Compliance Blog

Welcome to Traliant’s Compliance Blog.  We bring together compliance experts and eLearning veterans who have seen it all — the good, the bad and, especially, the ugly. From working with HR professionals across many industries, we understand that you all face similar challenges.

This blog features articles on the latest court rulings and laws as they relate to workplace ethics and compliance.  We also share our observations and learnings from the organizations and professionals with whom we are honored to work with.  We are confident you will find value in our topics and articles and encourage you to join the conversation.

June Is Pride Month: A reminder to include LGBTQ in Your Workplace Harassment Training

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LGBTQ Harassment Training for the Workplace

June is Pride Month, an annual event that commemorates the contributions of lesbian, gay, bisexual and transgender individuals. 2019 also marks the 50th anniversary of the 1969 uprising at the Stonewall Inn in New York City, which ushered in the LGBTQ movement for equality, according to the Library of Congress. For HR professionals, Pride Month is a great time to train employees on diversity and inclusion, unconscious bias, and other workplace conduct issues, as part of a holistic approach to preventing workplace discrimination and harassment.

Strategies and best practices for addressing LGBTQ+ workplace issues is one of the session topics at the 2019 SHRM Annual Conference, June 23-26, in Las Vegas. Traliant will be showcasing its Preventing Discrimination and Harassment Training Suite at the conference in Booth #824. Read On

5 Ways Title IX Training Can Strengthen Your Compliance Program

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In the wake of #MeToo, campus sexual-misconduct scandals, and students calling for changes in Title IX procedures, the role of Title IX training is taking on a new relevance in helping colleges and universities strengthen their sexual harassment prevention efforts. Title IX is a comprehensive federal civil rights law that prohibits sex discrimination in education programs and activities at public and private institutions that receive federal funding. Enacted in 1972, Title IX has since evolved to include protections against sexual misconduct and sexual harassment. Under Title IX, schools must implement policies and procedures to prevent sexual misconduct and to receive and process complaints of sexual misconduct. Title IX is one of the featured topics at the Society of Corporate Compliance and Ethics (SCCE) Higher Education Compliance Conference, June 9-12, in Orlando, FL. Traliant will be showcasing its online training course, Title IX – Preventing Sexual Misconduct, at the conference. Title IX training is evolving, too, from mainly focusing on the law to teaching behavior, awareness and actions that can help prevent sexual misconduct and promote a safe, respectful learning and working environment for students, faculty, staff and others. Effective Title IX training can enhance your Title IX initiatives by: 1. Clarifying Title IX protections, reporting procedures and the role of Title IX coordinators Training offers a convenient and flexible way to regularly inform students, faculty, staff and others about Title IX rights and responsibilities, the function of the Title IX office and the role of Title IX coordinators and responsible employees. In addition, training should clearly explain the school’s sexual misconduct policies, reporting and investigating procedures and available resources and support. 2. Raising awareness of behaviors that may constitute sexual misconduct Effective Title IX training uses realistic examples, relatable video scenarios and other elements to raise awareness of unlawful behaviors on campus. This includes sexual violence, sexual harassment, relationship or dating violence, sexual intimidation, sexual exploitation, stalking and other unwelcome behavior. Other forms of sexual misconduct include making sexist comments or treating someone unfairly on the job or in the classroom based on their sex, gender identity or sexual orientation. 3. Teaching bystander intervention techniques Training is also a tool for teaching individuals how to be active bystanders and demonstrating intervention techniques. Being able to recognize situations in which someone is being threatened or harassed, and then knowing how to intervene appropriately, either directly or indirectly, empowers individuals to stop sexual misconduct, prevent future incidents and show their support for targets of abuse. 4. Explaining the concept of consent and incapacitation The definitions of consent and incapacitation as they relate to sexual activity may vary from state to state. That said, Title IX training should clearly explain how the concepts of consent – the mutual agreement to engage in sexual activity – and incapacitation apply to sexual misconduct, and emphasize the role that alcohol and other drugs often play in sexual violence. Obtaining consent can be an important factor in determining whether sexual assault has occurred. Depending upon the laws of particular states, incapacitation – a condition where an individual is incapable of giving consent to sexual activity – can be caused by sleep or unconsciousness, alcohol or other drugs, or certain disabilities or injuries. 5. Reinforcing the consequences of failing to report If individuals aren’t aware of the consequences of not reporting or responding appropriately to sexual misconduct, they may be reluctant to take action, and as a result put themselves and their school at risk of Title IX violations. Further, when targets of sexual misconduct fail to report it, or if responsible employees mishandle sexual assault disclosures, individuals may not get the help they need to deal with emotional and physical health issues. Training offers opportunities to reinforce the specific obligations of responsible employees (such as faculty members or supervisory staff) to promptly report misconduct and ensure that individuals understand their rights and the resources that are available to them. Traliant Insight In preparing for the upcoming academic year, schools may want to consider new ways to enhance their Title IX training for students, faculty, staff and responsible employees. Training should be relevant and relatable to a diverse group, raising awareness of different types of sexual misconduct and how to respond to and report incidents when they occur. Further, training offers schools an efficient way to communicate their Title IX policies and procedures, inform students of available resources and services and teach bystander intervention techniques.

In the wake of #MeToo, campus sexual-misconduct scandals, and students calling for changes in Title IX procedures, the role of Title IX training is taking on a new relevance in helping colleges and universities strengthen their sexual harassment prevention efforts.

Title IX is a comprehensive federal civil rights law that prohibits sex discrimination in education programs and activities at public and private institutions that receive federal funding. Enacted in 1972, Title IX has since evolved to include protections against sexual misconduct and sexual harassment. Under Title IX, schools must implement policies and procedures to prevent sexual misconduct and to receive and process complaints of sexual misconduct. Read On

6 Things to Consider When Choosing Sexual Harassment Training

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In the wake of #MeToo and new state sexual harassment training requirements, there’s an urgency for organizations to update their harassment training programs and approach to preventing workplace harassment. Whether you’re training employees online, in a classroom setting or through a blended learning approach, here are six things to keep in mind when choosing a sexual harassment training program.
Read On

FAQs About California’s New Sexual Harassment Training Requirements

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California sexual harassment training FAQs

If you’re a California employer, you likely have questions about meeting the new sexual harassment training requirements under SB 1343. To help you keep track of what you need to do and when, we put together a list of Frequently Asked Questions.

Q1. What is SB 1343?
A. Enacted in 2018, California Senate Bill 1343 requires California employers with five or more employees to provide sexual harassment training and education to both supervisors and nonsupervisory staff by January 1, 2020. SB 1343 represents a big change in scope from AB 1825, which only applied to employers with 50 or more workers and required them to train only supervisors, not all employees. Read On

Knowing the Different Forms of Sexual Harassment is a Key Step in Prevention

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Sexual harassment prevention in the workplace

One of the essential components of a respectful, harassment-free workplace is the ability of employees to recognize appropriate and inappropriate behavior and know when conduct crosses the line into sexual harassment. Too often workplace harassment goes unreported, usually because the employees fear retaliation or they’re uncertain about what is and isn’t considered harassment. Sexual harassment training provides an opportunity to raise awareness of the different forms of sexual harassment and educate employees on the positive steps they can take to address and report harassment and prevent future incidents. Read On