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99609

The FMLA: Everything You Need to Know (Course)

The Family and Medical Leave Act is a complicated law.  This course breaks the law into sections and simplifies the language to make it easier to remember.  Each section ends with a quiz.  Make sure all of your management employees understand the intricacies of the law with this comprehensive course. What employees are eligible for the FMLA. The FMLA’s definition of eligible spouse, parent, or child “In Loco Parentis” Military caregiver leave What health conditions qualify for 12 weeks of leave What health conditions are eligible for 26 weeks of leave What the FMLA does not cover Employee benefits Healthcare eligibility during leave Job reinstatement Serious health conditions Pregnancy leave Intermittent leave Qualifying Military Exigency Rest and Recuperation leave Key employees Employer responsibility Medical certification Light duty Fitness-for-duty certification

Visited 112 times
$19.95
99603

Workplace Violence Prevention Made Simple (Course)

Workplace violence is a serious problem in organizations all over the world.  In the United States alone over 2 million people are victims of violence at work every year.  The deep physical and emotional impact and the loss in time, money and reputation can have a catastrophic impact on organizations.  Make sure that your organization’s employees are trained to prevent and react to violence on the job. The 2017 course covers: The OSHA mandate on workplace violence. The behaviors that are considered workplace violence by the department of labor. Workplace bullying. Sexual assault and sexual harassment. Using physical and verbal intimidation. Vandalizing or destroying personal or work property. Sabotaging business operations. Threats of physical harm Physical assault Using a weapon for assault or intimidation. Violence at customer, vendor, or other locations The confidentiality of employees who report violence The zero-tolerance policy. How toxic behaviors create a breeding ground for violence Openly and honestly communicatiion Conflict resolution Stress management Domestic violence Reports and investigations Facility security Warning signs and troubling changes in behavior Threat assessment and intervention Assisting at-risk employees Confrontations and assaults Active shooter incidents Disciplinary actions  This course includes a full HD video and employee quiz.

Visited 105 times
$19.95
99601

Workplace Violence Prevention Made Simple for Managers (Course)

Workplace violence is a serious problem in organizations all over the world.  In the United States alone over 2 million people are victims of violence at work every year.  The deep physical and emotional impact and the loss in time, money and reputation can have a catastrophic impact on organizations.  Make sure that your organization’s managers are trained to prevent and react to violence on the job. The 2017 course covers: The OSHA mandate on workplace violence. The behaviors that are considered workplace violence by the department of labor. Workplace bullying. Sexual assault and sexual harassment. Using physical and verbal intimidation. Vandalizing or destroying personal or work property. Sabotaging business operations. Threats of physical harm Physical assault Using a weapon for assault or intimidation. Violence at customer, vendor, or other locations The confidentiality of employees who report violence Having a zero-tolerance policy. Educating employees on violence How toxic behaviors create a breeding ground for violence Openly and honestly communicating with employees Ensuring that employees have a clean, healthy, and safe environment Fair management practices Conflict resolution Stress management Domestic violence Reports and investigations Facility security Warning signs and troubling changes in behavior Threat assessment and intervention Assisting at-risk employees Handling confrontations and assaults Active shooter incidents Disciplinary actions  This course includes a full HD video and employee quiz.

Visited 61 times
$19.95
99599

Workplace Bullying Prevention Made Simple (Course)

