This 10-minute course will alert you to a new business practice and related ISO Annex SL standards for the first time required by the International Organization for Standardization in 60 ISO standards, including ISO 9001 quality management, and by increasing numbers of investors, to potentially affect up to 2 million companies worldwide. Enterprise Engagement applies the same systematic approach to enhancing the engagement of all stakeholders as ISO standards achieved for quality and can benefit organizations of any type or size. This short course provides a high-level overview of the definition, ROI and other benefits, the implementation framework, and how to get started. Course Produced by the Enterprise Engagement Alliance
Online Human Resources Training Courses
Developed by leading experts in affirmative action, this 30- minute eLearning course focuses on the role Talent Acquisition plays in maintaining Affirmative Action compliance during the recruitment and selection process. From outreach efforts to the definition of an Internet Applicant, employees with talent acquisition responsibilities hold duties that put them on the front lines of AA/EEO compliance. This course provides the critical information they need to prevent violating OFCCP and EEOC federal regulations. We also recommend registering for Introduction to Affirmative Action for a more comprehensive understanding of federal requirements that impact recruitment activities.
Sir or Ma’am? Which bathroom should be used? It’s important because the EEOC has now defined gender identity harassment as illegal based on sex discrimination. In 6 short minutes, this program provides concise information on how to comply with recent EEOC rulings as well as provide an accepting workplace. Topics Covered in this Program: What constitutes gender identity harassment How to address a person who is transgender How to address the bathroom question Steps to prevent harassment of this kind Consequences of gender identity harassment
Creating an equal compensation standard has become vital for organizations to create greater company growth. The Equal Pay Act protects employees from discrimination practices based on sex. This program covers this law and demonstrates how organizations can maximize employee resources and protect companies from lawsuits. Your employees will be able to: Define what constitutes an infraction Measure employee contribution standards Accurately equate job responsibilities to compensation Cover different forms of workplace inequality Demonstrate proper compensation documentation
Retaliation is the number one complaint filed with the EEOC every year. This course covers every aspect of retaliation in the workplace in a simple, concise, no nonsense way.
This course covers both Connecticut and federal laws pertaining to age discrimination in the workplace.
Federal law prohibits harassment or discrimination of workers 40 years of age and older. This course covers all of the federal workplace laws dealing with age.
A Spanish language course that complies with all of California 2020 sexual harassment standards. Sexual harassment training in California (AB1825) Abusive conduct training (AB2053) LGBT rights in California (SB396) The California protected groups Federal harassment law EEO Laws California court cases Retaliation in California Keeping it job related with employment decisions Avoiding harassment in hiring decisions Avoiding harassment or discrimination when conducting performance appraisals How respecting diversity and inclusion will lower harassment rates Post course quiz to comply with interactive component required by law
No employee may be discriminated against in employment practices due to religion, faith, or beliefs. This brand new course produced in 2020 covers: Laws governing Religious harassment and discrimination. Who is protected. Harassment on the basis of religion. Segregation. Reasonable Accommodation for religious practices. Reasonable Accommodation for dress and grooming practices. Undue burden or hardships. Retaliation. Consequences
This brand-new, Spanish language, 2020 produced course covers the topics required by California's new SB 1343 sexual harassment training mandate. Federal Sexual harassment law California specific sexual harassment law Harassment of federally protected classes of employees California's protected groups Retaliation Bystander Intervention Abusive conduct training (AB 2053) Harassment due to sexual orientation, gender expression, gender identity, transgender, and transitioning. And much more
Federal laws protect employees from harassment or discrimination based on pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. Make sure your employees protect the rights of pregnant employees by following federal law. Learning Objectives: Prevent Hostile Environment Harassment based on pregnancy or childbirth. Apply all the standards established under the Pregnancy Discrimination and Work Act. Execute the ADA guidelines for pregnancy or childbirth related medical conditions. Implement guidelines for disability leave under the Pregnancy Discrimination and Work Act and the FMLA. Implement the maternity leave mandates listed in the FMLA Follow the right to express milk guidelines mandated by the Fair Labor Standards Act. Prevent retaliation for employees who demand their rights under any pregnancy-related state or federal law. Prevent retaliation against any employee who files, participates or is a witness in any complaint or investigation regarding a pregnancy-related state or federal law. Provide a safe, comfortable and legal working environment for pregnant employees.
In 2019, Delaware passed SB360 which requires sexual harassment training for all employees in businesses with 50 or more employees. This course covers all subjects mandated under the law. Additionally, this course provides information for supervisors on prevention techniques and how to handle complaints.
Train your Delaware employees on sexual harassment education and prevention. This brand new 2019 course covers all of the topics required by Delaware law. The training topics must: Address the illegality of sexual harassment. Define sexual harassment with examples. Describe the legal remedies and complaint process available to the employee. Direct employees on how to contact the Delaware Department of Labor. Instruct employees that retaliation is prohibited.
This new course covers Illinois' brand new Workplace Transparency Act which requires sexual harassment training for every employee in the state. Designed for managers and supervisors, this course covers all of the Illinois specific sexual harassment training outlined in the law.
Illinois has passed brand new sexual harassment training legislation with senate bill 75. Make sure your organization is covered! If you employ people in workers in Illinois training is now required. This brand new course covers exactly what Illinois has mandated and much more. An explanation of sexual harassment Examples of conduct that constitutes unlawful sexual harassment A summary of relevant state and federal laws prohibiting sexual harassment and the remedies for violations of these laws A summary of the employer’s responsibility to prevent, investigate, and correct sexual harassment.
This brand new course covers all the topics required to comply with Connecticut sexual harassment law. This course covers: Connecticut sexual harassment law Federal sexual harassment law Federal harassment law (the protected groups) Prevention techniques such as diversity awareness, workplace bullying prevention and bystander intervention.
Bystander intervention is a critical element of harassment prevention. When co-workers speak up, harassment is far less likely to occur. The technique is simple…when bystanders see harassment, they must take action, rather than silently witnessing the harassment and doing nothing. Bystander intervention creates a culture where harassment is not tolerated, and it puts prevention in the hands of every single employee. Future harassers will realize that their co-workers will speak up if they witness harassment and will think twice before harassing an individual in the workplace. In order for bystander intervention to work, managers and supervisors must not only encourage intervention, but they must train their employees on how to intervene. This course covers: The definition of bystander intervention Why to intervene When to intervene Talking to victims Talking to harassers Intervention techniques
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward. With our Employee Termination workshop, participants will begin to see how important it is to develop a core set of skills when they find themselves in a situation where they have to let an employee go. Workshop Objectives: Create employee performance plans Identify employees who should be terminated Establish effective termination meetings Know the “Do’s” and “Don’ts” of firing an employee Be able to conduct exit interviews
Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company's workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee. We all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today's business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use. Workshop Objectives: Define talent and talent management. Understand the benefits of talent management. Recognize performance management and ways to review talent. Identify employee engagement. Create assessments and training programs. Learn how to improve employee retention.
Mobile learning, or mLearning, is defined as the delivery of learning, education or training on mobile devices, such as mobile phones, tablets, laptops or PDAs. MLearning allows training and support to be taken anywhere, making it flexible and convenient for companies to use. With our mLearning workshop, you will begin to see the importance and usefulness of mLearning in any organization. By absorbing the ins and outs of utilizing mLearning, participants will possess the skills needed to take advantage of this new technology, in order to educate employees and clients more efficiently. Workshop Objectives: Know the meaning of mLearning Recognize different methods of mLearning Know the benefits/challenges of using mLearning Train other employees regarding mLearning Form an mLearning plan