Compliance Blog

Super Bowl and the Workplace: Train Your Employees to Avoid Compliance Fouls and Penalties

February 3, 2022 | Carole Walters

Compliance Training

Whether employees and managers are going to the Super Bowl next Sunday in Los Angeles or watching it at a party or public place with customers, vendors and other business associates, ensuring they are up to date on workplace ethics and compliance training can help your organization stay out of foul trouble before, during and after the game.

These are some of the compliance training topics to include in your game plans:

Code of Conduct
Employees should be familiar with your code of conduct and how it applies to their interactions with colleagues, customers, partners, co-workers and others. Effective code of conduct training clearly communicates the organization’s standards of professional behavior and addresses employee questions about what activities may violate internal policies and laws. For example, receiving or giving tickets to sporting events right before contract-renewal time could be considered a bribe.

Business Gifts, Entertainment and Travel
Most organizations have policies that set guidelines for giving and receiving gifts, meals, travel and entertainment. Employees should be clear on what business courtesies are acceptable, how to raise questions about gray areas, and what approval-request forms need to be submitted. 

Preventing Sexual Harassment
One of the common questions about sexual harassment is, “If it occurs outside of the workplace, is it still considered unlawful harassment?” The short answer is “yes.” Especially at events and parties where alcohol is served, employees should be aware of the increased risk of harassing and other inappropriate behavior — and the consequences for engaging in it. Importantly, if employees experience or witness an incident, they should feel comfortable coming forward and reporting it without fear of retaliation. 

Bystander Intervention
Many bystanders who observe harassment or other misconduct stay on the sidelines because they are reluctant to get involved or don’t know what to do. Bystander intervention training teaches employees techniques to safely intervene, either directly or indirectly. Workplace experts, including the Equal Employment Opportunity Commission, champion bystander intervention training as one of the most effective ways to stop bad behavior before it rises to the level of unlawful harassment. 

Responsible Social Media Use
Sharing posts, videos and images on social media is part of the experience of going to events and gatherings. However, without a social media policy that sets guidelines for acceptable online activities, HR may find itself dealing with the fallout of employees sharing inappropriate texts, images and comments that damage the organization’s reputation or disclose confidential or personal information.

Recognizing and Preventing Human Trafficking
Travelers coming through the Los Angeles International Airport will see digital screens throughout the facility displaying information about human trafficking and the resources available to report suspicions and abuse during and after the game. While large sporting events increase the risk of human trafficking, it’s a global crime that occurs year-round. Providing ongoing human trafficking awareness training — especially for employees working in travel, transportation, hotels/hospitality, security and law enforcement — is an important step in raising awareness of red flags and ensuring they know how to report their suspicions of trafficking activity.

Traliant Insight

For organizations preparing to socialize with customers, colleagues and partners during the Super Bowl, part of the game plan should be to reinforce relevant policies, procedures and compliance training, including code of conduct, business gifts, travel and entertainment, preventing sexual harassment and human trafficking awareness. Taking these important steps can help safeguard organizations against costly mistakes and ensure that everyone can go home a winner.

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