Upcoming Live Webinars

The Growing Problem of Workplace Incivility
 • 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.   ...Read More
FMLA Intermittent Leave: Compliance Workshop
 • 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.  ...Read More
Leadership Empowerment: Enabling Managers to Prioritize Employee Accountability
 • 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.  ...Read More
Legal Requirements of Job Descriptions
 • 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.  ...Read More
Complying with the Imminent Pregnancy and Postpartum Accommodation Rules
 • Pregnancy, missed work and attendance programs; when can you discipline for missed work during pregnancy and when you absolutely can not.
• Why forcing a pregnant worker to take leave isn’t a reasonable accommodation under the new PWFA if she could feasibly continue working.
• The four accommodations the EEOC says you can’t even question.
• Eliminating essential functions entirely may be a reasonable accommodation for pregnancy.
• Whether and when you have to provide time off for fertility treatments, abortion care, stillbirth or miscarriage recovery, and even menstruation and menopause leave.
• We now know that the EEOC views post-birth recovery time as a reasonable accommodation - find out exactly how to structure this new, de facto maternity leave.
• Easy to implement, practical accommodations that won’t unduly disrupt the workplace while complying with the new law.
• How the FMLA interacts with the PWFA and the PUMP Act to create an entirely new entitlement program.
• How to set up a PUMP Act compliant break room or area; and what to include based on your industry.
• What sort of accommodations you are required to make for common pregnancy related problems like morning sickness, lifting restrictions and bed rest orders.
• A comprehensive, single policy for reasonable accommodations, including pregnancy.  ...Read More