Pack of SEVEN : 2025 Ondemand Courses

Overview: The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior and discipline issues. Not properly documenting, or not documenting at all, can hurt employers in several ways. Documentation can make or break a manager's ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer's best friend when an employee brings discrimination or other employment-related claims against the organization.

Possessing a solid understanding of the do's and don'ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees - both positive and negative.

Why should you Attend: Attendance at this presentation will enable participants to create effective, bullet-proof documentation, recognize the pitfalls to avoid when documenting, and understand documentation's role in investigations and lawsuits.

Areas Covered in the Session:

• The role documentation plays in investigations & lawsuits
• If it isn't documented, it didn't happen!
• Errors & pitfalls to be aware of when documenting employee performance & behavior
• Steps to follow when analyzing discipline problems
• How to handle employee disagreement with disciplinary and/or performance write-ups
• What, When, How and Why to document
• Analyzing discipline problems
• Types of documentation
• Documentation examples: The good, bad and the ugly!
• Creating bullet-proof documentation
• Best practices & guidelines when documenting employee performance
• Avoid these documentation errors
• Subjective vs. Objective terminology
• Tactics for providing effective feedback
• Handling employee rebuttals to feedback
• Pitfalls to avoid when assessing performance
• Documentation retention
• Documentation's role in investigations & lawsuits

Who Will Benefit:

• Business Owners
• Human Resources Professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Compliance Professionals
• Operations Professionals
• Talent Development Professionals

Overview: The concept of Employment at Will has been watered down to the point that it almost has no meaning. A comprehensive discussion on when and how to use employment at will is included in this webinar. In over 45 years of HR experience, my estimate is that 95% of discrimination charges are filed when an employee is terminated.

Proper documentation of disciplinary actions will also be reviewed as well as strategies for delivering the termination message whether it is a termination for cause or a reduction in force.

Why should you Attend: It is not uncommon for an employee to display anger and/or hurt after being terminated from his/her position. As a result, an employer should be mindful of the possibility of an increased risk for the employee filing a wrongful termination lawsuit, filing a charge of discrimination or retaliation, filing a wage and hour, FMLA or Workers Compensation retaliation complaint with state and federal agencies, sabotage and/or destruction of company property, the use of social media to spread disparaging and derogatory statements, and in extreme cases the use of threats and acts of violence.

While the possibility of retaliation can never be predicted or prevented, companies can attempt to minimize the negative impact it can have on business operations. This webinar will give participants a template to use to minimize such actions on the part of the terminated employee.

Areas Covered in the Session:

• Discussion on "Employment at Will"
• No Surprises
• The Importance of Work Standards
• The Concept of Fairness
• Events Leading to Termination
• Documentation
• Planning the Termination Discussion
• Holding the Termination Discussion
• Written Termination Letter
• What Not To Do
• Post Termination
• Reductions in Force
• Action Items

Who Will Benefit:

• Human Resources Professionals
• Business Owners

Overview: If you're struggling to deal with an employee who loves to argue and debate everything, this webinar is for you. You'll learn how to identify the root cause of the problem and develop strategies to effectively deal with it. Take control of your workplace and manage challenging employees effectively. Join us for "How to Deal with Employees Who Love to Argue and Debate Everything" and learn how to handle these difficult personalities with confidence and professionalism.

Areas Covered in the Session:

• Understanding why certain employees argue and debate and the impact this behavior has on the workplace
• Exploring the different types of argumentative employees and how to manage each type effectively
• Identifying the root cause of the argumentative behavior and developing targeted strategies to address it
• Learning techniques to defuse arguments and maintain control of meetings and projects
• Gaining tips on how to keep your cool when things get heated and maintain a productive work environment

This session is for people who are tired of being derailed by arguments and debates. Learn how to take control of the situation and create a more productive and cohesive workplace.

Who Will Benefit:

• HR Professionals
• Human Resources Managers
• HR Directors
• Operations Managers
• Team Leaders
• Supervisors
• Project Managers
• Department Heads
• Senior Managers
• Employee Relations Specialists
• Business Owners

Overview: On January 14, 2025, the U.S. Department of Labor issued an Opinion Letter regarding the applicability of the Family and Medical Leave Act (FMLA) substitution rule when an employee on FMLA leave is receiving state or local paid family and medical leave benefits. An increasing number of state governments have passed legislation that provides paid family and medical leave for reasons such as personal medical, family care and parental leave. Some local governments have also adopted paid sick and/or family leave programs for their municipal government employees. These plans generally provide paid leave programs for specified family and medical reasons and vary widely in their structure (including whether they are mandatory or voluntary), the scope and duration of benefits provided, and their similarity to the leave reasons covered by the FMLA.

