OSHA does not publish a single “OSHA Standards Handbook 2025” — what most employers are looking for lives in two free PDFs from osha.gov: the OSHA Field Operations Manual (FOM, Directive CPL 02-00-164) and the Code of Federal Regulations Title 29 Parts 1910 (general industry) and 1926 (construction). Both are
Most workplace incidents that end up in front of a regulator started as a communication error — a missed handoff, an ambiguous instruction, an email that should have been a phone call, a “we’ll talk about it Monday” that never happened. The Joint Commission’s sentinel-event data attributes roughly 60% of
The California Department of Justice “Your Legal Duty” curriculum is the state’s official mandated reporter training for elder and dependent adult abuse, required under Welfare and Institutions Code section 15630. RCFE administrators, ARF staff, and any employee who counsels, cares for, or handles finances for California’s elderly or dependent adults
Mid-market employers — roughly 200 to 2,000 employees — typically pick from six compliance training vendors in 2026: Coggno, Docebo, Absorb LMS, Traliant, Litmos, and iSpring. The right choice depends on whether you need pre-built regulatory content out of the box (marketplace approach) or you have a learning team that
Federal law mandates four core training categories for most U.S. employers — workplace harassment prevention, OSHA safety training tied to your industry, HIPAA training for any business handling protected health information, and a specific bloodborne pathogens curriculum for healthcare and adjacent roles. State law adds another five to twelve required
OSHA 29 CFR 1910.1030 requires bloodborne pathogens training before assignment, then again every 12 months — paid by the employer, on the clock. It pulls in a lot more than nurses and EMTs. Custodial staff, school front offices, tattoo artists, dental hygienists, and any employee on a designated first-aid roster
Compliance training for distributed teams works best when it is delivered as short, asynchronous, mobile-friendly e-learning modules tracked through one centralized LMS that can map state and city mandates to each employee’s actual work location. The fastest-growing failure mode for hybrid employers is treating remote workers like satellite versions of
Federal contractors have to deliver employee training in eight regulated areas: EEO and affirmative action under EO 11246, Section 503 disability accommodation, VEVRAA veteran outreach, ethics under FAR Subpart 3.10, anti-trafficking under FAR 52.222-50, cybersecurity under CMMC and NIST 800-171, sexual harassment, and whistleblower-protection awareness. Each one carries its own
A compliance training marketplace is an online catalog where employers can browse, buy, and assign individual courses from many different vendors through a single platform. Instead of paying one publisher for a fixed library, HR teams pick the exact courses they need — say, a New York-specific harassment course, an
Building a company-wide compliance training program from scratch comes down to six steps: run a gap assessment to find what regulators expect that you’re not currently doing, pick the courses that close those gaps, set up an LMS with role and location-tagged assignment rules, build a communication plan so employees
