Introducing: Real Talk with Jenna - Cascade’s President
Jenna Reed, President
compliance@cascadeemployers.com
Starting in November, I'm launching Real Talk with Jenna. This is a recurring conversation, every other month, where I sit down (virtually, sometimes in person) with Cascade members and just... talk. No slide deck. No sales pitch. No pretending everything in HR is fine when it isn't.
Here's the idea: this only works if it's a real partnership, not a transaction. I don't want you to just be a name on a membership roster. I want to know what you're actually dealing with, where things are hard, and where we're missing the mark. You bring whatever's on your plate: the compliance question you've been Googling at night, the employee situation you're not sure how to handle, the services you’re not sure if we offer, the thing you've been meaning to ask us about but haven't gotten around to and we talk it through. Together. As a group, you get my take and the collective wisdom of other members who've probably been exactly where you are.
I'll bring resources, ideas, and the occasional "here's what I'd do." You bring the real stuff. The unglamorous, unresolved, keeping-you-up-at-night stuff. That's genuinely the most useful part.
A few things this is not:
- A webinar where you mute yourself and pray you don't get called on
- A pitch for services you didn't ask about
- Stuffy
A few things this is:
- A chance to say "okay but what would you actually do here?" to someone who's been doing this for 22 years
- A space where "I have no idea what I'm doing with this one" is a completely normal thing to say out loud
- Every other month, so it's easy to actually show up
Register for the November session now!
Come with a question. Come with a mess. Come with nothing but curiosity. All of it works.
DOL Releases Updated FMLA Forms
Cascade's Compliance Team
compliance@cascadeemployers.com
On September 10th, the U.S. Department of Labor (DOL) released updated versions of its model Family and Medical Leave Act (FMLA) forms. The only change to the newly released forms is the expiration date. The previous forms had an expiration date of June 30, 2026, while the updated versions are dated through August 31, 2029.
As a reminder, covered employers have certain notice requirements under the FMLA, including notifying employees of their eligibility, rights and responsibilities, and when leave is designated as FMLA-protected. Employers may also require certification to support an employee’s need for FMLA leave. The DOL provides optional model forms employers can use to meet these requirements.
Employers can continue using the previous versions of the forms, as the expiration date does not mean the forms can no longer be used. However, expired forms can sometimes cause confusion with health care providers or employees who may assume the form is no longer valid. With that in mind, now is a good time to update any versions saved in your FMLA packets, templates, or other leave materials.
The updated forms are available here.
Leadership Academy: Build the Skills You Need to Lead with Confidence
Carolyn Culley, MAEd, MS - Director of Learning and Development
cculley@cascadeemployers.com
Leadership development often starts with a moment.
Dillon needs to have a difficult conversation with an employee whose performance has been slipping. They know the conversation needs to happen, but they want to approach it thoughtfully and make sure they are clear about expectations while keeping the conversation productive. Having the opportunity to learn, practice, and build confidence before having that conversation can make a real difference.
Reese wants their team to have more opportunities to learn new skills, take on new challenges, and try things outside their usual responsibilities. They know that developing people means more than assigning work. It means creating opportunities for people to grow. Reese is looking for ways to delegate more effectively while giving team members the support and ownership they need.
Jo is leading a team through a significant change. There are questions, uncertainty, and some understandable frustration. Jo wants to help the team navigate what is changing while staying focused on what comes next. Leading through change requires more than having the right answers. It requires communication, adaptability, and the ability to help others move forward.
These are everyday leadership challenges. And they are exactly the kinds of skills leaders can continue to develop throughout their careers.
Learn what you need, when you need it
The new Cascade Leadership Academy provides a flexible way to build practical leadership skills through live, interactive courses.
Maybe you want to strengthen your approach to coaching. Maybe delegation or accountability has become a priority. Perhaps you want to be more productive, lead a multigenerational team more effectively, or influence others when you do not have direct authority. You may simply want to feel more prepared for difficult conversations or become a stronger communicator during change.
The Academy gives you options
We have added new classes and expanded the range of topics available, making it easier to choose learning that fits your role, your experience, and what you are working through right now. You can take individual courses that address an immediate need or build toward a certificate over time.
There are two certificate paths:
- Leadership Certificate: For supervisors and mid-level managers.
- Leadership Professional Certificate: For experienced and senior leaders who want to continue developing their leadership capabilities.
There is no deadline for completing the certificate, so your development can happen at a pace that fits your work and your goals.
Leadership development for the moments that matter
The best time to build a leadership skill isn’t always after you need it.
Sometimes it is before the difficult conversation. Before handing an important project to someone who is ready for more responsibility. Before guiding a team through change.
The Leadership Academy gives you a place to prepare, practice, and keep building your skills along the way.
What leadership skill would make your next challenge a little easier? Start there.
Explore the Leadership Academy and find your next course →
Hot Compliance Question
Cascade Compliance Team
compliance@cascadeemployers.com
Question: Can I simply state that the reason for an employee’s termination was because employment was “at-will”?
Answer: Technically, you can—but it’s generally not a good idea to terminate an employee by simply stating that employment is at-will. At-will employment does not protect employers from unlawful termination claims, including those involving discrimination, retaliation, whistleblowing, complaints of harassment, or other protected activity.
The best way to protect against wrongful termination claims is to identify and document the legitimate business reason(s) for the termination, such as performance or policy violations, and have the necessary supporting documentation in place. Employers should also ensure they apply discipline and termination decisions consistently across the organization.