For example, many of the leave programs permit leave for circumstances which may be qualifying FMLA leave reasons as well, while some define qualifying family members more broadly than the FMLA (e.g., including grandparents or parents-in-law), some provide leave for a different set of health conditions, and some provide a leave period longer or shorter than that provided by the FMLA.

The FMLA substitution rule allows employees or employers to substitute accrued employer-provided paid leave (such as vacation, sick leave, or personal time off) for any part of the unpaid FMLA entitlement period.

This webinar will help you navigate the “substitution rule” and whether and how it applies when employees take leave under state paid family leave programs in the same manner as they apply when employees take leave pursuant to paid disability plans.

Why should you Attend: Join us for an in-depth webinar exploring the U.S. Department of Labor's (DOL) recent Opinion Letter on the Family and Medical Leave Act (FMLA) substitution rule, particularly concerning employees receiving state or local paid family and medical leave (PFML) benefits.

Understanding the FMLA Substitution Rule: Gain a comprehensive understanding of how the FMLA substitution rule permits employees to use accrued paid leave during unpaid FMLA leave, and how the recent DOL Opinion Letter impacts this provision.

Interaction Between FMLA and PFML Benefits: Delve into the complexities of how state or local PFML benefits intersect with FMLA leave, including the DOL's clarification that the FMLA substitution provision does not apply when employees are receiving compensation from state or local PFML programs.

Employer and Employee Rights and Responsibilities: Understand the obligations of employers to designate leave as FMLA when applicable, and the conditions under which employers and employees may agree to supplement state or local PFML benefits with employer-provided paid leave.

Areas Covered in the Session:

• Understanding the FMLA Substitution Rule:
• Learn how the FMLA substitution rule allows employees to use accrued paid leave during unpaid FMLA leave
• Recognize the specific conditions under which the rule applies or does not apply, particularly in the context of receiving state or local paid family and medical leave (PFML) benefits
• Clarification on PFML Benefits Interaction:
• Understand the DOL’s clarification that the FMLA substitution rule is inapplicable when employees are already receiving compensation through state or local PFML programs
• Gain insight into how this distinction influences the coordination of benefits at both the state and federal levels
• Employer Responsibilities:
• Explore the employer’s obligation to designate leave as FMLA-protected when an employee’s leave qualifies under the Act, even if state or local PFML benefits are involved
• Understand the nuances of leave designation and the importance of accurate record-keeping to ensure compliance
• Supplementing PFML Benefits:
• Discover when employers and employees may mutually agree to use accrued paid leave to supplement state or local PFML benefits, enhancing employee support during leave periods
• Learn the limitations and permissions surrounding such arrangements
• Compliance Best Practices:
• Develop strategies to align company policies with federal and state leave requirements, minimizing the risk of legal complications
• Gain actionable insights on balancing employee needs and organizational operations while adhering to the latest legal guidance
• Impact on Leave Administration:
• Understand how the DOL’s Opinion Letter impacts current leave administration practices and what adjustments might be needed to comply with the clarified rules
• Explore real-world scenarios to illustrate how these rules apply in different workplace contexts
• Forward-Looking Considerations:
• Anticipate how evolving interpretations of the FMLA may continue to shape the landscape of leave management
• Learn about potential legislative updates that could further impact FMLA and PFML coordination

Who Will Benefit:

• Human Resources Professional
• Employer
• Supervisor

Overview: In our course, "How to Fire an Employee: Best Practices for Legal and Ethical Terminations," you'll gain the essential knowledge and strategies needed to conduct terminations with confidence, legality, and respect. Brenda Neckvatal, an international award-winning HR professional and three-time Best Selling Author, will guide you through the critical aspects of employee termination, ensuring that you understand the nuances of at-will employment, labor law violations, and best practices for minimizing risk.

When you consider the challenges of terminating an employee, do you have:

• Fear of legal repercussions due to potential violations of labor laws or wrongful termination claims?
• Uncertainty about how to properly apply at-will employment principles while respecting employee rights?
• Difficulty in managing emotions during the termination process, both for yourself and the employee being let go?
• Concern about maintaining a positive workplace culture even after difficult decisions like terminations are made?
• Pressure to communicate the reasons for termination clearly, respectfully, and without escalating tensions?
• Challenges navigating the impact of recent changes in labor laws, including the National Labor Relations Board (NLRB) rulings, on termination practices?
• Balancing the need to protect company interests with the ethical obligation to treat employees fairly and with dignity?

This course will help you turn these challenges into strengths, making you a more effective and legally compliant leader.

Why should you Attend: Whether you're a seasoned manager or new to handling terminations, this course is crucial if you want to ensure that your termination processes are both legal and ethical.

