HIRING, CONTRACTS, AND EMPLOYMENT POLICIES
• HOW TO CREATE LEGALLY SOUND JOB DESCRIPTIONS
• WHAT TO INCLUDE IN EMPLOYMENT OFFER LETTERS TO AVOID LEGAL RISKS
• HOW TO DRAFT EMPLOYMENT CONTRACTS WITH CLEAR TERMS
• NAVIGATING NON-COMPETE AND NON-DISCLOSURE AGREEMENTS
• LEGAL REQUIREMENTS FOR BACKGROUND CHECKS AND PRE-EMPLOYMENT SCREENING
• COMPLYING WITH ANTI-DISCRIMINATION LAWS DURING RECRUITMENT
• WHAT TO KNOW ABOUT HIRING REMOTE WORKERS ACROSS STATE LINES
• HOW TO AVOID MISCLASSIFICATION OF EMPLOYEES VS. CONTRACTORS
• LEGAL GUIDELINES FOR HIRING SEASONAL AND TEMPORARY STAFF
• HOW TO HANDLE PROBATIONARY PERIODS WITHOUT LEGAL ISSUES
• WHAT TO KNOW ABOUT AT-WILL EMPLOYMENT CLAUSES
• CREATING EMPLOYEE HANDBOOKS THAT ALIGN WITH LABOR LAWS
• LEGAL STEPS TO OFFER BENEFITS AND INCENTIVES SAFELY
• WHAT TO KNOW ABOUT SOCIAL MEDIA SCREENING DURING HIRING
• HOW TO STRUCTURE COMMISSION AND BONUS PLANS LEGALLY
• WHAT TO INCLUDE IN INTERN AND APPRENTICESHIP AGREEMENTS
• LEGAL PROTECTIONS WHEN HIRING INTERNATIONAL EMPLOYEES
• HOW TO COMPLY WITH EQUAL PAY LAWS IN EMPLOYMENT OFFERS
• WHAT TO DO IF AN EMPLOYEE RESCINDS THEIR ACCEPTANCE
• HANDLING JOB REJECTIONS LEGALLY TO AVOID DISCRIMINATION CLAIMS
WORKPLACE COMPLIANCE AND RISK MANAGEMENT
• COMPLYING WITH OSHA REGULATIONS FOR WORKPLACE SAFETY
• HOW TO IMPLEMENT COVID-19 WORKPLACE POLICIES LEGALLY
• NAVIGATING HEALTH AND SAFETY LAWS FOR REMOTE EMPLOYEES
• HOW TO CONDUCT WORKPLACE SAFETY AUDITS WITHOUT VIOLATING PRIVACY
• WHAT TO DO IF OSHA INVESTIGATES YOUR BUSINESS
• COMPLYING WITH LABOR LAWS FOR EMPLOYEE REST BREAKS AND OVERTIME
• HANDLING CONFIDENTIAL EMPLOYEE DATA SECURELY
• HOW TO PREVENT SEXUAL HARASSMENT IN THE WORKPLACE
• LEGAL REQUIREMENTS FOR OFFERING PAID LEAVE AND SICK DAYS
• WHAT TO KNOW ABOUT MINIMUM WAGE COMPLIANCE ACROSS STATES
• HOW TO PREPARE FOR A WAGE AND HOUR AUDIT
• LEGAL GUIDELINES FOR EMPLOYEE SURVEILLANCE AND MONITORING
• COMPLYING WITH FAMILY AND MEDICAL LEAVE ACT (FMLA) REGULATIONS
• HOW TO MANAGE EMPLOYEES WITH DISABILITIES UNDER ADA
• HANDLING WORKERS’ COMPENSATION CLAIMS SAFELY
• WHAT TO KNOW ABOUT EMPLOYER LIABILITY FOR EMPLOYEE ACTIONS
• HOW TO DEVELOP A WORKPLACE CODE OF CONDUCT LEGALLY
• COMPLYING WITH DATA PRIVACY LAWS FOR EMPLOYEE RECORDS
• HOW TO HANDLE PERSONAL DEVICES IN THE WORKPLACE
• NAVIGATING LEGAL RISKS IN BRING YOUR OWN DEVICE (BYOD) POLICIES
EMPLOYEE RELATIONS, PERFORMANCE, AND DISCIPLINE
• HOW TO CONDUCT LEGALLY COMPLIANT EMPLOYEE PERFORMANCE REVIEWS
• WHAT TO DO IF AN EMPLOYEE REFUSES TO FOLLOW COMPANY POLICIES
• HANDLING EMPLOYEE DISCIPLINARY ACTIONS WITHOUT LEGAL TROUBLE
• HOW TO NAVIGATE EMPLOYEE GRIEVANCES LEGALLY
• LEGAL REQUIREMENTS FOR MANAGING POOR PERFORMANCE CASES
• HOW TO DOCUMENT MISCONDUCT TO AVOID LEGAL RISKS
• NAVIGATING CONFLICT RESOLUTION BETWEEN EMPLOYEES
• WHAT TO DO IF AN EMPLOYEE REFUSES TO WORK OVERTIME
• HOW TO HANDLE EMPLOYEE COMPLAINTS THROUGH HR CHANNELS
• LEGAL PROTECTIONS WHEN PLACING EMPLOYEES ON PERFORMANCE IMPROVEMENT PLANS
