• The 5 benefits of a good job description.
• The 4 federal laws that require accurate, up-to-date job descriptions, including the new Pregnant Workers Fairness Act.
• Which words create liability, and which words help you.
• 4 simple steps to create accurate and defensible job descriptions that match industry standards and local variations.
• How to define “essential functions” for ADA and FMLA purposes.
• Exempt or not? The right language to lock in an employee’s exempt FLSA classification. Hint: You don’t need to state which exemption you’re claiming, but you do need to know as you list duties for the job.
• Descriptive but functional language. Why job descriptions should use language that’s function-based and avoids coded words like “aggressive” and “fearless,” which can be seen as racist or sexist.
• Should they include disclaimers? Yes, and we’ll provide a sample you can include.
• Why the annual review should always include a reassessment of the job description. This is your chance to fix errors, evaluate changes and rest easy knowing your employee can’t trap you with surprise overtime, misclassification or other wage-and-hour complaints.
• Why you need employee input, review and buy-in. Nothing protects like an employee’s acknowledgement that their job description is accurate and complete.
• Resources for better descriptions. There are resources that help you create new positions or check that current positions are properly described.

• The core elements of workplace due process and the importance of the written record in the discipline and termination processes.
• Tough conversations to have with employees that invite them to involve themselves in their own performance improvement.
• Structuring disciplinary documentation that is constructive and that insulates the organization from legal liability.
• Alternatives to formal progressive discipline that re-engage employees without the formal trappings of “being written up.”
• Leadership landmines to avoid under all circumstances, especially regarding tricky situations that may miss awareness from good-natured yet unsuspecting managers.

• Confidently handle every intermittent FMLA question thrown at you.
• Correctly use the tools of compliance to address unscheduled and intermittent leaves (certifications, call-in rules, attendance procedures and more).
• Learn what to do when the FMLA call-offs exceed the intermittent leave certification you have on file.
• Manage the practical FMLA intermittent issues, not just the legal ones.
• Leverage your follow-up powers. Know when you can contact an employee’s doctor about the need for leave … and request a second opinion.
• Both the FMLA and the PWFA allow pregnant workers short bursts of unscheduled leave. Learn how to track both concurrently.
• Learn lessons from recent court rulings. They lay out a path for the best (and worst) steps to complying with intermittent leave laws.
• Identify the key questions you should be asking each and every time an employee seeks leave.
• Understand “real world” FMLA scenarios.

• Why common courtesy is not so common.
• The vicious cycle of disrespect: When rudeness leads to revenge.
• 7 warning signs of an incivility problem.
• Childish adults: Pouters, screamers and public attackers.
• Communication insults: Email bombers, cyberjunkies and nonresponders.
• How incivility hurts productivity and increases turnover.
• Why professional adults sometimes act like brats.
• Quick quiz: Taking an honest look in the mirror.
• How silent bystanders and wimpy managers encourage offensive behavior.
• Dealing with drama: Gossips, snobs and office divas.
• How co-workers can learn to have civil conversations about incivility.
• Using a “team turnaround” to make your group more collaborative.
• Legal hazards: Frat boys, closet bigots and sexual predators.
• 5-step formula for changing an organizational culture.
• Beyond civility: 12 signs of a truly collaborative workplace.

• Essential updates.
• Supreme Court-related changes.
• Employee leave.
• Remote work and attendance.
• Diversity and inclusion.
• Accidental contracts.
• Dress and grooming.
• Sexual and other harassment.
• Overtime.
• Handbook maintenance.
• The "Dirty Dozen" mistakes.

• Identify the bravery barriers that may be getting in you and your team’s way.
• Learn 3 key strategies to engage in brave conversations.
• Discover the elements that make up The B.R.A.V.E. Zone, and how it contributes to building more effective cultures.
• Explore what it takes to create more meaningful connections with colleagues, and in turn, more cohesive company cultures.
• Gain tools to empower you to bring all of who you are to all of what you do.

• The 8 types of toxic employees to watch out for—and how to handle each one.
• How to give specific, legally safe feedback in difficult situations and with remote workers.
• How to document performance and behavior problems.
• Sample phrases and statements to use in tough face-to-face meetings.
• How to craft efficient and legally sound performance improvement plans (PIPs) for employees.
• 10 do's and don'ts for managing employee behavior.
• 8 questions to ask yourself before pulling the termination trigger.
• 10 steps to conducting low-stress termination meetings that erase the chance of a lawsuit.

• Discover exactly how long to retain all types of documents, including applications, résumés, FMLA forms, payroll records, leave requests, medical data, benefits info, and more.
• Learn which records should never be deleted and why.
• Learn the right way to organize documents. Understand which documents need to be maintained in separate files and why.
• Reasonable accommodation records, including requests related to disabilities, temporary pregnancy impairments and religious objections to vaccinations, and scheduling.
• How electronic storage rules differ from paper storage. Consider privacy and illegal record breaches.
• I-9 rule updates. How new I-9 rules, the pandemic, and telework affect the handling of these immigration forms.
• Reviewing personnel files. What to do when lawyers ask to review personnel files, or employees ask. Hint: It depends on what state you operate in and when the request is made.
• To delete or not to delete? The requirements for storing and deleting company emails, texts, and other communication forms.
• Plus, answers to your questions about HR recordkeeping and much, much more!

• The latest compliance advice on emerging payroll issues for the first half of 2024, including new 401(k) rules.
• Which federal agencies have signed Memoranda of Understanding and what that means for your payroll operations.
• 4 payroll trends that have outlived the pandemic and which are guaranteed to throw you a monkey wrench.
• How to successfully implement overtime policies for your nonexempt remote employees.
• How to correctly reimburse remote employees the tax-free way for their work-related business expenses — taxable stipend or tax-free reimbursement?
• Key court rulings, including a Supreme Court case that throws doubt on accrual accounting.
• The 8 simple ways you can stay out of legal payroll trouble.
• The new IRS audit protocols for all payroll audits, including ERC audits … and 7 stress-reducing do's and don'ts to survive the IRS's scrutiny.

• The difference between managing and coaching.
• The step-by-step process to coach employees effectively.
• The three core coaching skills that power up your leadership skills.
• Coach for promotion, growth and development.
• Invest in your team from day one.
• How to address poor performance.
• Unique solutions to coach remote workers.
• Create a coaching playbook.