and crucial mistakes to avoid.
• Navigate inspections with confidence. Understand the inspection process so you can handle it smoothly and professionally.
• Handle penalties effectively. Get expert advice on managing the informal settlement conference if you face a penalty.
• Best practices and communication. Master techniques to protect your company during an investigation.

• A deeper analysis of the concept of workplace bullying and how it relates to conflict, harassment and workplace violence.
• Why people engage in bullying behavior, how the employer plays a contributing role and how employers, leaders and managers can turn that behavior around.
• A specific tactic employers can use to overcome the justification and denial of toxic behavior when it’s addressed with an abrasive leader.
• Coaching methods proven to help abrasive leaders change to create a better work environment.
• The difference between an investigation and an assessment.
• A case study on how an abrasive leader’s behavior has changed after coaching.

• Build strong and agile teams that are prepared to address the many changes that face us in today’s modern workplace.
• Develop a game plan and outline to address the most common and unpredictable challenges that can come your way in today’s hectic environment.
• Become an inspirational leader others emulate for role-model leadership, especially through challenges that can otherwise destabilize a team or undermine group camaraderie and trust.
• Identify when your employees are experiencing a crisis and how to encourage and assist them through those difficult situations.
• Learn how to improve your emotional self-awareness when anxiety and uncertainty arise during a crisis, and respond in a positive manner.

• Measuring the right things. Don’t waste time and energy tracking every small thing—know what’s worth measuring and why.
• Data is data, but information is power. Learn how to transform raw data into usable information, and how to share it with the right stakeholders.
• Trendspotting. Metrics can help you analyze why some departments put in more overtime than others or why employees flee one department but not others, and then help decision-makers devise a solution.
• Process efficiency in payroll. Identify hang-ups and places with room for improvement. For example, track how many paper W-4s and direct-deposit forms you’re handling and use the information to advocate for a new or improved employee self-service portal.
• Tax-compliance efficiency. Getting too many tax notices? Capture the agency, the deficiency and the reason (maybe it’s your third-party payroll provider), and clean up your compliance headaches.

• Building a solid foundation. Gather the right details needed to craft a compelling job ad.
• Mastering SEO for job searches. Learn the 6 fundamentals of applying search engine optimization practices and principles to your job ads.
• Using the right tools. Discover the foolproof template to follow when creating job ads.
• Catching and keeping attention. Draw job seekers in with engaging writing and a compelling value proposition.
• Following the right structure. Master all 6 key sections of a job ad, using real examples from successful postings.
• Leveraging technology. Discover how to use technology like ChatGPT and other AI tools to facilitate success every step of the way.

• Recognizing what a hostile work environment looks like now that the EEOC has comprehensive updated guidance covering all forms of harassment based on protected status.
• Creating a comprehensive anti-hostility and harassment policy that will help prevent, identify and fix hostile work environments of every sort. Hint: The key is training and accountability.
• How to root out systemic harassment — hostility that’s baked into your organization’s culture — and why you should never punish employees who bring it to light.
• How to ensure all managers and supervisors understand their responsibilities, including how to handle discrimination and harassment they witness, and comply with the EEOC’s increasing expectation to encourage bystander reporting as a component of preventing and stopping harassment.
• Reining in all forms of hostility and harassment, whether it is aimed at your employees, customers or clients, and regardless of where the harassment is coming from.
• Dealing with the most difficult harassment cases, like those that involve behavior from customers, patients or clients, and what steps you can reasonably take.
• Hear examples of harassment, including unusual and emerging forms targeting teleworkers, religious beliefs and practices, gender identity, race and social-media usage, and hostility based on more than one protected characteristic.

• Understand the crucial traits of a transformational leader.
• Apply the most important first step in developing transformational leaders.
• Help leaders learn how to flex their leadership style based on the situation.
• Train leaders on how to develop a clear cultural vision and communicate it effectively.
• Comprehend the value of mutual trust and respect in creating employee engagement and confidence.

• 6 signs that you have a challenging employee.
• How challenging employees push your management "hot buttons."
• The confrontational types: drama queens, challengers and power grabbers.
• Passive problems: slackers, clingers and space cadets.
• The secret formula for managing childish adults. (whiners, pouters, tattletales and gossips)
• How managers enable employees by rewarding negative behaviors.
• 5 traits managers must have to effectively deal with challenging employees.
• Coaching techniques that have the greatest impact on challenging employees.
• 5-step AMESH formula for helping people change their behavior.
• Truly toxic employees: when termination is the only option.