• WHAT TO KNOW ABOUT EMPLOYEE DEMOTIONS AND LEGAL RISKS
• HANDLING EMPLOYEE ABSENTEEISM WITHOUT VIOLATING LABOR LAWS
• HOW TO MANAGE TIME-OFF REQUESTS LEGALLY
• NAVIGATING DISPUTES OVER COMMISSION AND BONUS PAYMENTS
• LEGAL STEPS TO HANDLE WORKPLACE GOSSIP AND DEFAMATION
• WHAT TO DO IF EMPLOYEES REFUSE TO FOLLOW COVID-19 PROTOCOLS
• HOW TO AVOID RETALIATION CLAIMS AFTER DISCIPLINARY ACTIONS
• HANDLING PERSONALITY CONFLICTS IN THE WORKPLACE LEGALLY
• WHAT TO KNOW ABOUT EMPLOYEE COUNSELING SESSIONS
• HOW TO CONDUCT EXIT INTERVIEWS TO AVOID LEGAL CLAIMS
TERMINATIONS, LAYOFFS, AND RESIGNATIONS
• HOW TO PROPERLY TERMINATE EMPLOYEES WITHOUT LEGAL RISKS
• WHAT TO INCLUDE IN SEVERANCE AGREEMENTS TO AVOID DISPUTES
• HANDLING VOLUNTARY EMPLOYEE RESIGNATIONS LEGALLY
• LEGAL GUIDELINES FOR REDUCTIONS IN FORCE AND LAYOFFS
• WHAT TO KNOW ABOUT WRONGFUL TERMINATION CLAIMS
• HOW TO HANDLE IMMEDIATE TERMINATIONS WITHOUT RETALIATION RISKS
• COMPLYING WITH WARN ACT REQUIREMENTS FOR LARGE LAYOFFS
• WHAT TO DO IF AN EMPLOYEE REFUSES TO RETURN COMPANY PROPERTY
• LEGAL PROTECTIONS WHEN TERMINATING EMPLOYEES ON LEAVE
• HOW TO AVOID LEGAL TROUBLE WITH CONSTRUCTIVE DISMISSALS
• NAVIGATING TERMINATIONS FOR CAUSE VS. WITHOUT CAUSE
• HANDLING TERMINATIONS OF PROBATIONARY EMPLOYEES LEGALLY
• WHAT TO KNOW ABOUT OFFERING FINAL PAYCHECKS PROMPTLY
• HOW TO CONDUCT LAYOFFS WITHOUT DISCRIMINATION CLAIMS
• LEGAL REQUIREMENTS FOR COMMUNICATING LAYOFFS TO EMPLOYEES
• WHAT TO DO IF AN EMPLOYEE DISPUTES THEIR TERMINATION
• HANDLING DISPUTES OVER UNUSED VACATION OR PTO PAYOUTS
• HOW TO MANAGE THE OFFBOARDING PROCESS LEGALLY
• LEGAL GUIDELINES FOR TERMINATING EMPLOYEES WITH NON-COMPETE CLAUSES
• WHAT TO KNOW ABOUT HANDLING EMPLOYEE RESIGNATION LETTERS
DISCRIMINATION, HARASSMENT, AND WORKPLACE INVESTIGATIONS
• HOW TO CONDUCT WORKPLACE INVESTIGATIONS WITHOUT BIAS
• WHAT TO DO IF AN EMPLOYEE REPORTS HARASSMENT
• NAVIGATING LEGAL RISKS DURING DISCRIMINATION INVESTIGATIONS
• COMPLYING WITH EEOC GUIDELINES FOR WORKPLACE INVESTIGATIONS
• HOW TO RESPOND TO EMPLOYEE COMPLAINTS ABOUT MICROAGGRESSIONS
• HANDLING SEXUAL HARASSMENT CLAIMS FROM CUSTOMERS
• WHAT TO KNOW ABOUT RETALIATION RISKS AFTER INVESTIGATIONS
• HOW TO CONDUCT INTERVIEWS FOR INTERNAL INVESTIGATIONS SAFELY
• WHAT TO DO IF A MANAGER IS ACCUSED OF DISCRIMINATION
• HANDLING FALSE ALLEGATIONS OF MISCONDUCT LEGALLY
• HOW TO DOCUMENT HARASSMENT COMPLAINTS FOR LEGAL PROTECTION
• NAVIGATING LEGAL RISKS WHEN SUSPENDING EMPLOYEES PENDING INVESTIGATION
• WHAT TO KNOW ABOUT THIRD-PARTY INVESTIGATIONS IN THE WORKPLACE
• HOW TO MANAGE WORKPLACE BULLYING COMPLAINTS LEGALLY
• WHAT TO DO IF HR FAILS TO ADDRESS DISCRIMINATION COMPLAINTS
• COMPLYING WITH LEGAL REQUIREMENTS FOR REPORTING HARASSMENT
• HANDLING ANONYMOUS COMPLAINTS IN WORKPLACE INVESTIGATIONS
• WHAT TO INCLUDE IN INVESTIGATION REPORTS TO AVOID LEGAL RISKS
• HOW TO COMMUNICATE INVESTIGATION RESULTS SAFELY
• LEGAL STEPS TO TAKE IF AN EMPLOYEE FILES A LAWSUIT AFTER AN INVESTIGATION