Workplace bullying costs organizations billions every year in lost productivity, efficiency and employee turnover.  Workplaces which have a high occurrence of bullying are more likely to have problems with absenteeism, illness and healthcare expenses. Make sure your employees know how to spot workplace bullying and make sure they understand the type of behavior that is unacceptable in the workplace.   The effects of workplace bullying The definition of workplace bullying Why do people bully? The consequences of bullying The aggressive nature of bullying Power and control aspects of bullying Why managers are more often bullies Why bullying is sometimes hard to spot Prevention techniques The consequences of bullying The following behavior are covered in the course Inappropriate language, put-downs, insults, and name-calling. Taunting, teasing, or making jokes. Sabotaging another employee's work. Copying, plagiarizing, or stealing work from a co-worker. Deliberately denying co-workers resources. Yelling, screaming, sarcasm, or other verbal abuse. Menacing a co-worker with threatening looks, gestures, and body language. Hazing or initiations that seek to embarrass or humiliate. Unreasonably creating conflict Refusing to work with a co-worker. Physically threatening, shoving, striking, or touching a co-worker. Gossiping or spreading rumors about co-workers. The planting of false information. Using private or confidential information to defame or destroy the reputation of a co-worker. Setting unrealistic standards and deadlines which are unachievable or that are arbitrarily changed without notice or reason. Assigning excessive, unreasonable, and unending amounts of work. Giving unjustly negative performance appraisals. Taking unwarranted disciplinary action. Singling out or treating someone differently Holding a subordinate employee to different standards than his or her peers. Excessive, unneeded, and negative micromanagement. The Effects of Workplace Bullying Employee turnover Lost productivity Low company-wide morale Destroys creativity Cost to employee health Destroys organizational reputation The course includes a full HD video and an employee quiz.

Visited 122 times
$19.95
99597

Welcome to the Team: Retail Employee Orientation (Course)

Job Responsibilities Serving customers  Protect our stores  Project a positive image        First impressions Keeping the entire store clean Arranging displays Unloading, and unpacking freight Putting away stock and pricing.   Loss Prevention Shrink Internal losses are created by employees through inaccuracy, Lack of intention to detail Intentional theft of money or merchandise.  There are measures we all must take to prevent internal theft. Abusing employee discounts  No merchandise may leave the store  Reporting unlawful acts Opening the store Know your sales floor What to do if you see a shoplifter Career Opportunities Career offers Career advancement Positive attitude and ability to work with customers Safety Ladder Safety Inspecting for loose or damaged rungs, steps, or rails.  Checking for loose screws, bolts, or hinges.  Locking spreaders on step ladders  Safety feet  Reporting ladder defects Keeping the base area clean Locking spreaders Facing the ladder Holding the ladder with 2 hands Overextension of your upper body.   Climbing too high. Safety stickers Lifting Techniques: Load Testing Facing the object Never twist your hips or back while lifting.  Keep the load close to your body.   Techniques to put less strain on your back muscles.  If you must strain to carry the load, it’s too heavy Using hand trucks or dolly’s.  Being aware of your surroundings.  Make sure you can see where you are walking. Walking on slippery uneven surfaces  Going over applicable safety guidelines with your supervisor And always put safety first Harassment and Discrimination Keeping the workplace free from discrimination and harassment.  Treating customers equally and with dignity and respect.  Reporting harassment  This course contains a video and employee quiz.

Visited 122 times
$19.95
99595

Harassment Prevention Made Simple Spanish Language Version (Course)

This North American Spanish language harassment prevention course covers all federal law pertaining to harassment.  Delivered in a simple, concise, no-nonsense style this course leaves no doubt about what behaviors are unacceptable and the consequences for engaging in them. FThe course covers the following: The Protected Groups Hostile Environment Harassment The Reasonable Person Standard Techniques to prevent harassment Bullying Harassment via text, e-mail or social media. Gender harassment Disability harassment Sexual harassment Same sex harassment Religious harassment Pregnancy harassment Gossiping and spreading rumors Menacing, threatening or intimidating Insensitive jokes or comments Racial slurs or epithets Excluding or isolating co-workers. Using demeaning or offensive names The consequences of harassment. Harassment by non-employees like customers Retaliation And much more. The course includes a full HD video and employee quiz.

