Sexual harassment training has been viewed by companies for a long time as a mere compliance explanation, something obligatory that has to be done just to get legal recognition and
Small and mid-market businesses (SMBs) face unique challenges when implementing a learning management system (LMS). This is because, unlike large corporations that have IT staff and budgets to spare, SMBs
Mandatory employee training requirements have increased significantly over the last twenty years. A mix of federal regulations, state laws, and local ordinances creates a complex, industry-, business size-, and geographic
Many organizational leaders treat sexual harassment training very much like a compliance burden, that is, a law-required expense which they think won’t really bring any noticeable value to the business.
California Assembly Bill 1825 (AB 1825) is recognized as one of the most detailed sexual harassment prevention laws in the U.S. It took effect on January 1, 2015, and requires
Sexual harassment in the workplace remains a significant concern, and studies continue to show that a substantial number of employees experience harassment throughout their career life. In response to this
Sexual harassment training is not just a checkbox. For HR, compliance, and legal teams, it is a practical way to reduce risk, document good-faith prevention efforts, and build a safer
HR and compliance leaders usually shop for sexual harassment training with three goals in mind: Meet legal requirements (federal + state + local) without gaps Increase completion and retention through
Twenty years ago, learning management systems (LMSs) had few features, and nowadays they are very complex. However, the standards that allow learning content to communicate with the LMS haven’t changed
