Webinars

1099 Compliance: How to Streamline Filing and Avoid Fines  • The latest changes. Discover how the One Big Beautiful Bill Act changes 1099 reporting, along with 8 airtight steps for completing 1099s that will keep the IRS off your back.
• Reporting requirements. Box-by-box reporting requirements for 1099-NEC and 1099-MISC, and when you may need to file both.
• E-filing credentials. What is an e-filing credential, how do you get one and what happens if you don’t?
• Filing 1099s. 3 crucial rules to determine if you need to file 1099 forms, and why you might need to give 1099s to employees, too—not just independent contractors.
• Taxpayer IDs. How to tell if a contractor’s Taxpayer ID Number is legit, and what to do if it’s not.
• Protect your company. The 6 crucial moves to activate the safe harbor for de minimis math errors.
• Leveraging available tools. Two free IRS services that should wipe out penalties for filing incorrect forms.  ...Read More

Your Roadmap to PWFA Compliance  • 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

The I-9 and Immigration Compliance Workshop  • I-9 modernization updates. Review recent changes to I-9 processes, including remote verification, E-Verify and the increased scrutiny of electronic I-9 systems provided by outside vendors.
• ICE visits and raid preparation. Know exactly what to do before ICE drops by, including spotting and fixing I-9 problems.
• Correcting issues. Identify and address missing or incomplete Forms I-9 and other common issues.
• 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.
• Avoid operational impacts. Discover steps that can be taken now to avoid the impact of losing your workforce in a sudden raid or I-9 audit.
• 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.
• Answers to YOUR questions. In a recent webinar, numerous questions were asked of the presenter. Bring your unique questions and get all of them answered.  ...Read More

2026 HR Action Plan: Prepare Now for Tomorrow’s Challenges  • Review our checklist of 2025 updates, and make any required changes to your policies that you may have missed.
• Prepare for anticipated handbook policy changes in 2026, and get suggested language to aid in your revisions.
• Find out how to keep DEI policies compliant under new federal directives.
• Prepare for shifts in religious accommodation rules and learn how to build compliant policies.
• Learn the key DOL changes: Overtime, heat rules and other workplace basics.
• Discover pregnancy-related EEOC updates and their implications for your policies.  ...Read More

Is DEI Really Dead? How HR Should Craft its Policies  • What went wrong with DEI 1.0. Exclusionary policies and preferences just won’t work—and have never been legal.
• Embrace inclusiveness. This is what the law requires and what your DEI program must focus on.
• Focus on pay equity. Audit your pay system to assure everyone is paid equally regardless of sex, age, disability, etc.
• Recruit broadly. Don’t recruit by quota; instead, recruit for a diverse pool from whom you choose the most qualified.
• Rework your DEI training. Under no circumstances can you play the blame game.
• Aim for organic diversity. Do not use quotas, goals or pay incentives.
• Provide a leg up to disabled workers—legally. You can integrate self-identified disabled workers into your workforce simply by following the law of reasonable accommodations.
• Training, mentorships and affinity groups. Yes, these are fine if open to all.
• Leave no one behind. Don’t forget pregnant and religious workers receiving accommodations when training, mentoring and celebrating.  ...Read More