Webinars

Protect Your Business Against PWFA Lawsuits: Essential Steps for Employers  • Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation (rarely) and when it may be required for cases of infertility, miscarriage, stillbirth and more.
• Guaranteed accommodations. Walk away with a checklist of the accommodations the EEOC says you can’t question—no doctor’s note, no forms, no delay.
• Top practical accommodations. Easy-to-implement, detailed, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Now that lawsuits have gone to court or settled, embrace lessons learned the hard way so you won’t repeat them.
• Compliant break rooms no matter your industry. Walk away with instructions for creating compliant milk-expression rooms for any workplace.
• Postpartum accommodations. Understand the obligations you have postpartum, including how soon you may have to bring new mothers back, even if they still can’t perform every essential function.  ...Read More

Run Better Meetings: Managing Content and Context for Real Results  • Understanding the difference between meeting content and meeting context—and why both matter.
• Identifying common behaviors that derail meetings and how to address them in the moment.
• Practical language to redirect conversations without shutting people down.
• The different types of meetings and how to match structure to purpose.
• Setting clear expectations that keep meetings focused and productive.
• How leaders shape meeting culture through tone, presence and consistency.  ...Read More

Compliance Meets Accountability: Crafting Legally Sound PIPs  • Why accurate, up-to-date job descriptions are essential for every worker and a supervisor’s best friend—and how to draft them.
• Getting buy-in during performance reviews so that employees know exactly what’s expected and what comes next.
• How to set realistic, objective job goals for every position, including for struggling employees.
• How to exclude impermissible factors from evaluations and recalculate goals based on missed work due to FMLA leave or disability accommodations.
• Why HR needs to compare prior worker PIP plans to the proposed PIP to assure fairness and consistency.
• Creating an individualized PIP based on not reaching performance review goals or other workplace problems like tardiness and behavioral problems.
• Why HR needs to be involved from day one and should always perform a final review before discharge to guard against supervisor bias.  ...Read More

Attendance Policies: How to Structure an Enforceable Plan  • 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, PWFA and ADA 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 PWFA.
• 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. With strict Supreme Court rules and an administration that’s serious about protecting religious rights, update your attendance rules to accommodate religious absences.  ...Read More

Conflict Resolution for Individuals and Teams  • Proactive conflict management. Learn strategies to anticipate and manage conflicts or incivility.
• Setting clear ground rules. Establish effective ground rules that prevent emotional outbursts at work and outline clear, enforceable consequences for violations.
• Coaching for self-regulation. Equip employees with the skills to manage their emotions and maintain professionalism through self-regulation and appropriate filters.
• Setting expectations for respectful behavior. Develop communication strategies to ensure that your organization upholds respectful behavior.
• Guidance on sensitive topics. Provide employees with clear guidelines on which topics to avoid and how to apply workplace-appropriate filters during discussions.  ...Read More