risks for failure to train - talent management software...

Introduction

Regardless of industry, an organization’s number one asset is its people. Every day, employers make hiring, promotion, reorganization, pay change, WHUPLQDWLRQ�DQG�RWKHU�GHFLVLRQV�WKDW�GLUHFWO\�DƸHFW�WKHLU�HPSOR\HHV��,I�making those decisions is part of your responsibility, you must ensure that those decisions help meet your organization’s overall objectives and also FRPSO\�ZLWK�$ƹUPDWLYH�$FWLRQ��$$��DQG�(TXDO�(PSOR\PHQW�2SSRUWXQLW\��((2��ODZV�DQG�UHJXODWLRQV�

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Risks for Failure to Train

A PeopleFluent® White Paper

Risks for Failure to Train | 2

and regulations, but also of the various mandated forms of record-keeping DQG�UHSRUWLQJ��)XUWKHUPRUH��LW�UHTXLUHV�NQRZLQJ�ZKDW�LQIRUPDWLRQ�ZLOO�EH�XVHIXO�LQ�GHPRQVWUDWLQJ��DIWHU�WKH�IDFW��WKDW�\RXU�GHFLVLRQV�ZHUH�EDVHG�solidly on proper business considerations and not on such impermissible factors as race, age, gender, national origin, veteran, or disability status. ,QFUHDVLQJO\��HPSOR\HUV�DUH�QRW�DZDUH�RI�VSHFLǋF�ULVNV�RU�SHQDOWLHV�WKH\�FRXOG�H[SHULHQFH�E\�QRW�LQFRUSRUDWLQJ�SURSHU�((2��KDUDVVPHQW�DQG�RWKHU�compliance training into their training programs. As discussed below, WKH�GD\V�RI�UHO\LQJ�RQ�WKH�FLUFXODWLRQ�RU�SRVWLQJ�RI�DQ�((2�RU�+DUDVVPHQW�policy, and/or an employee handbook acknowledgement are over. Courts and administrative agencies are no longer giving employers a pass on LQHƸHFWLYH�WUDLQLQJ�DQG�WUDLQLQJ�GRFXPHQWDWLRQ�DV�WKH\�KDYH�LQ�WKH�SDVW�

What Does this Mean for Employers?)HGHUDO�ODZ�UHTXLUHV�HPSOR\HUV�SURYLGH�ZRUN�HQYLURQPHQWV�WKDW�DUH�IUHH�IURP�KDUDVVPHQW�DQG�GLVFULPLQDWLRQ��7RZDUGV�WKDW�HQG��WKH�((2&�Enforcement Guidelines indicates that supervisors and managers receive periodic training so they fully understand their responsibilities under anti-harassment and discrimination laws and the employer’s complaint procedures.

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Provide training to all employees to ensure they understand their rights and responsibilities [relating to workplace harassment]….An employer should ensure its supervisors and managers understand their responsibilities under the organization’s anti-harassment policy and complaint procedures.

%RWK�VWDWH�DQG�IHGHUDO�FRXUWV�KDYH�DSSOLHG�WKLV�((2&�UXOH�DQG�SHQDOL]HG�employers when they’ve failed to train.

)RU�H[DPSOH��LQ�WKH��FDVH��Gaines v. Bellino��WKH�1HZ�-HUVH\�6XSUHPH�Court held that, “in judging whether an employer has been negligent in preventing workplace harassment, state courts should consider whether the employer made anti-harassment training available to all employees in its organization. The court stated an employer that provides anti-KDUDVVPHQW�WUDLQLQJ�KHOSV�GHPRQVWUDWH�WKH�HPSOR\HUšV�ŠXQHTXLYRFDO�commitment from the top’ to preventing harassment.”