Visited 77 times
$19.95
99593

Wage & Hour Compliance (FLSA) Made Simple (Course)

This course contains the Department of Labor’s final rule updating overtime regulations signed into law May, 18th, 2016. This thorough course on wage and hour compliance breaks the fair labor standards act down into simple to understand terms. Avoid lawsuits and stay out of court by making sure all of your managers understand minimum wage, overtime, equal pay, child labor and record keeping.  This course covers: Employee classification Wage and overtime requirements Non-exempt employees Pay requirements On call requirements Waiving “rights to pay” “Tipped employee” wages Minimum wage exemptions Recordkeeping Age requirements Independent contractors Non-compliance Fines from the Department of Labor FLSA related lawsuits School aged children And more.

Visited 130 times
$19.95
99590

The STOP Shop: Shrinkage Prevention in Retail (Course)

This retail shrinkage prevention program overs both internal and external factors that affect shrinkage in retail stores.  The techniques outllined in the course will teach your associates how to make loss prevention part of their everyday routine.   The course has four sections: Awareness External Losses Internal Theft Operational Error Your employees will be taught simple prevention techniques that can be applied every day.   How to deal with short change artists. How to recognize shoplifters. How customer service and attentiveness can prevent shoplifting. The career benefits of preventing shrinkage The tricks shoplifters use How shoplifters are nearly impossible to profile...they come from all ages, backgrounds and ethnicities  Techniques to thwart credit card fraud. The best practices for taking cash, giving change and register security How internal theft is the largest portion of shrinkage Inspection and security of employee bags

Visited 129 times
$19.95
99587

Sexual Harassment Prevention Made Simple (Course)

This course is one of the most popular on the market today and there is a reason...it's simple.  By covering federal sexual harassment law with a simple, no-nonsense style, the program leaves no doubt about what sexual harassment is, the behaviors that are unacceptable and the consequences of engaging in those behaviors. The course covers: Hostile environment harassment. Quid Pro Quo Harassment. The Reasonable Person standard. Gender harassment. Same sex harassment. Social networking. Sexting and harassment via email. Prevention techniques. The effect of sexual harassment on victims. Sexual harassment by non-employees. Sexual harassment outside of the workplace. Sexual orientation harassment. Retaliation The consequences of engaging in harassment And much more. The course cover the following behaviors: Making jokes or comments about a person’s physical attributes. Gossiping or spreading rumors about sexual topics. Engaging in sexual conversations that are overheard by others. The use of demeaning or offensive names such as honey, sweetie, hottie, baby, girl, boy or hunk. Viewing or posting of sexual pictures, magazines, posters, videos or images. Viewing pornographic websites or viewing pornographic material. Inappropriate remarks or jokes about a woman’s pregnancy. Unwanted flirting or repeated requests for dates. Suggestive whistling, leering, catcalls Long stares and sexually suggestive looks Using crude or offensive language This course features a full HD video and an employee quiz.

Visited 108 times
$19.95
99585

Sexual Harassment Prevention Made Simple Spanish Version (Course)

This course is one of the most popular on the market today and there is a reason...it's simple.  By covering federal sexual harassment law with a simple, no-nonsense style, the program leaves no doubt about what sexual harassment is, the behaviors that are unacceptable and the consequences of engaging in those behaviors. The course covers: Hostile environment harassment. Quid Pro Quo Harassment. The Reasonable Person standard. Gender harassment. Same sex harassment. Social networking. Sexting and harassment via email. Prevention techniques. The effect of sexual harassment on victims. Sexual harassment by non-employees. Sexual harassment outside of the workplace. Sexual orientation harassment. Retaliation The consequences of engaging in harassment And much more. The course cover the following behaviors: Making jokes or comments about a person’s physical attributes. Gossiping or spreading rumors about sexual topics. Engaging in sexual conversations that are overheard by others. The use of demeaning or offensive names such as honey, sweetie, hottie, baby, girl, boy or hunk. Viewing or posting of sexual pictures, magazines, posters, videos or images. Viewing pornographic websites or viewing pornographic material. Inappropriate remarks or jokes about a woman’s pregnancy. Unwanted flirting or repeated requests for dates. Suggestive whistling, leering, catcalls Long stares and sexually suggestive looks Using crude or offensive language This course features a full HD video and an employee quiz.

