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  • Minimize Discrimination While Maintaining Civility and Compliance
    May 7, 2024 1:00pm
     • Establish an all-inclusive DEI policy to support employees, applicants, and customers of different genders, races, ethnicities, abilities, religions, cultures, ages, sexual orientations, backgrounds, experiences, and expertise.
    • Eliminate unlawful bias against anyone and cultivate a culture of civility and respect.
    • Boost performance by unleashing the power of differences in employees from Gen-Z to boomers.
    • Hire, mentor, and promote staff who reflect the communities you serve.
    • Write and implement effective best practices-based DEI policies and procedures.  Learn More

  • Employee Handbook Checklist: Required Changes and Common Mistakes
    May 8, 2024 1:00pm
     • Essential updates.
    • Supreme Court-related changes.
    • Employee leave.
    • Remote work and attendance.
    • Diversity, equity and inclusion.
    • Accidental contracts.
    • Dress and grooming.
    • Sexual and other harassment.
    • Speech and civility rules.
    • Overtime.
    • Handbook maintenance.
    • Common mistakes.  Learn More

  • Keep Negativity From Infecting Your Workplace
    May 21, 2024 1:00pm
     • Signs that your office may be infected with negativity.
    • The hidden costs of a chronic negativity problem.
    • Diagnosing what makes some people so negative.
    • Employees from the dark side: Whiners, complainers, critics and pessimists.
    • Active troublemakers: Tattletales, gossips, bullies and rabble-rousers.
    • Effective weapons in the war against negativity.
    • How you may actually be rewarding your employees’ negative behavior.
    • 5-step behavioral coaching process that really makes an impact.
    • How to re-engage resentful employees by flipping their “motivational switch.”
    • Using the Team Turnaround process to “disinfect” an entire group.
    • Termination: When removing the cause is the only cure.
    • Recognizing systemic problems: Signs of a toxic workplace.
    • Strategies for saving your sanity in a toxic organization.  Learn More

  • W-4s: Your Guide to Accurate Withholding (Every Time)
    May 23, 2024 1:00pm
     • What’s new about the W-4 process, electronic W-4s and how to quickly get into compliance.
    • What parts of the form employees should complete if they have side gigs.
    • What those W-4 worksheets are about and how they affect withholding. 
    • How to explain these changes to employees.
    • What to do if employees never update W-4s. 
    • Life changes may mean employees must refile their W-4s.
    • Are your withholding processes correct?
    • How do you handle supplemental pay?  Learn More

  • The I-9 and Immigration Compliance Workshop
    May 29, 2024 1:00pm
     • The development of taskforces headed by Immigration & Customs Enforcement (ICE) has led to a dramatic increase in enforcement activity.
    • The latest enforcement trends, including how ICE auditors are conducting audits and what they're looking for.
    • What can you do if you find you have missing or incomplete Forms I-9?
    • How to revise your I-9 and E-Verify policies and procedures in light of new changes.
    • What is the new “alternative procedure,” and how can you use it to improve your compliance efforts?  Learn More

  • Legal Requirements of Job Descriptions
    May 30, 2024 1:00pm
     • 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.  Learn More

  • The Employee Lifecycle: Driving Engagement from Day One and Beyond
    June 4, 2024 1:00pm
     • Understand the employee lifecycle and the impact managers have throughout.
    • Hear about the importance of a structured onboarding process with the necessary training and resources (and mentors/buddies) to ensure success from day one.
    • Learn about igniting shared team values to aid retention.
    • Create a culture of continuous learning and development to aid retention.
    • Learn how to identify high-potential employees and nurture their growth through learning, development, and stay interviews.
    • Dissect the drivers of employee retention to retain and grow your people.
    • Discover the impact of “stay interviews” to show employees that you care and they have value.
    • Identify innovative approaches to new hire onboarding that can help decrease time to productivity and increase your retention.  Learn More

  • Managing Aging Workers While Preventing Discrimination
    June 5, 2024 1:00pm
     • Learn about the ADEA and its state counterparts, including some age-discrimination laws that protect all workers from age discrimination.
    • Gain an understanding of the Older Workers’ Benefits Protection Act (OWBPA) and what it requires employers to do before conducting a reduction in force or reorganization.
    • Draft and execute severance pay offers that include a release of liability for age discrimination.
    • Understand your requirements to reasonably accommodate common age-related disabilities, including mobility impairments, acute medical problems like cancer and heart disease, and mental health and acuity issues like forms of dementia.
    • Learn why you must allow and encourage older workers to enter training and mentorship programs even if you suspect a retirement announcement may be coming.
    • Train managers and supervisors to recognize age-related harassment and discrimination, like using ageist language and stereotyping.
    • Grow awareness of generational differences without resorting to stereotypes and making assumptions.  Learn More

  • Documentation Essentials and Strategies
    June 11, 2024 1:00pm
     • What to document, why, and how to tackle challenges along the way (for example, employees who refuse to sign).
    • Why thoroughness and accuracy are critical, and why vague language should be replaced with clear and concise facts and examples.
    • How to establish specific protocols for creating and maintaining records.
    • What records to destroy, when and how.
    • Examples of best practices when performing performance write-ups, employee complaints, investigations, offer letters and severance agreements.
    • The most common mistakes to avoid when preserving records.  Learn More

  • The Best Payroll-Compliant Practices for Remote and Hybrid Employees
    June 12, 2024 1:00pm
     • Pinpoint the 10 factors that determine if you owe taxes for remote workers in their home states.
    • Understand the Department of Labor’s most recent guidance on break times for remote workers.
    • Use nexus, domicile, and residency to your company's advantage. Those key concepts could get your organization off the hook for personal and corporate income taxes in some states.
    • Develop winning strategies for tracking remote employees’ work time. If remote employees are nonexempt, you need a sure-fire way to track their time.
    • Discover the best way to pay. While electronic pay options (like direct deposit) are optimal for employees who aren’t in the office, state laws can throw up a huge hurdle.
    • Find out where you are liable for unemployment coverage. State unemployment taxes can be tricky. Learn the four tests to see if you must pay up.
    • Learn the advantages and pitfalls of reciprocity and "courtesy withholding.” In some states you can withhold income taxes for employees' states of residence. But it could also open your company to an array of state taxes.
    • Avoid the complications with hybrid arrangements. Which states’ laws apply when? Employees who work under hybrid arrangements present twice the compliance headaches.  Learn More