6LPLODUO\��LQ�Bains v. ARCO Prods. Co.��WK�&LU��SODLQWLƸV�ZHUH�RULJLQDOO\�DZDUGHG��PLOOLRQ�LQ�FRPSHQVDWRU\�GDPDJHV�DQG��PLOOLRQ�LQ�SXQLWLYH�GDPDJHV�IRU�IDLOLQJ�WR�WUDLQ�RQ�KDUDVVPHQW��,Q Swinton v. Potomac


Corporation��WK�&LU��WKH�ODFN�RI�PDQDJHU�WUDLQLQJ�MXVWLǋHG�D�SXQLWLYH�GDPDJH�DZDUG�RI��PLOOLRQ�LQ�D�VLQJOH�SODLQWLƸ�FDVH��&RQYHUVHO\��an 8th Circuit Court of Appeals held that punitive damage award was not appropriate because the employer demonstrated good faith, which included manager harassment training. Dominic v. DeVilbiss Air Power Co. ��WK�&LU��

DFEH v. Lyddan Law Group, LLP,Q�2FWREHU��&DOLIRUQLDšV�)DLU�(PSOR\PHQW�+RXVLQJ�&RPPLVVLRQ��ţ)(+&Ť��GHWHUPLQHG�LWV�DGPLQLVWUDWLYH�DJHQF\�FRXOG�SURVHFXWH�D�VWDQG�alone claim for an employer’s failure to take all reasonable steps to prevent discrimination and harassment from occurring in the workplace.

,Q�Fair Empl. & Hous. v. Lyddan Law Group, LLP, a paralegal accused her ODZ\HU�ERVV�RI�UDFLDO�DQG�VH[XDO�KDUDVVPHQW��DORQJ�ZLWK�UHWDOLDWLRQ��7KH�employer was also accused of failing to appropriately prevent and correct discrimination and harassment. Even though the administrative agency GHWHUPLQHG�WKHUH�ZDV�127�DQ\�UDFLDO�RU�VH[XDO�KDUDVVPHQW��WKH�ǋUP�ZDV�found to have violated California law because it did not have a written anti-harassment policy and did not conduct training for its managers or employees in harassment or discrimination prevention. Fair Empl. & Hous. v. Lyddan Law Group, LLP��:LOOLDPV��2FW��1R��3��)(+&�3UHFHGHQWLDO�'HFV��

While this is one decision, it is consistent with past decisions holding HPSOR\HUV�UHVSRQVLEOH�IRU�IDLOLQJ�WR�WUDLQ�HPSOR\HHV�RQ�((2�WRSLFV��7KLV�GHFLVLRQ�FRXOG�EH�VHWWLQJ�D�VLJQLǋFDQW�QHZ�WUHQG�LQ�WHUPV�RI�HPSOR\HUV�IDFLQJ�PRQHWDU\�FRQVHTXHQFHV�IRU�IDLOLQJ�WR�WUDLQ�Ş�HYHQ�ZKHQ�QRW�JXLOW\�RI�((2�YLRODWLRQV�

Federal Contractor Training Requirements,I�\RXU�RUJDQL]DWLRQ�LV�D�IHGHUDO�FRQWUDFWRU�ZLWK�D�FRQWUDFW�WKDW�LV�ZRUWK��RU�PRUH��\RX�KDYH�HYHQ�PRUH�H[WHQVLYH�WUDLQLQJ�UHTXLUHPHQWV��)HGHUDO�FRQWUDFWRUV�QHHG�WR�FRQGXFW�WKH�IROORZLQJ�WUDLQLQJ�

1. 7UDLQLQJ�RQ�<RXU�$ƸUPDWLYH�$FWLRQ�3URJUDP�Ş�XQGHU�WKH�2ƹFH�RI�)HGHUDO�&RQWUDFW�&RPSOLDQFH�3URJUDPV��2)&&3��IHGHUDO�FRQWUDFWRUV�PXVW�VKRZ�WKHLU�JRRG�IDLWK�FRPSOLDQFH�ZLWK�WKH�DƹUPDWLYH�DFWLRQ�SURJUDP�UHTXLUHPHQWV��ZKLFK�LQFOXGHV�HGXFDWLQJ�PDQDJHUV�RQ�WKHLU�

