• Legal issues surrounding workplace relationships — supervisor vs. non-supervisor, and what happens when things get ugly.
• Setting workplace romance guidelines and love-contract considerations.
• The appropriate documentation procedures that must occur.
• Security measures to institute, both practical and legal.
• The case for banning any supervisor-subordinate relationship.
• When romance morphs into sexual harassment.
• Accountability from the top down: Why you need a no-romance policy in the boardroom.
• Review of general EEOC guidance on harassment.

• Employer do’s and don’ts.
• How the Supreme Court made it almost impossible to turn down a religious accommodation request.
• When is it time to terminate?
• FMLA vs. ADA.
• Learn about new federal requirements.
• Essential job functions.
• Step-by-step interactive process.
• When you must accommodate workers who want to stay remote.
• Accommodation resources.

• Proven strategies to protect your employees from job-related violence.
• Strategies to guard your company from liability.
• Lessons from California’s new workplace violence prevention mandate.
• Implementing workplace violence policies in physical and remote locations.
• How to recognize the risk factors then take action.
• OSHA best practices to follow.
• Examples of workplace violence incidents and what employers could have done better.

• Workplace Safety and OSHA with Dan Kaplan
• Workplace Violence Prevention with Dennis Davis
• Mental Health Matters with Dennis Davis
• Wage-and-Hour with Mekesha Montgomery

• Identify everyday stress: Recognize signs of everyday stress and anxiety, and learn preventive strategies for a mentally healthy workplace.
• Break through bravery barriers: Understand and overcome five main barriers to create a culture that promotes authenticity and well-being.
• Master brave conversations: Develop practical strategies and confidence for engaging in brave conversations about mental wellness.
• Advocate effectively to senior leaders for the needs of yourself and your team.
Identify the signs, learn the tools and create safe spaces — all critical factors in normalizing the concept that it's okay not to be okay.

• Why you need a formal attendance policy that makes attendance an essential job function.
• How the FMLA impacts absenteeism and when intermittent absences are a protected right.
• How to account for FMLA absences when evaluating employee performance.
• What to do when a disabled worker misses work.
• How to reasonably accommodate pregnancy-related absences and restrictions.
• Managing unlimited milk expression breaks under the brand-new PUMP Act rules.
• How USERRA impacts attendance, including extended absences when called to active duty.
• Tell-tale signs that employees are abusing leave and what to do about it.
• How to accommodate conflicting requests for religion-based time off under the new stricter Supreme Court rules.

Sometimes, the laws that govern conduct in the workplace conflict in ways that are almost impossible to reconcile. When that happens, litigation is sure to follow, just one of the reasons it’s essential to carry employment practices liability insurance.

Having a rigorous system of progressive discipline is crucial, particularly if you find yourself facing litigation. Base progressive discipline on these four rules.

The EEOC has filed lawsuits against 15 employers in 10 states for repeatedly failing to file mandatory EEO-1 Component 1 workforce demographic reports.

Fifty-one percent expect new legislation addressing AI in employment contexts, up sharply from 20% in 2023.