Webinars

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

Tough Talks: A Manager’s Guide to Mastering Uncomfortable Conversations  • Key rules of engagement. Proven strategies for successfully managing difficult employee conversations.
• Framing discussions with employees’ career and professional development in mind. How to shape conversations to foster understanding and resolution.
• Power of self-awareness over anger. Encouraging employees to take responsibility for issues without creating hostility.
• Legally safe scripts. How to navigate “off the record” discussions with employees while protecting your company.
• Addressing new supervisor syndrome. Tailoring your approach for new managers vs. experienced leaders.
• Stopping attitude problems. 3 practical steps to tackle entitlement and attitude issues effectively.
• Sample scripts for common issues. Guidance on addressing challenges like substandard job performance, inappropriate workplace behavior and lack of reliability (attendance/tardiness).
• Handling sensitive topics. Best practices for resolving issues like personal hygiene, foul language and termination.  ...Read More

TIME = LIFE: A Human-Centered Approach to Modern Time Management  • How to use the TIME = LIFE framework to reduce stress and manage priorities.
• Simple tools to minimize interruptions and improve focus.
• Ways to juggle competing deadlines without burning out.
• How to track your day to uncover hidden time wasters.
• Techniques to tackle difficult tasks and complex projects.
• How to set up a workspace and schedule that support deep work.
• How to run meetings that give time back to your day.
• Strategies to manage email overload and reduce digital distractions.
• How to align daily tasks with team goals and high-value work.  ...Read More

Payroll Compliance: How to Conquer Massive 2026 Challenges  • Roth 401(k) catch-up contributions. This SECURE 2.0 provision kicks in this year and promises to challenge payroll professionals on multiple fronts.
• Tracking tips and overtime. Employees can deduct their tips and overtime. But they can’t deduct anything if you don’t report it on their W-2s. This means you must track these items every pay period.
• I-9 self-audit strategies. Conduct compliance reviews to meet stricter immigration enforcement protocols.
• Beyond the I-9 paperwork. Immigration agents are routinely raiding workplaces, but you have rights, too.
• What’s up with the DOL. The Wage and Hour Division has been issuing subregulatory guidance that affects FLSA and FMLA administration.
• PAID is back. PAID was the DOL’s alternative dispute-resolution program for FLSA violations. The uptake wasn’t terrific, so PAID was retired. But it’s back now, more robust than ever.
• IRS audit protocols. Master the latest IRS audit rules, including ERC audits, with 7 key stress-reducing tips.  ...Read More

HR Investigations Workshop: Conducting Effective and Defensible Investigations  • Identify the key elements of an effective investigation. Understand the core components of a thorough investigation and when it’s necessary to launch one.
• Set up the investigation correctly from the start. Learn the steps to a structured investigation, including documenting the complaint and assigning the right investigator.
• Follow a clear interview process. Interviewing is at the heart of the investigation, so learn how to set the stage, ask clear questions and document specific details.
• Interview the key players. These include the complainant, witnesses and respondent—interviewing all parties is crucial.
• Safeguard against retaliation claims. To avoid retaliation claims, ensure corrective action has been taken and that you followed up with the complainant.  ...Read More