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.
The 2018 SHRM Diversity & Inclusion Conference & Exposition addressed many of the hot workplace issues that have emerged since the #MeToo movement put preventing sexual harassment in the spotlight. Workplace culture, bystander intervention and unconscious bias were among the topics explored in 35 sessions at #SHRMDiv, a sold out event in Atlanta, which attracted more than 900 HR professionals and business leaders.
As the #MeToo movement continues to reverberate across industries, the message is clear that sexual harassment training should be priority for all employees, not just managers and supervisors. Recently, New York City and New York State strengthened their anti-harassment laws to mandate training for all employees, supervisors and managers. Other states and municipalities are expected to follow.
Training is one of the pillars of a holistic approach to preventing harassment and other inappropriate conduct. If everyone is responsible for contributing to a respectful, safe diverse workplace, then it follows that all employees should participate in training that provides the knowledge and skills they need to understand the interrelationship between preventing harassment, discrimination, retaliation, bias and other workplace conduct and creating a positive, inclusive work environment. Read On
As organizations realize the benefits of a diverse workforce, diversity and inclusion is becoming more of a business imperative. Organizations are creating diversity and inclusion programs, establishing diversity task forces, hiring diversity officers and conducting diversity training in the workplace.
As part of a holistic approach to building a diverse and inclusive culture, training is an effective tool to promote diversity, and educate employees on what diversity and inclusive thinking means in their day-to-day interactions with co-workers, customers, partners, vendors and others. Read On
Sexual harassment training has become a key component of anti-harassment laws, as legislators seek to strengthen sexual harassment prevention requirements for employers in the #MeToo era. A new law in California, Senate Bill 1343, will affect organizations of all sizes by requiring that employers with five or more employees provide sexual harassment training to all employees – including supervisors and nonsupervisory employees – by January 1, 2020. This represents a big change to the current law requiring California employers with 50 or more workers to provide comprehensive sexual harassment training and education. Read On
New York States’ sexual harassment prevention laws passed this spring are among the most comprehensive in the US. As a result, HR practitioners and their organizations should have plans well underway to meet the new requirements as deadlines are fast approaching.
Under the new laws, New York-based employers must conduct annual sexual harassment training for all employees starting October 9, 2018. All employees − including part-time and temporary workers − must complete the training before October 9, 2019. As employers may be liable for the actions of employees immediately upon hire, the State encourages training as soon as possible. Going forward, organizations must conduct sexual harassment prevention training annually.Read On
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