• Identifying illegal retaliation. Discover what actions are considered illegal retaliation — there’s more to it than you might think.
• Proving retaliation. Learn the key elements workers need to demonstrate to prove they were retaliated against.
• Preventing managerial retaliation. Get strategies to protect your organization from rogue managers who may punish employees for filing complaints.
• Case studies and avoiding legal pitfalls. Explore real-world examples of retaliation cases and learn how to protect your company from ending up in court.
• Essential documentation strategies. Implement documentation practices that can shield your company in the event of a retaliation claim.
• Conducting effective investigations. Discover best practices for investigating claims of unfair treatment and ensuring thorough, impartial investigations.
• Justifying employment decisions post-complaint. Learn how to properly justify demotions, transfers and terminations after dismissing a discrimination complaint.

• Engage team members. Master the strategies you need to engage team members no matter where they’re located.
• Make expectations clear. Learn how to set clear expectations for employees in any working situation.
• Structure in-office and work-from-home days differently. Learn which activities are best done in-office and which should be left for work-from-home days.
• Adjust your leadership style based on need. Learn different strategies to apply to individual employees, as well as the larger team, to maximize results.
• How to build trust. Learn how to build trust with your employees, even when working remotely, and why this is crucial to your organization’s success.

• Proactive conflict management. Learn strategies to anticipate and manage conflicts or incivility arising from differing political and social viewpoints within the workplace.
• 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.
• Maintaining organizational neutrality. Develop communication strategies to ensure that your organization remains neutral and upholds respectful behavior, regardless of political outcomes.
• Addressing political concerns. Explore methods for addressing employee concerns about political discussions at work, including setting boundaries and explaining the potential impact on business operations.
• Guidance on sensitive topics. Provide employees with clear guidelines on which topics to avoid and how to apply workplace-appropriate filters during discussions.

• Identifying and managing toxic employees. Learn the 8 types of toxic employees, and strategies to manage each one effectively.
• Delivering constructive feedback. How to give specific, legally safe feedback, including tips for remote workers.
• Documentation best practices. Master the ABCs of performance documentation: accurate, behavior-based and consistent records that protect you legally.
• Navigating tough conversations. Use sample phrases and statements to handle difficult face-to-face meetings with confidence.
• Crafting performance improvement plans (PIPs). Learn how to develop efficient and legally sound PIPs that guide employees toward improvement.
• Guidelines for managing behavior. 10 do’s and don’ts for managing employee behavior, including why you shouldn’t “practice psychiatry” or “practice law” as a manager.
• Making the termination decision. 8 critical questions to consider before deciding to terminate an employee.
• Conducting termination meetings. Follow 10 steps to ensure low-stress termination meetings that minimize the risk of lawsuits.

• Stay ahead of the curve. Equip yourself with the knowledge and skills to anticipate, manage and lead change effectively.
• Comprehensive framework. Gain a deep understanding of change leadership principles and frameworks to effectively guide your team through transitions.
• Real-world case studies. Learn from real-world examples of successful change initiatives and understand the strategies that made them work.
• Practical tools. Walk away with actionable tools and techniques that you can implement immediately to drive positive change within your organization.
• Change resistance strategies. Discover effective methods to overcome resistance to change and foster a culture of adaptability and innovation.
• Leadership resilience. Develop the resilience needed to lead through challenging times and ensure sustained success for your team and organization.

• Retention periods. Discover exactly how long to retain various documents, including applications, résumés, FMLA forms, payroll records, leave requests, medical data, benefits information and more.
• Document storage. Understand the proper way to organize documents, which ones need to be maintained in separate files and how electronic storage rules differ from those for paper storage.
• Reasonable accommodation records. Correctly handle requests related to disabilities, pregnancy impairments, religious objections to vaccinations and genetic information.
• Indispensable records. Learn which records should never be deleted and why, as well as the requirements for storing and deleting communication records.
• Personnel file requests. Know what to do when lawyers or employees ask to review personnel files—this varies by state and timing of the request.
• I-9 updates. Stay updated on the new form and procedures, and learn about the new rules for remote examination if you use E-Verify.

• The Biden OT regulations: What’s included, what didn’t change.
• How high can salaries go with indexing? Here’s the metric you need to watch.
• What’s happening with the litigation seeking to reverse the new rules.
• Simple steps to avoid the Supreme Court’s salary-basis trap.
• Why you should self-audit all your exempt employees’ job descriptions to determine whether you should reclassify some as hourly rather than raise their pay before the Jan. 1, 2025 deadline.
• If you haven’t taken advantage of the bonus credit for exempt employees, why you may want to do so soon.
• The single most effective way to cut overtime risk and punish workers who don’t follow the rules.
• A step-by-step guide to undoing exempt status, including how to set hourly pay based on anticipated overtime hours.

• Documenting discipline and performance. Essential practices for legally sound terminations.
• Terminating remote workers. Specific protocols for remote employees, including those with accommodations.
• Conducting termination meetings. Step-by-step guidance on timing, location, attendees and communication.
• Severance agreements. Using and drafting agreements to mitigate legal risks.
• Compliance with WARN laws. Recent examples and best practices for layoffs.
• Handling unemployment benefits. Strategic considerations for contesting or avoiding claims.
• Emergency preparedness. Creating an effective emergency plan for termination situations.
• Rehiring considerations. When to leave the door open for potential rehiring.
• Establishing airtight policies. Best practices for developing and implementing termination policies.

• Avoid OSHA’s crosshairs. Discover proven strategies to stay compliant and avoid citations.
• Effective response tactics. Learn exactly how to respond when OSHA arrives, and crucial mistakes to avoid.
• Navigate inspections with confidence. Understand the inspection process so you can handle it smoothly and professionally.
• Handle penalties effectively. Get expert advice on managing the informal settlement conference if you face a penalty.
• Best practices and communication. Master techniques to protect your company during an investigation.

• A deeper analysis of the concept of workplace bullying and how it relates to conflict, harassment and workplace violence.
• Why people engage in bullying behavior, how the employer plays a contributing role and how employers, leaders and managers can turn that behavior around.
• A specific tactic employers can use to overcome the justification and denial of toxic behavior when it’s addressed with an abrasive leader.
• Coaching methods proven to help abrasive leaders change to create a better work environment.
• The difference between an investigation and an assessment.
• A case study on how an abrasive leader’s behavior has changed after coaching.