2026 SESCO Webinar Series (Part 1)

SESCO is pleased to announce our training schedule for 2026. With the overwhelming success of participation and positive client feedback in 2025 the following provides our topics and dates. Schedule early as the events fill up quickly.

March 10: Supervisor Core Competencies: Back to Basics

Great supervisors aren’t born; they’re built on strong fundamentals.

This fast-paced kickoff session resets the foundation for supervisory success. We’ll spotlight the essential competencies every supervisor must master — leadership mindset, communication, performance accountability, discipline, and conflict management — and preview the deeper skills you’ll build in upcoming sessions.

If you supervise people, this is where it starts. Participants will be able to:

1. Define the core competencies of effective supervision.
2. Recognize the shift from individual contributor to leader.
3. Identify key risks and responsibilities in managing performance and behavior.
4. Pinpoint personal development areas for future leadership growth.

March 24: The Basics of HR Systems:  Master your Personnel Files and Compliance

Are your personnel files really in order or is it just a “hope for the best” situation? If it’s been months (or years) since your last audit, you may be putting your organization at risk of compliance issues, liability, or costly mistakes.

In this engaging, practical session, we’ll cover everything HR leaders and supervisors need to know to keep their people systems running smoothly. You’ll learn how to:

1. Conduct thorough personnel file audits and identify compliance gaps.
2. Onboard new hires effectively to set them up for long-term success.
3. Maintain filing systems that are organized, accurate, and legally compliant.
4. Harness the employee handbook as a cornerstone of HR and management functions.
5. Spot common pitfalls and “hidden risks” in HR processes before they become problems.

This is more than just a compliance check—this session will empower you to take control of your HR systems, protect your organization, and build a foundation for better employee management.

April 7: Navigating Wage & Hour Compliance: Avoid Risk and Stay Ahead

Wage and hour compliance can feel like a moving target. Between complex exemptions, pay plan rules, and ever-changing federal and state regulations, experienced employers can find themselves exposed to costly errors, audits, or legal action.

This high-impact session will give you the knowledge and tools to stay on top of wage and hour requirements. We’ll cover how to:

1. Classify employees accurately as exempt or nonexempt under the FLSA.
2. Identify and avoid common wage and hour mistakes.
3. Apply best practices for payroll deductions, overtime, and break compliance.
4. Recognize high-risk areas in wage and hour compliance and take proactive steps to mitigate them.

Whether you’re an HR veteran looking for a refresher or a newer professional seeking practical, real-world guidance, this session will give you actionable strategies to protect your organization, ensure compliance, and avoid litigation.

April 21: Background Checks & Ban-the-Box Compliance: Hire Smart, Stay Compliant

Hiring the right people starts with good information but conducting background checks comes with legal risks. Federal and state laws, including ban-the-box restrictions, limit what you can ask and how you can use that information.

In this practical session, you’ll learn how to screen candidates effectively and legally. We’ll cover:

• Conducting background checks that comply with federal and state regulations.
• Navigating ban-the-box laws and timing restrictions in hiring.
• Mitigating risk in your hiring and onboarding process.
• Properly documenting screening decisions to protect your organization.

Whether you’re an HR pro, manager, or recruiter, this session equips you to hire confidently while staying compliant and minimizing liability.

May 5:  Recruitment & Retention: HR Best Practices for the 2026 Workforce

Finding and keeping the right talent has never been more critical—or more challenging. With a rapidly changing workforce, evolving candidate expectations, and compliance obligations, managers and HR professionals need practical strategies to attract, hire, and retain top performers.

In this forward-looking session, you’ll learn how to:

• Implement HR best practices that align with modern workforce planning.
• Conduct effective, compliant interviews that identify the best candidates.
• Understand key legal considerations in recruiting and hiring.
• Develop retention strategies to keep top talent engaged and committed.

This session is designed for managers, HR professionals, and hiring teams who want actionable guidance for building a strong, compliant, and future-ready workforce in 2026.