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2. ((2��3UHYHQWLQJ�'LVFULPLQDWLRQ�7UDLQLQJ�Ş�([HFXWLYH�2UGHU��as amended, and its implementing regulations are administered by the 2)&&3�DQG�FRYHU�HPSOR\HUV�ZLWK�IHGHUDO�FRQWUDFWV�RU�VXEFRQWUDFWV�WKDW�H[FHHG��7KH�([HFXWLYH�2UGHU�UHTXLUHV�FRYHUHG�FRQWUDFWRUV�and subcontractors to refrain from discrimination DQG�WR�HQJDJH�LQ�DƸUPDWLYH�VWHSV to ensure that applicants and employees receive HTXDO�HPSOR\PHQW�RSSRUWXQLW\�UHJDUGOHVV�RI�UDFH��FRORU��UHOLJLRQ��VH[��and/or national origin. �&RXUWV�DQG�IHGHUDO�DJHQFLHV�KDYH�FRQVWUXHG�DƸUPDWLYH�VWHSV�DV�PHDQLQJ�WUDLQLQJ��

3. $'$�'LVDELOLW\�'LVFULPLQDWLRQ�7UDLQLQJ�Ş�6HFWLRQ��RI�WKH�5HKDELOLWDWLRQ�$FW�RI��DV�DPHQGHG��8�6�&��LV�DOVR�DGPLQLVWHUHG�E\�WKH�2)&&3��6HFWLRQ��UHTXLUHV�HPSOR\HUV�ZLWK�IHGHUDO�FRQWUDFWV�RU�VXEFRQWUDFWV�WKDW�H[FHHG��DQG�FRQWUDFWV�RU�VXEFRQWUDFWV�IRU�LQGHǋQLWH�TXDQWLWLHV��WR�WDNH�DƸUPDWLYH�VWHSV�WR�KLUH��UHWDLQ��DQG�SURPRWH�TXDOLǋHG�LQGLYLGXDOV�ZLWK�GLVDELOLWLHV��7KH�UHJXODWLRQV�LPSOHPHQWLQJ�6HFWLRQ��PDNH�FOHDU�WKDW�WKLV�REOLJDWLRQ�WR�WDNH�DƸUPDWLYH�VWHSV includes the duty to refrain from GLVFULPLQDWLQJ�LQ�HPSOR\PHQW�DJDLQVW�TXDOLǋHG�LQGLYLGXDOV�RQ�WKH�EDVLV�RI�GLVDELOLW\��$JDLQ��DƹUPDWLYH�VWHSV�PHDQV�WUDLQLQJ�RQ�WKH�WRSLF��Further, the Director of the OFCCP recently announced her intention of aggressively auditing contractors for Section 503 compliance.

�� (WKLFV�DQG�&RGH�RI�&RQGXFW�7UDLQLQJ�Ş�8QGHU�3DUWV��DQG��RI�WKH�)HGHUDO�$FTXLVLWLRQ�5HJXODWLRQV��)$5��IHGHUDO�FRQWUDFWRUV�PXVW�GHYHORS�and maintain compliance plans and conduct business ethics training. &RQWUDFWRUV�VXEMHFW�WR�)$5�DUH�UHTXLUHG�WR�

a. +DYH�D�ZULWWHQ�FRGH�RI�EXVLQHVV�HWKLFV�DQG�SURYLGH�D�FRS\�RI�WKH�code to all employees.

b. (VWDEOLVK�DQ�HWKLFV�DQG�FRPSOLDQFH�DZDUHQHVV�SURJUDP��L�H��D�IRUPDO�WUDLQLQJ�SURJUDP��DQG�LQWHUQDO�FRQWURO�V\VWHP��7KH�LQWHUQDO�FRQWURO�V\VWHP�UHTXLUHV�WKDW�PHDVXUHV�DUH�LQ�SODFH�WR�WLPHO\�GLVFRYHU�and correct improper conduct and that there are internal reporting mechanisms, audits, and disciplinary procedures.

