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.

What Is FERPA and Why is FERPA Training Important?

Posted on

In an age of proliferating technology, where information is both easier to obtain and harder to safeguard, it’s important for individuals who work in education to understand the rights of students under the Family Education Rights and Privacy Act (FERPA) and the best practices to comply with its provisions. 

FERPA is a federal law that was enacted to protect the confidentiality of student educational records and applies to all educational institutions that receive funds from the US Department of Education.

Read On

5 Tips To Improve Title IX Compliance & Promote a Safe Campus

Posted on

The US Department of Health and Human Services, Office for Civil Rights (OCR), recently announced a voluntary resolution agreement with a state university and related entities in connection with the university’s mishandling of sexual abuse allegations against several former employees. The agreement contains multiple institutional reforms the university must undertake, particularly in how it handles Title IX cases in the future.

Read On

Time Is Up for Connecticut Employers to Address Workplace Harassment

Posted on

Connecticut Sexual Harassment Training Laws

As a reminder to Connecticut employers, starting on October 1, 2019, employers with three or more employees must provide two hours of sexual harassment training to all employees, not just supervisors, under the Time’s Up Act, the new state law. Furthermore, all employers — regardless of  the size of their workforce  — must provide two hours of sexual harassment prevention training to supervisors by October 1, 2020, or within six months of an employee taking on a supervisory role. Read On

October Deadline Approaches For NY’s Sexual Harassment Training

Posted on

New York Sexual Harassment Training Deadline

The deadline is around the corner for New York employers to comply with sexual harassment training rules and ensure all employees complete training by Oct. 9, 2019. Traliant’s Chief Learning Officer, Andrew Rawson, outlined the training requirements in a recent article in Law360. Here’s an excerpt:

Train Employees as Soon as Possible 

By Oct. 9, 2019, all New York employers must provide sexual harassment training to each employee. Once the initial training is completed, employers must conduct annual training for all employees, regardless of their immigration status. This includes part-time employees, temporary employees, seasonal workers, and exempt and nonexempt employees.  Read On

Restaurants Should Keep Sexual Harassment Prevention on the Front Burner

Posted on

sexual harassment training for restaurants

The number of EEOC settlements and lawsuits involving restaurants so far in fiscal year 2019 spotlights the importance of restaurant businesses taking proactive steps to prevent sexual harassment, discrimination and retaliation. 

The pervasive problem of workplace harassment affects all types of restaurants, from quick service to fine dining.  In a recent press release announcing a lawsuit alleging sexual harassment and retaliation against a restaurant employee who rejected the repeated sexual advances of the manager/owner, an EEOC district director said, “Sexual harassment and retaliation for opposing sexual harassment are still far too common. Research shows that the cost of harassment and retaliation is incredibly high, as businesses lose valuable employees and productive workplaces when they condone discrimination.”

Read On