May 19: Eliminating the Confusion on FMLA: Administer with Confidence

Administering the Family and Medical Leave Act (FMLA) can be tricky—but understanding it fully can protect your organization and give you an advantage. Missteps in FMLA administration can lead to legal risk, employee disputes, and compliance headaches.

In this practical, real-world session, you’ll learn how to:

• Navigate FMLA rules and requirements with confidence.
• Implement policies that cover all leave scenarios your organization may face.
• Handle potential misuse while remaining compliant.
• Apply lessons from real-life cases to avoid common pitfalls.

Whether you’re new to FMLA or looking for a refresher, this session will provide actionable guidance to administer leave accurately, reduce confusion, and protect your organization from legal exposure.

Tuition:

$65.00 per person, per webinar

Tuition includes a copy of the PowerPoint presentation and live recording emailed to registered individuals.

Schedule:

 Every Other Tuesday, beginning March 10, 2026 – November 3, 2026

1:00pm-2:30 pm EST

Here’s what clients are saying about our Webinars

“The Back-to-Basics webinar was a hit with our leadership team! We were so happy we want to have SESCO conduct webinars for our leadership team.” –Deb Mauer, Corporate Manager, Human Resources-Insights Training Group

Upcoming Webinars Include:

June 2: ADA Compliance and Reasonable Accommodations: Protect Your Workforce and Your Organization

June 16: Employee Experience & Engagement: Thriving in a Changing Workplace 

June 30: Building Smarter Compensation Systems: Total Rewards Strategies for Retention & Growth

July 14:  Leading with Respect: Recognizing & Preventing Harassment and Discrimination

July 28:  How to Conduct Internal Investigations: Get it Right the First Time

August 11: Performance Management for Leaders:  Driving Accountability, Growth, & Results

August 25: Conflict Resolution for Leaders & HR: Turning Workplace Tension into Productive Outcomes

Please click HERE to register for SESCO’s 2026 Webinars (This includes the any past 2026 webinars.)

For more information or registration, contact tonya@sescomgt.com.

Note: The Zoom information will be sent to participants a week prior to each scheduled webinar, via email. A reminder email will be sent to participants the day prior to each scheduled webinar.

Cancellation Policy:

Requests for cancellations or substitutions will be honored if they are received seven (7) days prior to the beginning of the seminar. Cancellations after (7) days may substitute other names; otherwise, the company will be billed for the full amount of the webinar.

• The Equal Employment Opportunity Commission (EEOC) has published its annual performance report for the preceding Fiscal Year 2024.
• According to the Report, last year the EEOC secured nearly $700 million in monetary recoveries. This is the highest monetary recovery the EEOC has ever achieved. This unprecedented total includes $469.6 million for private sector and state/local government claimants, $190 million for federal workers and applicants, and over $40 million obtained through litigation.
• The Report also highlights that the EEOC saw a significant increase in charge filings: there were 88,531 new charges filed in 2024, a 9.2\% rise in filings from the previous fiscal year.
• The Report also calls attention to the EEOC’s litigation of claims that it identified as focus areas in its Strategic Enforcement Plan (SEP). For example, the EEOC filed five lawsuits under the Pregnant Workers Fairness Act (PWFA), which took effect in FY 2023 and which the EEOC has identified as an “emerging and developing issue.” Likewise, the EEOC’s SEP reiterated the EEOC’s intent to file claims under the Americans with Disabilities Act (ADA), and in FY 2024 such claims represented more than 40\% of the suits that were filed.

If you are not a retainer client, contact us to learn about our services by calling 423-764-4127 or click here.

