December 28, 2018

top 10 compliance training posts of 2018

It’s no surprise that in the wake of #MeToo, the most viewed Traliant blog posts in 2018, with one exception, were those about preventing workplace sexual harassment. As we look to 2019, the national conversation on workplace harassment doesn’t show signs of stopping. Combating harassment is an enforcement priority of the EEOC, and on the state and local level, we can expect more states to follow California and New York’s lead in passing stronger anti-harassment laws that require employers to train all employees on sexual harassment prevention.

We hope you’ll find some valuable information and practical steps in our Top 10 blog posts of 2018:  

  1. Diversity Training in the Workplace: What it is and Why it’s ImportantSuccessful organizations understand the benefits of creating an inclusive culture and attracting and retaining a diverse workforce. This post discusses how diversity training can be an effective tool in promoting diversity and inclusive thinking in the workplace.
  2. Is It Sexual Harassment to Ask a Co-Worker Out On a Date?Although office romances are nothing new, the spotlight on sexual harassment is prompting many organizations to create a dating policy for the first time to help reduce the risk that consensual relationships at work can turn into sexual harassment claims.
  3. California Expands Sexual Harassment Training Requirements: What You Need To KnowThis post includes key takeaways to help California employers meet the new training requirements under Senate Bill 1343. By January 1, 2020, employers with five or more employees must provide two hours of sexual harassment prevention training to all supervisors, and at least one hour of training to all nonsupervisory employees, including temporary and seasonal employees.
  4. New York Sexual Harassment Training Requirements: Prepare Now To Train EmployeesThis post recaps the new sexual harassment training requirements for employers under New York State’s and New York City’s new anti-harassment laws. Mark your calendars: NYC employers with 15 or more employees have until April 1, 2019 to start training all employees. Under NY State guidelines (which apply to NYC employers), all employees – including part-time, temporary and seasonal workers – must complete sexual harassment training by October 9, 2019, and then annually.
  5. Ten Questions To Ask About Your Anti-Corruption TrainingWhether you do business internationally or domestically, an anti-corruption training program should ensure that employees, partners and third parties understand their responsibilities under the Foreign Corrupt Practices Act, a federal law that makes it a crime to pay a bribe to a foreign public official for the purpose of winning or retaining business.
  6. Sexual Harassment Training: 5 Benefits of Training All Employees, Not Just Managers
    One of the strongest messages to come out of #MeToo is that all employees, at every level, should participate in sexual harassment prevention training. Training all employees can strengthen workplace culture, empower bystanders to intervene and stop abusive conduct and encourage more individuals to report incidents of harassment.
  7. 5 Reasons Cultural Sensitivity Training Is Important
    Cultural competency − the ability to interact successfully with people of different backgrounds − is increasingly important in today’s diverse, multicultural workplace. This post discusses how diversity and sensitivity training can help employees develop cultural competency, improve teamwork and avoid the negative impact of unconscious bias and cliques.  
  8. Retaliation Case Settlements: What You Need To Know
    Retaliation claims remain the most common of all discrimination charges filed with the EEOC. In 2017, almost 49% of all EEOC filings involved workplace retaliation. This post includes some tips from the EEOC for reducing the risk of retaliation violations and costly settlements.
  9. Why Sexual Harassment Training Must Change
    This post highlights some of the comments and recommendations for improving anti-harassment training by the EEOC’s task force on workplace harassment. No. 1, sexual harassment training must evolve from focusing on “simply avoiding legal liability” to raising awareness and motivating positive behavior.
  10. How Can Sexual Harassment Training Be More Effective?
    While there are no quick fixes to the pervasive problem of workplace harassment, more organizations are making sexual harassment training a priority, and that’s a good sign. This post offers six ways to make sexual harassment training more effective and engaging for a modern workforce.

What compliance training topics and workplace culture issues will be a priority for your organization in 2019? Connect with us @Traliant or email us at We’re listening.

From all of us at Traliant, we wish you a happy, healthy and prosperous 2019!