�� 'UXJ�DQG�$OFRKRO�$ZDUHQHVV�7UDLQLQJ�Ş�7KH�'UXJ�)UHH�:RUNSODFH�$FW�RI��UHTXLUHV�)HGHUDO�FRQWUDFWRUV�DQG�all Federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant from a Federal agency. All organizations covered by WKH�'UXJ�)UHH�:RUNSODFH�$FW�RI��DUH�UHTXLUHG�WR�SURYLGH�D�GUXJ�IUHH�ZRUNSODFH�E\�WDNLQJ�WKH�IROORZLQJ�VWHSV�


D��'LVWULEXWH�D�GUXJ�DQG�DOFRKRO�SROLF\ to all employees informing them that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the workplace and specifying the actions that will be taken against employees who violate the policy

E��(VWDEOLVK�D�GUXJ�IUHH�DZDUHQHVV�WUDLQLQJ�SURJUDP to make HPSOR\HHV�DZDUH�RI�D��WKH�GDQJHUV�RI�GUXJ�DEXVH�LQ�WKH�ZRUNSODFH��E��WKH�SROLF\�RI�PDLQWDLQLQJ�D�GUXJ�IUHH�ZRUNSODFH��F��DQ\�DYDLODEOH�GUXJ�FRXQVHOLQJ��UHKDELOLWDWLRQ��DQG�HPSOR\HH�DVVLVWDQFH�SURJUDPV��DQG�G��WKH�SHQDOWLHV�WKDW�PD\�EH�LPSRVHG�XSRQ�HPSOR\HHV�IRU�GUXJ�abuse violations

Compliance plans and training on all these topics have long been suggested DV�D�ţEHVW�SUDFWLFHŤ�IRU�HPSOR\HUV��+RZHYHU��IRU�IHGHUDO�FRQWUDFWRUV�Ş�WKH\šUH�PDQGDWRU\��7KH�2)&&3�'LUHFWRU��3DWULFLD�6KLX��KDV�PDGH�LW�FOHDU�that government contracts DUH�D�SULYLOHJH��QRW�D�ULJKW�DQG�WKDW�KHU�RƹFH�is aggressively auditing and scrutinizing federal contractors for compliance ZLWK�DOO�DSSOLFDEOH�((2�ODZV��7KH�HDVLHVW�ZD\�WR�VKRZ�FRPSOLDQFH�LV�WR�SRLQW�to a documented, compliance training program.

Web-Based Compliance Training: A Better Defense and Audit TrailThe need for workplace compliance training is increasing as a growing QXPEHU�RI�VWDWH�DQG�IHGHUDO�HPSOR\PHQW�ODZV�DQG�UHJXODWLRQV�UHTXLUH�managers and employees to have a certain amount of legal knowledge in order to adhere to legal regulations while on the job. Web-based training SURJUDPV�RƸHU�FRQYHQLHQFH��DORQJ�ZLWK�EXLOW�LQ�DXGLW�TXDOLW\�WUDFNLQJ�WR�document training.

Employment litigation has skyrocketed in the last two years, with more GLVFULPLQDWLRQ��KDUDVVPHQW��UHWDOLDWLRQ�DQG�ZDJH�DQG�KRXU�FDVHV�EHLQJ�ǋOHG�WKDQ�HYHU�EHIRUH��7KH�QXPEHU�RI�FKDUJHV�ǋOHG�ZLWK�WKH�(TXDO�(PSOR\PHQW�2SSRUWXQLW\�&RPPLVVLRQ��((2&��LV�XS�VHYHQ�SHUFHQW��IURP�ODVW�\HDU�DQG�VWDQGV�DW�WKH�KLJKHVW�UDWH�VLQFH�WKH�((2&�VWDUWHG�WUDFNLQJ�WKLV�GDWD�

,Q�WKH�ODVW�\HDU�RU�WZR��&DOLIRUQLDšV�'HSDUWPHQW�RI�)DLU�(PSOR\PHQW�DQG�+RXVLQJ��')(+��KDV�HQJDJHG�LQ�XQSUHFHGHQWHG�RXWUHDFK�IURP�<RX7XEH�videos to email campaigns in order to increase employees’ awareness of WKHLU�ZRUNSODFH�ULJKWV��,WšV�D�SHUIHFW�VWRUP�RI�VRUWV�Ş�D�UHFRUG�QXPEHU�RI�OD\RƸV��FRLQFLGLQJ�ZLWK�UHFRUG�OHYHOV�RI�DZDUHQHVV�RI�DQWL�GLVFULPLQDWLRQ�

http://www.dol.gov/elaws/asp/drugfree/policy.htm

http://www.dol.gov/elaws/asp/drugfree/prog.htm


and other workplace laws within the employee ranks have driven a VLJQLǋFDQW�MXPS�LQ�WKH�QXPEHU�RI�HPSOR\PHQW�FODLPV�ǋOHG��7KH�PHVVDJH�LV�FOHDU��HPSOR\HUV�PXVW�GR�PRUH�WR�WUDLQ�WKHLU�HPSOR\HHV�WR�DYRLG�WKH�ULVN�RI�lawsuits and litigation.

Proof of Training Critical to DefenseJust claiming that you’ve conducted training is not enough either, as shown LQ��šV�Soto v. John Morrell & Co.�,Q�WKLV�FDVH��WKH�HPSOR\HU�ZDV�XQDEOH�WR�defend itself against a harassment claim because it could not prove that the SODLQWLƸšV�PDQDJHU�KDG�DFWXDOO\�SDUWLFLSDWHG�LQ�WKH�WUDLQLQJ��GHVSLWH�VRPH�VHHPLQJO\�FRQYLQFLQJ�HYLGHQFH��LQFOXGLQJ�

• +5�'LUHFWRU�VSRNH�WR�PDQDJHUV�DQQXDOO\�RQ�WKH�VXEMHFW

• &RPSDQ\�KDG�DQ�LQWHUQDO�UHTXLUHPHQW�WKDW�PDQDJHUV�UHFHLYH�ZRUNSODFH�harassment prevention training annually

• (PSOR\HU�GLVWULEXWHG�D�ELOLQJXDO�ZRUNSODFH�KDUDVVPHQW�SROLF\��DW�RULHQWDWLRQ�DQG�DQQXDOO\��WKDW�HPSOR\HHV�ZHUH�UHTXLUHG�WR�VLJQ�DQG�acknowledge

• Employer hung large posters detailing unlawful harassment prevention

• &RPSDQ\�SUHVLGHQW�VHQW�D�OHWWHU�WR�HDFK�HPSOR\HH��LQFOXGLQJ�WKH�SODLQWLƸ��clearly stating that harassment violated company policy

'HVSLWH�DOO�WKHVH�SURDFWLYH�HƬRUWV��WKH�HPSOR\HU�ZDV�VWLOO�KDUPHG�EHFDXVH�LW�couldn’t prove without a doubt that this particular employee had participated in HƬHFWLYH�WUDLQLQJ�FRQGXFWHG�E\�D�VXEMHFW�PDWWHU�H[SHUW�

,Q�DGGLWLRQ�WR�SURYLQJ�D�SDUWLFXODU�SHUVRQ�SDUWLFLSDWHG�LQ�WUDLQLQJ��WKHUH�LV�also the concern of whether your trainer and training program can survive WKH�DWWDFN�RI�D�JRRG�SODLQWLƸšV�DWWRUQH\�

)RU�H[DPSOH��&DURO\Q�&RWWUHOO��D�SDUWQHU�LQ�WKH�&DOLIRUQLD�ODZ�ǋUP�6FKQHLGHU�:DOODFH�&RWWUHOO�%UD\WRQ�.RQHFN\�//3��KDV�REWDLQHG�QXPHURXV�VHYHQ�ǋJXUH�YHUGLFWV�DQG�VHWWOHPHQWV�IRU�HPSOR\HHV��,QFUHDVLQJO\��&RWWUHOO�VFUXWLQL]HV�workforce training, or the lack thereof, in all harassment, discrimination, ZDJH�DQG�KRXU��UHWDOLDWLRQ�DQG�ZKLVWOHEORZHU�FDVHV��6KH�URXWLQHO\�UHTXHVWV�employees’ training records and the content of any training program provided.