ANALYZING PRESIDENT TRUMP’S “DEFENDING WOMEN FROM GENDER IDEOLOGY EXTREMISM …”EXECUTIVE ORDER

Aside from declaring that the United States will only recognize two sexes—male and female—the other key points in this Executive Order (EO) are as follows:

• Definition of Sex.The EO defines the term “sex” as a person’s “immutable biological classification as male or female.” This specifically excludes the concept of “gender identity,” which the EO deems subjective.
• Sex-Based Distinctionson Federal Policies. Federal agencies are required to use the term “sex,” not “gender,” in all their policies and official documents in enforcing sex-based distinctions.
• Government-Issued Identification Documents.Government-issued identification—such as passports, visas, and federal employment records—must reflect the holder’s biological sex as defined in the EO. This reverses the Biden administration’s policy permitting Americans applying for a passport to use “X,” along with the option for male or female, as a gender marker. Andrea Lucas, acting Chair of the EEOC announced in a recent press release that she has ended the use of the ‘X’ gender marker for those filing charges of discrimination.
• “Privacy in Intimate Spaces” Designated for Women.The EO mandates that single-sex spaces designated for women, including rape shelters, are designated by biological sex and not by gender identity.
• Rescission of Prior EEOC Guidance on Workplace Harassment.The EO explicitly rescinds certain guidance issued by the prior administration related to transgender individuals and gender identity-based claims. This rollback includes the EEOC’s guidance on workplace harassment—which contains numerous references to gender identity harassment and discrimination—and other policies directed at LGBTQ individuals.

SESCO FEATURED PRODUCT – UPDATED AND COMPLIANT APPLICATION FORM

Please call SESCO at (423) 764-4127 to order an application that complies with federal and state law.

States Continue to Enforce Their Affirmative Action Requirements

Introduction

• President Trump revoked Executive Order 11246, which required federal contractors to develop Affirmative Action Programs. In this context “affirmative action” means that federal contractors had to analyze annual workforce data to ensure they were providing equal opportunity for women and racial minorities.
• To comply with federal law, federal contractors must still maintain an Affirmative Action Plan (AAP) for veterans and individuals with disabilities.
• Federal contractors still have to comply with federal requirements such as EEO-1 and Vets-4212 filings.

Relationship Between State and Federal Affirmative Action Requirements

• Affirmative action obligations for employers are based on the fact there is a contract with the relevant unit of a state or the federal government.
• While there may be a relationship between state and federal affirmative action requirements, federal requirements do not control state mandates. States have the right to create and implement their own standards and responsibilities. Actions like the revocation of Executive Order 11246 do not absolve employers of affirmative action obligations they have when they are state contractors.

States That Continue to Require Affirmative Action For Women and Racial Minorities

States that continue to have AAP requirements:

• California,
• Connecticut,
• District of Columbia,
• Hawaii,
• Illinois,
• Kentucky,
• Maine,
• Maryland,
• Minnesota,
• New Jersey,
• New Mexico,
• New York.
• Ohio,
• Oregon,
• Pennsylvania, and
• Wisconsin.

NOTE: With the revocation of Executive Order 11246, SESCO expects more states to pass their own AAP laws.

In addition to having AAP requirements as noted above, consider the following for state contractors:

• Kentucky and Minnesota require an annual submission from employers in order to maintain their status as a certified contractor with the state.
• New Jersey requires three years of personnel activity data on hires, promotions, transfers, and terminations when an employer’s certification must be renewed.
• Kentucky and Ohio require the use of an online portal to provide information about a state contractor.
• New Jersey and Wisconsin require the submission of a report that is similar to an EEO-1 report.

It is typical for states to have unique requirements for their contractors, and it is not unusual for state affirmative action requirements to change without formal notice to the public. States do not necessarily have the same kind of notice requirements as the federal government when making regulatory changes.

The source of state affirmative action requirements also varies from state to state. Affirmative action requirements for any given state may be found in state statutes, state administrative code, policies or procedures found on a state website, or through other sources. Learning what is currently required for any particular state can be a complicated, and ever-evolving process.

New State Affirmative Action Requirements Expected

While multiple states have had affirmative action requirements in place for some time, it seems likely that there will be new state affirmative action requirements enacted in the next few years. The federal government is likely to significantly limit, or even abandon, enforcement of all affirmative action laws. This will give the states that currently have affirmative action laws an incentive to strengthen their requirements. It will also give states without affirmative action requirements a reason to implement these requirements.

SESCO will continue to monitor state developments and provide updates as they occur.