You'll learn how to:

• Understand the legal considerations involved in the termination process, including federal and state laws related to discrimination, retaliation, and wrongful termination
• Apply best practices for conducting a termination meeting, including how to communicate the reasons for termination clearly and respectfully
• Manage potential reactions and emotions from the employee being terminated, ensuring the conversation remains professional and controlled
• Minimize the impact of a termination on the remaining employees and the overall workplace culture, fostering a respectful environment even after difficult decisions
• Navigate the implications of recent NLRB rulings on confidentiality agreements and anti-disparaging clauses, understanding how to maintain compliance while protecting your business
• Develop a solid legal strategy before consulting with an attorney, making your approach to termination more effective and risk-averse

With Brenda's expert guidance, you'll leave the course with the confidence to handle terminations legally, ethically, and with the professionalism that maintains your company’s integrity.

Take control of the termination process with confidence. Join us for "How to Fire an Employee: Best Practices for Legal and Ethical Terminations" and learn how to conduct terminations that are not only compliant with the law but also uphold the highest standards of ethical leadership.

Areas Covered in the Session:

• Legal considerations in the termination process, including adherence to federal and state laws regarding discrimination, retaliation, and wrongful termination
• Best practices for conducting termination meetings, focusing on clear and respectful communication of the reasons for termination
• Strategies for managing emotions and reactions during the termination process, with tips for handling difficult conversations professionally
• Approaches to minimizing the impact of terminations on the remaining workforce and maintaining a positive workplace culture
• Understanding the recent NLRB rulings affecting confidentiality agreements and anti-disparaging clauses, and how these changes influence termination practices
• Building a legal strategy that preempts potential issues, ensuring that terminations are conducted in a manner that is both legally sound and ethically responsible

Who Will Benefit:

• Risk Assessors
• Human Resources Personnel
• CEO's
• Supervisors
• HR Managers
• Legal Advisors

Overview: In this webinar, you'll learn techniques to deal effectively with these problem children so they either become productive members of your team or go away.

• Who takes up more of your time than any other employees?
• Who keeps you awake at night, wondering what they'll do next?
• Who distracts you and your team from its mission?
• Who do you wish would "get with the program?"
• Who do you wish would just "go away?"

That's right - EMPLOYEES FROM HELL. Want to do something about them? In this dynamic webinar, Larry Johnson will give you:

• A simple method for diagnosing aberrant employee behaviors
• 6 key steps to confront unacceptable behaviors
• Follow-up tactics that ensure problems get solved for good

It has been said that people are your greatest resource - and it's true. Great organizations are made up of great people. It is also true, however, that:

• One non-performer can lower the standards of performance for everyone
• One bad actor can affect the morale of those around him
• One disruptive character can make life miserable for those who work with her and especially for you

Areas Covered in the Session:

• Determining Your Strategy
  • Creating a culture of positive accountability
  • A fresh approach to rewarding the behaviors you want
  • One question that will tell you how to proceed
  • Three factors you must consider to determine if the person is worth the energy required to save them
  • Keep them or fire them - a simple method for calculating the trade-offs
• Conducting The Intervention
  • Preparing yourself so you're likely to succeed
  • Six steps to follow that will raise the odds your EFH will change
  • Do's and Don'ts that will reduce the odds you’ll end up in court
• Following Up
  • The "Ross Perot" technique for dealing with behavioral slippage
  • When and how to cut your losses
  • Respite for your conscience - why you shouldn't beat yourself up for doing what's right

Who Will Benefit:

• Anyone who works with other people

Overview: The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring". That's a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation? This program will cover the intricacies of conducting a harassment investigation.

Why you should Attend: The investigation is essential in determining the validity to a complaint of protected class harassment and bullying. Conducting a fair and impartial investigation diminishes liability, and can decrease further misconduct by preventing it from becoming pervasive. The investigation may serve to minimize damages paid to the complainant. The institution demonstrates its commitment to the prevention and intervention of the misconduct resulting in less harassment, discrimination and other forms on misconduct on campus. By conducting its own investigation, the institution may avoid an investigation by another agency such as the EEOC. An investigation is required to help ensure a safe and healthy organizational climate.

Anyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough. When your organization ensures it is investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency. The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees.

Areas Covered in the Session:

• To determine if an investigation is necessary
• To discuss the steps of an investigation
• To explore the intricacies of interviewing the accuser, accused and witnesses
• To differentiate between a formal and informal investigative procedures
• To determine credibility of all interviewees
• To draw conclusions following an investigation
• To list necessary elements in writing the formal report outlining the investigation

Who Will Benefit:

• Human Resources Professionals - Those Tasked with Investigations such as Generalists, Mangers, and Directors
• Attorneys
• HR Consultants