Visited 106 times
$19.95
99583

Sexual Harassment Prevention Made Simple for Managers (Course)

This sexual harassment prevention course designed specifically for managers covers every part of federal sexual harassment law in a simple, concise, no-nonsense manner that will leave no doubt about what sexual harassment is, what behaviors are unacceptable and the consequences for engaging in those behaviors.  Additionally, the course covers the manager's role in preventing harassment and handling complaints.   This course covers: Hostile environment sexual harassment. Quid Pro Quo Sexual Harassment. The reasonable person standard. Same sex harassment. Harassment that occurs after work hours. Harassment by non-employees. Harassment based on gender. Retaliation. Examples of behaviors that could lead to sexual harassment. Keeping decisions job-related. Avoiding compromising situations. Holding meetings with groups of employees or in public areas. Keeping office and conference room doors open during private meetings. Keeping conversations on job-related or non-personal topics. Limiting physical contact to a handshake. Taking sexual harassment seriously. Making the goal of a respectful workplace the top priority. Training and counseling sessions. The progressive discipline policy. Inspecting the workplace. Watching for the warning signs of unreported harassment. Encouraging employees to speak up. Reporting procedures. Confidentiality Documentation of incidents or complaints. Legal liability for managers.

Visited 122 times
$19.95
99581

Sexual Harassment for California Managers (30 minute version) (Course)

This sexual harassment prevention course designed specifically for California managers covers both federal and California harassment law.  The course takes 30 minutes to complete and has been designed to be part of a 2-hour California supervisor.  This course covers: Quid Pro Quo sexual harassment Hostile environment sexual harassment Manager liability under California law Employer liability under California law The Fair Employment and Housing Act (DFEH) definition of sexual harassment. The reasonable person standard Inappropriate behaviors California harassment and retaliation policy DFEH complaint procedures DFEH Posters and Brochures Protecting yourself from harassment complaints Confidentiality Retaliation  Disciplinary action  Remediation Harassment by non-employees Making job-related personal decisions How managers can protect themselves from harassment? Taking harassment seriously Social media Educating employees Taking “all reasonable steps to prevent harassment from occurring”  Lodging a complaint with the DFEH The consequences of engaging in harassment Preventing harassment This course contains an HD video and a quiz.

Visited 58 times
$19.95
99579

Patient Rights Made Simple (Course)

This course, produced in 2017, covers the patient bill of rights which are used for accreditation by the Joint Commission on Healthcare Accreditation and are required by the Centers for Medicare and Medicaid. Training Points: Courtesy, compassion, dignity and respect Discrimination Personal representatives The right to self determination Informed consent Advanced directives Unintended outcomes and mistakes Pain management Medical records Personal safety Right to quality care Right to emergency care Right to a detailed explaination of costs Complaint procedures Patient responsibilities And more

Visited 107 times
$19.95
99577

Legal Social Media at Work for Managers (Course)