$Q�DWWDFNLQJ�SODLQWLƸšV�ODZ\HU�FDQ�EH�D�UHDO�FRQFHUQ��DV�VKRZQ�LQ�FDVHV�like Cadena v. Pacesetter��ZKHUH�WKH��WK�&LUFXLW�&RXUW�RI�$SSHDOV�XSKHOG�D��SXQLWLYH�GDPDJH�DZDUG�DJDLQVW�DQ�HPSOR\HU�WKDW�XVHG�OLYH�WUDLQLQJ��EHFDXVH�WKH�WUDLQHU�LQFRUUHFWO\�DQVZHUHG�TXHVWLRQV�DERXW�ZKDW�types of conduct might constitute harassment.

While there are only a handful of states that have actually legislated a KDUDVVPHQW�WUDLQLQJ�UHTXLUHPHQW��WKHUH�DUH�SOHQW\�RI�FDVHV�OLNH�Gaines v. Bellino��DV�ZHOO�DV�DGPLQLVWUDWLYH�DJHQFLHV�DQG�SODLQWLƸVš�ODZ\HUV�WKDW�ZLOO�hold that workforce training is the only way for an employer to prove it has DQ�HƸHFWLYH�SROLF\�LQ�SODFH��ZKHWKHU�LWšV�KDUDVVPHQW�SUHYHQWLRQ��$'$��FRGH�of conduct, wage and hour, etc.

The Argument for Online Compliance Training:LWK�WKH�WLGDO�ZDYH�RI�OD\RƸV�PRVWO\�RYHU�QRZ��FRPSDQLHV�DURXQG�WKH�country are bracing themselves for the inevitable aftershock of workplace harassment and discrimination claims. Regular compliance training not only helps companies reduce the risk of costly litigation and prevent possible damage to their reputation from even a mere accusation, but as we saw with DFEH v. Lyddan Law Group, LLP�LW�FDQ�DOVR�ZDUG�RƸ�VWDWH�DJHQF\�LQYHVWLJDWLRQ�DQG�ǋQHV�

Because of these risks and mandates, compliance training has become VRPHZKDW�RI�D�QHFHVVDU\�HYLO�Ş�LW�PXVW�EH�GRQH��EXW�LWšV�XVXDOO\�QRW�YHU\�LQWHUHVWLQJ�DQG�VHHPLQJO\�RƸHUV�OLWWOH�WDQJLEOH�UHWXUQ�RQ�LQYHVWPHQW��Certainly a harassment and discrimination-free environment makes for a better workplace, but merely providing a training session in no way guarantees these conditions. The mandatory nature of compliance training makes it ideally suited to an eLearning model. Not only is web-based GHOLYHU\�PXFK�PRUH�FRQYHQLHQW�DQG�HƹFLHQW�WKDQ�WUDGLWLRQDO�LQ�SHUVRQ�training, but eLearning also provides a much more reliable way to document the training content and proof of employee training participation. Further, the eLearning delivery allows employees to participate and complete WUDLQLQJ�UHTXLUHPHQWV�ZKHUHYHU�DQG�ZKHQHYHU�LWšV�PRVW�FRQYHQLHQW�IRU�WKHP�Ş�IURP�WKHLU�KRPH��KRWHO�URRP�RU�RƹFH�


