- February 2026
- 26: EMPLOYEE ACCOMMODATIONS WORKSHOP
- 25: W-4s: Your Guide to Accurate Withholding
- 19: From Boomers to Gen Z: Managing Fairly and Legally
- 18: Wage-and-Hour & Overtime Compliance
- 12: Stop Managing, Start Coaching
- 11: Overlapping Leave Laws: Managing Pregnancy Under the PWFA and FMLA
- 5: Legal Requirements of Job Descriptions
- 3: Personnel Records: What to Keep, What to Toss
February 2026
February 26, 2025 – 1:00 PM ET / 10:00 PM PT
26: EMPLOYEE ACCOMMODATIONS WORKSHOP
While marijuana remains illegal at the federal level, states are legalizing medical and recreational use at a rapid clip. This patchwork of state laws leads to misunderstandings and questions about policies, testing, terminations, accommodations and more.
Can you fire employees for off-duty marijuana use? Does the law allow you to test employees for marijuana? Are you obligated to accommodate medical use? How do state laws and federal legislation and regulations, including the ADA, affect what you can and cannot prohibit?
Webinar provided by Business Management Daily
February 25, 2025 – 1:00 PM ET / 10:00 PM PT
25: W-4s: Your Guide to Accurate Withholding
“Zero tax on tips” and “zero tax on overtime” sound simple, but employees are hearing an incomplete story. While the One Big Beautiful Bill Act allows deductions related to tips and overtime, those wages are still subject to income tax and FICA withholding—creating widespread confusion for employees and extra pressure on Payroll.
As employees look to adjust their W-4s to account for these deductions, many who haven’t updated the form since its 2020 redesign are turning to Payroll with questions about how it works and why taxes are still being withheld. The W-4 has become a high-risk area for costly mistakes, especially as IRS guidance continues to evolve and more employees end up underwithheld—or with nothing withheld at all.
Webinar provided by Business Management Daily
February 19, 2025 – 1:00 PM ET / 10:00 PM PT
19: From Boomers to Gen Z: Managing Fairly and Legally
Your organization strives to be a superior employer that helps employees thrive. But with an ever-growing list of accommodations, making them work for employees and employers gets more difficult by the day. From pregnancy accommodations to the Supreme Court’s view that almost all religious-accommodation requests must be honored, it’s a delicate balance. Sometimes, work-life balance tilts too far away from getting the work actually done. Knowing where to draw that line has never been more important.
At what point have you done enough to offer extra leave, revised job tasks, changes to workstations or modified schedules? When do you have to temporarily eliminate essential functions? When must you say “yes” to such accommodations, when can you say “no” and when is it legal to say goodbye?
Webinar provided by Business Management Daily
February 18, 2025 – 1:00 PM ET / 10:00 PM PT
18: Wage-and-Hour & Overtime Compliance
Classifying employees and then paying them correctly is complicated—and it triggers more lawsuits and penalties than any other HR topic. Classification falls into two major categories.
The first is knowing the difference between an employee and an independent contractor. The second is determining whether an employee is an hourly worker entitled to overtime or an exempt worker usually paid a set salary regardless of hours worked. Getting those basics wrong can backfire for employers.
Are you absolutely sure you understand how to accurately classify employees, track hours, pay overtime, keep records and comply with other federal and state wage laws?
Webinar provided by Business Management Daily
February 12, 2026 – 1:00 PM ET / 10:00 PM PT
12: Stop Managing, Start Coaching
Think about the worst manager you’ve ever had. They were likely controlling and abrasive, and didn’t give much constructive feedback. Now picture the best manager you’ve ever had. They saw potential in you, cared about you as a person and gave you consistent feedback while challenging and empowering you to move to the next level.
The difference? Coaching.
According to Gallup’s 2025 State of the Global Workplace report, managers trained in coaching practices see 20–28% improvements in performance, and their teams experience up to 18% higher engagement. Yet less than 44% of managers globally have received this critical training.
Webinar provided by Business Management Daily
February 11, 2026 – 1:00 PM ET / 10:00 PM PT
11: Overlapping Leave Laws: Managing Pregnancy Under the PWFA and FMLA
Between the recently enacted Pregnant Workers Fairness Act (PWFA) and the long-standing Family and Medical Leave Act (FMLA), navigating leave requests, accommodations and compliance can quickly become overwhelming.
The PWFA has changed what pregnant workers are entitled to, including accommodations for fertility treatments and postpartum recovery—and even temporary removal of essential job duties. What’s more, employees are covered from their very first day on the job.
Meanwhile, the FMLA imposes different requirements for employers with 50 or more workers. Unlike the PWFA, it’s not about accommodations—it’s about guaranteed leave. Covered employees are entitled to time off for pregnancy-related medical visits, childbirth, recovery and bonding.
Webinar provided by Business Management Daily
February 5, 2026 – 1:00 PM ET / 10:00 PM PT
5: Legal Requirements of Job Descriptions
You may think of job descriptions as a recruiting and performance-evaluation tool. They are, but they are also legal documents. Outdated, inaccurate or nonexistent job descriptions will spark trouble. Without one, good luck persuading the DOL that you’ve properly classified managers and supervisors as exempt from overtime. The same goes for turning down ADA accommodation or FMLA leave requests, not to mention managing pregnancy-related limitations. If you don’t list a job function, it’s not essential.
Webinar provided by Business Management Daily
February 3, 2026 – 1:00 PM ET / 10:00 PM PT
3: Personnel Records: What to Keep, What to Toss
Maintaining personnel records used to be simpler. HR departments often relied on a “keep everything” policy to play it safe. However, this outdated approach can now violate rules on the “reasonable disposal of sensitive documents.” But destroying the wrong document can lead to hefty fines and penalties, accusations of willful evidence destruction and even the loss of a lawsuit.
On the other hand, not creating and maintaining required records can also pose legal risks. Laws mandate documentation for many processes, and it’s often wise to keep thorough records, from job applications to disciplinary notes. Knowing when to keep and when to dispose of them is crucial.
Webinar provided by Business Management Daily