Do your managers know that information shared or posted on social media instantly leaves a permanent record and deleting records is almost impossible. There is great potential to violate employment laws, release confidential information or damage an organization's reputation.   Just one post can destroy a career or cause a crisis in an organization. Main Training Points: Social Media posts are permanent. Checking prospective employee’s social media pages as part of the applicant screening process. The danger of managers befriending the employees they manage on social media Social Media is not private The consequences of inappropriate posts Information that should not be posted on posted media Defamation Posting negative comments, opinions, conjectures or unproven allegations Defaming co-workers, colleagues, government officials, vendors and customers. Defamation can result in liability in a defamation claim. Copyright Posting messages, articles, pictures, music or video without permission. Almost everything on the internet is copyrighted. Never post anything without getting permission first. Not posting pictures or videos of co-workers without permission. Getting permission from co-workers before using quotes, advice, messages, or any other written or verbal communication. Insider Trading Posting information that is unavailable to the public. Making sure you get permission before posting any information about your organization. The legal consequences of insider trading. Pictures and Videos Obtaining permission before posting any media captured in the workplace or at work events. The potential to divulge confidential information or trade secrets in media. Posting Confidential Information Disclosing information such as credit card numbers, passwords, private health information, social security numbers Disclosing customer or vendor names. Disclosing private information such as information about a divorce, death, or illness. Even when your post has the best intentions disclosing information is off limits. When in doubt about what can be posted, consult with a manager or your legal department. Trade Secrets Posting trade secrets about your organization’s operations, products or services.  Releasing any confidential business information that gives your employer an advantage over its competitors. Harassment and Bullying All organizational policies on harassment and bullying extend to social media. Never post offensive messages, jokes, pictures or videos. Posting about race, religion, gender, disability, age, sexual orientation and family status. Dishonesty Posting false, inaccurate, or exaggerated information about your organization’s products or services.  inaccurate reviews and claims about your competitors’ products and services as well. Including your name and your organization’s name when posting articles, testimonials or reviews about your products and services. Overuse Using social media for personal use during work hours.   Organizational monetary losses from social media use. Limit social media use to break time.  Disloyalty Posting negative or disloyal comments about your employer. Employers have the right to expect loyalty from their employees. Free speech does not protect your job.  Illegal or immoral activities Posting pictures, videos or text of illegal or immoral behavior. Even after work hours, employees are a representative of their organziation. This course includes a full HD video and an employee quiz

Visited 71 times
$19.95
99575

Legal Social Media at Work (Course)

Do your employees know that information shared or posted on social media instantly leaves a permanent record and deleting records is almost impossible. There is great potential to violate employment laws, release confidential information or damage an organization's reputation.   Just one post can destroy a career or cause a crisis in an organization. Main Training Points: Social Media posts are permanent Social Media is not private The consequences of inappropriate posts Information that should not be posted on posted media Defamation Posting negative comments, opinions, conjectures or unproven allegations Defaming co-workers, colleagues, government officials, vendors and customers. Defamation can result in liability in a defamation claim. Copyright Posting messages, articles, pictures, music or video without permission. Almost everything on the internet is copyrighted. Never post anything without getting permission first. Not posting pictures or videos of co-workers without permission. Getting permission from co-workers before using quotes, advice, messages, or any other written or verbal communication. Insider Trading Posting information that is unavailable to the public. Making sure you get permission before posting any information about your organization. The legal consequences of insider trading. Pictures and Videos Obtaining permission before posting any media captured in the workplace or at work events. The potential to divulge confidential information or trade secrets in media. Posting Confidential Information Disclosing information such as credit card numbers, passwords, private health information, social security numbers Disclosing customer or vendor names. Disclosing private information such as information about a divorce, death, or illness. Even when your post has the best intentions disclosing information is off limits. When in doubt about what can be posted, consult with a manager or your legal department. Trade Secrets Posting trade secrets about your organization’s operations, products or services.  Releasing any confidential business information that gives your employer an advantage over its competitors. Harassment and Bullying All organizational policies on harassment and bullying extend to social media. Never post offensive messages, jokes, pictures or videos. Posting about race, religion, gender, disability, age, sexual orientation and family status. Dishonesty Posting false, inaccurate, or exaggerated information about your organization’s products or services.  inaccurate reviews and claims about your competitors’ products and services as well. Including your name and your organization’s name when posting articles, testimonials or reviews about your products and services. Overuse Using social media for personal use during work hours.   Organizational monetary losses from social media use. Limit social media use to break time.  Disloyalty Posting negative or disloyal comments about your employer. Employers have the right to expect loyalty from their employees. Free speech does not protect your job.  Illegal or immoral activities Posting pictures, videos or text of illegal or immoral behavior. Even after work hours, employees are a representative of their organziation. This course includes a full HD video and an employee quiz

