Overview:

As employers continue recalibrating their workforce strategies, return-to-office (RTO) policies remain one of the most high-stakes and sensitive transitions in today’s workplace.

Far more than a logistical decision, RTO mandates carry substantial legal risks, cultural consequences, and operational challenges. This session dives deep into the legal frameworks, compliance obligations, and people-centered practices that are critical to making in-person work successful in a post-remote era. This webinar equips attendees with the tools to implement flexible, inclusive, and defensible RTO strategies. Whether you're reintroducing in-office work, expanding hybrid schedules, or reassessing a prior mandate, this training offers timely, strategic guidance.

Why should you Attend:

• A solid understanding of the legal landmines-from ADA and FMLA obligations to NLRA-protected activities
• Discover how to implement policies that reduce risk while maintaining employee morale and operational efficiency
• Learn how to communicate expectations, address resistance, and build a return strategy that supports both business outcomes and workforce well-being
• With increasing legal scrutiny and shifting employee expectations, this session delivers the clarity and foresight every organization needs

Areas Covered in the Session:

• Legal compliance issues under the Americans with Disabilities Act, Family Medical Leave Act, National Labor Relations Act and the Occupational Health and Safety Act
• Key elements of a clear and defensible return-to-office policy
• Understanding and managing accommodation requests through the interactive process
• Communication strategies that promote transparency and employee trust
• How to address employee resistance while avoiding retaliation or discrimination claims
• Hybrid work models: balancing flexibility with fairness and business needs
• Enforcement tips and pitfalls: what to monitor, document, and coach
• Union and collective bargaining implications of RTO mandates
• The impact of executive orders, federal contractor rules, and emerging litigation
• Culture and morale considerations: minimizing burnout and enhancing engagement
• "Practices over Policy" approach

Who Will Benefit:

• Employer
• Human Resources Professional
• Supervisor