(ƸHFWLYH�7UDLQLQJ�7KDW�0LUURUV�(PSOR\HHVš�Web Experiences7UDLQLQJ�WHFKQLTXHV��DORQJ�ZLWK�WHFKQRORJ\��DUH�TXLFNO\�HYROYLQJ��:H�QRZ�KDYH�SHRSOH�LQ�RXU�ZRUNIRUFH�ZKR�EHJDQ�VXUǋQJ�WKH�ZHE�ZKLOH�LQ�grade school. This demographic is impatient and intolerant of traditional FODVVURRP�IRUPDWV��7KH\�H[SHFW�DQG�DUH�VWDUWLQJ�WR�GHPDQG�PRUH�ǌH[LEOH��on-demand delivery methods and content that is more entertaining DQG�YLVXDOO\�VWLPXODWLQJ�WKDQ�WKH�WUDGLWLRQDO�ţWDONLQJ�KHDGŤ�ODZ\HU�RU�+5�SURIHVVLRQDO��7KLV�\RXQJHU�GHPRJUDSKLF�LV�TXLFNO\�LQǌXHQFLQJ�WKHLU�ROGHU�FROOHDJXHV��3HRSOH�KDYH�EHFRPH�DFFXVWRPHG�WR�KDYLQJ��RQ�GHPDQG�LQIRUPDWLRQ�WKDW�LV�DYDLODEOH�ZKHQ�DQG�ZKHUH�WKH\�QHHG�LW�Ş�IURP�WKHLU�phone, laptop, iPad, etc. People have also become accustomed to being HQWHUWDLQHG�ZLWK�LQVWDQW�YLGHR�VXFK�DV�<RX7XEH�YLGHRV�DQG�YLVXDO�DQG�DXGLR�HƸHFWV�

6R��LQ�DGGLWLRQ�WR�EHLQJ�WKH�EHVW�ULVN�PDQDJHPHQW�PHWKRG�WR�GRFXPHQW�and prove your training program and employees’ training participation, eLearning is also the training method that most clearly mirrors employees’ ZHE�H[SHULHQFHV�DQG�H[SHFWDWLRQV�RI�KRZ�WKH\�ZRXOG�OLNH�WR�UHFHLYH�information - an on-demand, engaging format.

Conclusion,Q�OLJKW�RI��WKH�FDVH�WUHQG�UHJDUGLQJ�FRPSOLDQFH�WUDLQLQJ��PRUH�SURDFWLYH�VWDWH�DQG�IHGHUDO�DJHQFLHV�DQG��WKH�FRQWLQXLQJ�KLJK�XQHPSOR\PHQW�GDWD��HPSOR\HUV�DUH�H[SRVLQJ�WKHPVHOYHV�WR�ODUJH�ǋQHV��penalties, settlements, etc., by failing to budget for and invest in a FRQVLVWHQW�FRPSOLDQFH�WUDLQLQJ�SURJUDP�IRU�WKHLU�ZRUNIRUFH��-XVW�OLNH�+5�departments have an established on-boarding procedure of distributing an HPSOR\HH�KDQGERRN��RU�VRPHWKLQJ�FRPSDUDEOH��DQG�JHWWLQJ�WKH�HPSOR\HHšV�DFNQRZOHGJHPHQW�RI�VDPH��WKH�+5�GHSDUWPHQW�VKRXOG�DOVR�LGHQWLI\�ZKDW�types of compliance training is essential to their business and plan and EXGJHW�IRU�D�FRQVLVWHQW�FRPSOLDQFH�WUDLQLQJ�SURJUDP�WKDW�HƸHFWLYHO\�communicates many of the principles outlined in the employee handbook. ,Q�WKLV�PDQQHU��+5�GHSDUWPHQWV�FDQ�VDIHJXDUG�WKHLU�HPSOR\HUV�VR�WKDW�an audit, claim or litigation doesn’t open them up to unlimited monetary H[SRVXUH�

6R��ZKHQ�ZHLJKLQJ�WKH�ULVNV�DQG�UHZDUGV�RI�IDLOLQJ�WR�WUDLQ��WKH�ULVNV�FRXOG�EH�FDWDVWURSKLF�WR�WKH�RUJDQL]DWLRQ��H�J��FODVV�DFWLRQV�RU�ORVLQJ�D�IHGHUDO�FRQWUDFW��ZKLOH�WKH�UHZDUGV�RI�QRW�WUDLQLQJ�DUH�FRQǋQHG�WR�VDYLQJ�D�QRPLQDO�DPRXQW�RI�WKH�+5�EXGJHW�

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