Visited 146 times
$19.95
99573

Legal Interviewing: Asking the Right Questions (Course)

Conducting a legally defensible job interview requires preparation and discipline.  Make sure your employees understand exactly what they can and cannot ask in interviews and avoid potential legal liability that could have a catastrophic impact on your organization. Questions to avoid: Race, color and national origin Gender, gender identity and sexual orientation Religion Marital status, family status and pregnancy Genetic information and medical history Age Arrests and criminal record Disability Affiliations Drug and Alcohol Abuse Height, weight, and personal appearance Military service Finances Residence This course also covers: The importance of an up-to-date job description. Determining essential and non-essential functions of the job. How to handle candidate interjections. Sticking to the script. Writing only job-related information in interviewing notes. Resumes and social media. Sticking to the script. Interview length. Overselling the position.  The course includes an HD video and an employee quiz

Visited 148 times
$19.95
99570

Legal E-Mail and Text Messaging (Course)

E-mail and text messaging are convenient forms of communication that make peoples' jobs easier and more productive.  However, with this convenience also comes great risk.  This course covers all the legal risks of email, describes how email and text messaging work and details why they are not safe in many situations. This course covers:  E-Mail is Permanent Once an email has been sent, it becomes a permanent record. It’s virtually impossible to erase an email. There is an entire industry dedicated to computer forensics Computer forensic experts can recover almost any email. Destroying a hard drive will not make you safe. Most organizations back up all electronic communication. Every email leaves an electronic trail on the way to its destination. Email is probably on the receiver’s hard drive Many organizations save a record of every text sent from their company phones indefinitely. E-Mail and Texts are not Private The Electronic Communications Privacy Act of 1986 makes any e-mail sent through an organization’s servers or devices property of that organization. Emails and text messages sent after work hours and away from the workplace are still your organization’s property if sent with devices owned by your organization.  Emails can be subpoenaed with any litigation involving your employer Emails can be used in any employment action taken by your organization. Over a million employees have been fired or disciplined for the inappropriate use of email. Employees should have no expectation of privacy when it comes to email or text messages. The Never Send List Confidential information Insider Trading Viruses Copyrighted Information Contracts Trade Secrets Employer Policies Read and understand your employer’s emailing and texting policies. Many employers have specific policies related to your organization’s industry requirements. When used properly, e-mails and text messages can be powerful business tools.  Make sure your employees can avoid the legal traps that email and text messaging present. This course includes a full HD video and an employee quiz

Visited 118 times
$19.95
99568

Leadership Through Communication (Course)

