Date: Thursday, September 24, 2026 | 11AM EST
Register: https://us02web.zoom.us/webinar/register/WN_PsygGc_RRIGznfLhg-RHDg#/registration

Holiday schedules bring familiar celebrations—and recurring payroll and HR questions. Who receives holiday pay? What happens when an employee works on a holiday, calls out before or after it, or uses paid time off? How should paid-but-unworked holiday hours, premium pay, overtime, exempt and nonexempt status, and workplace closures interact?

The answers often depend not only on wage-and-hour rules, but also on the employer’s written policies, offer letters, collective bargaining agreements, contracts, established practices, and scheduling and timekeeping procedures. Employers must also coordinate operational needs with religious-accommodation and nondiscrimination obligations.

Which employees are eligible, and do waiting periods, part-time status, remote work, or attendance conditions matter? Are managers applying call-out and eligibility rules consistently? Are payroll codes producing the intended overtime result? Do employees understand the difference between a paid holiday, premium pay, paid time off, a floating holiday, and a year-end shutdown?

Join Forework for a practical pre-holiday program designed to help employers align the holiday calendar, written policies, payroll codes, timekeeping practices, manager instructions, and employee communications before year-end scheduling begins.

Speaker:

Emina Poricanin, Esq. – CEO & Founder, Forework

Date: Thursday, September 17, 2026 | 12PM EST
Register: https://us02web.zoom.us/webinar/register/WN_PsygGc_RRIGznfLhg-RHDg#/registration

When an employee leaves, the business may lose more than talent. Departing employees may have access to customer relationships, workforce information, pricing, strategy, confidential data, trade secrets, intellectual property, and other competitive know-how.

Employers often reach first for a noncompete. But a broad restriction is neither the only tool nor always the best one. A thoughtful protection strategy may combine appropriately tailored noncompetes, employee and customer nonsolicitation provisions, confidentiality and invention-assignment agreements, access controls, onboarding acknowledgments, and disciplined offboarding practices.

When is a noncompete useful—and when is narrower protection more appropriate? How should restrictions be tailored to the employee’s role, access, duties, geography, and the business’s legitimate risk? How can onboarding, recordkeeping, access controls, and offboarding support enforceability and deterrence? What should an employer do when it suspects solicitation, misuse of confidential information, or competitive activity?

Join Poricanin Law and Forework for a joint discussion of the legal framework and the practical workforce processes employers can use to protect relationships, information, intellectual property, and organizational stability.

Speakers:

Emina Poricanin, Esq. – CEO & Founder, Forework

Charlotte Rehfuss, Esq. Poricanin Law