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, 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 ondiversity and inclusion, unconscious bias, and other workplace conduct issues, as part of a holistic approach to preventingworkplace 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
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
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
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
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
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