Leadership is about working with your people, not against them, and effective communication is essential to leading your team.  In this retail specific program, communication techniques are presented along with examples of situations in which they may apply. This course covers: Paraphrasing Communication is as much about listening and understanding as it is about talking.  When you initiate any kind of communication you must assure yourself that the other person understands what you are saying.  Paraphrasing is an excellent way to verify comprehension. Follow up Follow up is essential when you are counting on others to communicate a message on your behalf.  Whenever you communicate a message make sure it is delivered to the right people and that everyone understands what you meant. Performance Feedback When offering positive feedback, you should First offer congratulations to the employee on the good work. Mentioned specifics of why the work was good and discussed the positive result of the work. Thank employees for the work and encourage them for the future When offering constructive criticism: Offer congratulations and point out what was good about their work. Don’t tell them they are wrong. Offer a suggestion.  Discuss what you believe the result of the suggestion will be.  Thank employees for the work and give encouragement Offer to help the employee start implementing the suggestions. Getting to know your employees. Every employee is unique and the better you know each employee the better motivator you will be.  Some people are sensitive to criticism while others take it well and know how to immediately incorporate suggestions.  Some people embarrass easily and would rather not receive a complement in public.  Some people need constant public praise in order to thrive.  Spend time talking to your people one on one, it’s the best way to know how to motivate and encourage your team. Facilitating Meetings Meetings are a great way to train and motivate your people.  There are two particularly effective kinds of meetings…storewide meetings and small group meetings. Storewide Meetings One of the best ways to learn is through teaching, therefore, it’s effective to delegate part of your meeting to be presented by other members of your team.  By involving employees in the subject matter of the meeting they will feel more connected to the material.  Managers should be prepared to follow up with each presenter before the meeting.  If you delegate a task and the person you delegate to is not prepared this will reflect poorly on both of you. Follow a simple format during your storewide meeting. Introduce the meeting.  Welcome your employees Thank them for being there Briefly present what will be covered. Present the subject matter with individual presentations, role play, video training or other hands-on activity. Close the meeting.  This just takes a couple of minutes.  You’ll need to recap what was covered and again thank everyone for their commitment and their time. Small Group Meetings One great way to provide ongoing support is through the use of small group meetings.  In contrast to a storewide meeting, a small group meeting focuses on one specific subject only and it is held with just a couple of people.  Small group meetings are an excellent tool to use with two or three associates who are having difficulty with topics others on your staff don’t need additional training on. Small group meetings can be scheduled informally.  They can be any length from 15-30 minutes.  They can be held on any topic that you think will improve your business.  Consider topics such as customer service, store presentation, or recruiting.  If you ever need suggestions on what topics you should cover, ask your staff.  They know better than anybody what techniques and skills that would like to improve. Use the same techniques in running a small group meeting as you would when running a storewide meeting.  Encourage those attending to be involved in the presentation of the material Be prepared with exactly what information you will cover and how you will present it. Conflict Resolution Even the best leaders have problems with employees.  When conflicts arise with the employees you manage handle the situation calmly and effectively.  Make no accusations and do not make disparaging comments. Even if the employee becomes defensive, remain calm and professional. Offer a suggestion to correct the problem.  Conflicts with or between employees can turn into serious issues if they are not handled calmly and effectively from the beginning.  Always stay professional and never let emotions run high. This course features a video and employee quiz.

Visited 49 times
$19.95
99556

Insider Trading (Course)

This course on preventing Illegal insider trading is one of just a few on the market.  Using clear, concise, easy-to-under language, this course thoroughly outlines the law in layman's terms that every employee will understand.  Insider Trading erodes public confidence in the fairness and integrity of the markets. As a result, the SEC aggressively enforces these laws.  Make sure that your organization does end up on the evening news by training your employees on this often-misunderstood crime. The course covers: What is illegal insider trading? What is legal insider trading? How the government tracks illegal activity. Every employees’ fiduciary responsibility to investors How anyone who uses privileged information (not just employees) can be charged under the law. How someone be charged for passing information even there was no personal benefit financially. How persons who fail to prevent illegal insider trading can be charged as controlling persons.  Specific examples of actions and scenarios that are illegal. The consequences for violating the law.   How to protect yourself from violating the law. This course includes a full HD video and employee quiz.

Visited 52 times
$19.95
99554

HIPAA Privacy Compliance (Course)

This HIPAA program is fully updated to the law as of 2017.  Focusing on HIPAA privacy compliance, this comprehensive course covers all aspects of HIPAA privacy. Training Points: What is PHI? What are covered entities and how does HIPAA compliance affect them? How is protected health information protected? What is incidental exposure and is it illegal? What is the minimum necessary rule? What are the exceptions are there for law enforcement requests? Emergency situations When and how to disclose protected information on the telephone. Signed patient authorization The privacy notice Patient control The personal representative The privacy official and his or her responsibilities Reasonable safeguards Penalties for non-compliance And more This course includes a 25 question post quiz so that you know every employee understands the privacy standard.

Visited 102 times
$19.95