Compliance & Ethics

Compliance & Ethics

49.00

eAdvising clients on Ethics and Workplace Compliance

The business world, and life in general, are interwoven with ethical and cultural rules and federal, state, and local regulations that make up the field of Human Resources Compliance.  The following courses are available to help businesses and individuals navigate these regulations.

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1.  Introduction to Workplace Ethics

Ethics don't just apply to senior executives. While upper management does have a responsibility to set the ethical tone for an organization, employees at every level also have a responsibility to conduct themselves in an ethical manner. This course will prepare your clients and their employees to approach their job with an awareness of the importance of ethics in the work setting and an understanding of what constitutes ethical behavior. You will learn the thinking behind ethical behavior and be able to recognize some of the common myths about business ethics.

Objectives

  • recognize the factors that influence ethical dilemmas
  • define workplace ethics
  • identify personal benefits of acting ethically
  • recognize the importance of ethical conduct at the corporate level
  • recognize common myths about business ethics
  • recognize employee beliefs that foster ethical workplace behavior
  • match ethical approaches to their corresponding definitions

2.  Workplace Ethics

The recent economic downturn has heightened the public's scrutiny of corporations and contributed to the perception that some firms have lost their commitment to operating with integrity. This course considers the concept of ethics and its role in today's corporate culture. It looks at the impact of business ethics on both the individual employee and the organization as a whole, and explores how the use of an ethical framework can promote ethically-driven behavior. 

Objectives

The Importance of Ethics in Business Today

  • recognize the benefits a code of ethics brings to a business
  • identify examples of organizational factors that contribute to unethical behavior
  • identify situations that reflect the types of pressures individuals face related to ethical decision-making

3.  Developing Your Business Ethics

It's not always easy to decide between right and wrong at work. Understanding ethics can help you to discern the right thing to do in difficult situations. In this course, you'll learn some basic myths about business ethics, and consider some ethical approaches you could follow at work. You'll also learn about the ethical values that a code of ethical conduct is based on, and learn how to develop a personal code of conduct. You'll explore some obstacles of ethical conduct, and learn strategies for overcoming them. And finally, you'll learn how to make ethically defensible decisions.

Objectives

Understanding Business Ethics

  • recognize common myths about business ethics
  • define ethical approaches
  • recognize the values associated with the code of conduct standards of fairness and respect
  • recognize the values associated with the code of conduct standards of responsibility and honesty
  • recognize the steps for developing a personal code of conduct
  • identify appropriate strategies for removing obstacles to ethical behavior
  • sequence the steps for making an ethically defensible decision

4.  Workplace Harassment Prevention for Managers – Multi States

Harassment, discrimination, and retaliation can have a very negative impact on an organization's work environment. Managers and supervisors have a responsibility to both their employees and their company to know their role in preventing and responding to all forms of workplace discrimination and harassment, including sexual harassment and retaliation. This two-hour course is intended to help develop a set of values in managerial and supervisory employees that will assist them in preventing and effectively responding to incidents of workplace harassment. This course is designed specifically to address the sexual harassment training requirements under California, Connecticut, and Maine law, but is applicable for supervisor and manager training in all states.

Objectives

  • Unlawful Harassment
  • Preventing Harassment in the Workplace
  • Handling Harassment Complaints

5.  Workplace Harassment Prevention for Employees

Harassment at work can have a corrosive effect on an organization's culture and can lead to low employee morale, reduced productivity, and even criminal liability. Focusing on the forms of harassment prohibited by federal law, this course will provide an overview of the types of behaviors that can give rise to harassment claims, including those based on sex, race, color, national origin, religion, age, and disability. It will also discuss the benefits of and strategies for promoting a respectful work environment that is free of all forms of harassment, intimidation, and discrimination.

Objectives

Workplace Harassment for Employees

  • recognize examples of the classes that are protected from unlawful discriminatory harassment under various federal and state laws
  • match each federal law that forms the legal basis for preventing harassment in the workplace with the group or class it protects
  • identify examples of behaviors that may constitute harassment
  • identify appropriate actions to take if you are harassed at work

6.  I-9 Compliance: Verifying Employment Eligibility of US and Non-US Citizens

Many people come to the United States in search of employment opportunities. While many of these people enter the country legally and have authorization to work here, there are many others who reside in the US illegally. Section 274A of the Immigration and Nationality Act (INA) requires employers to hire only individuals who are legally eligible to work here. The I-9 form is the key to compliance with this requirement. It protects employers from knowingly hiring employees who are not authorized to work in this country. The law requires employers to verify the individual’s identity and eligibility for employment by requiring the employee to produce documentation that verifies who they are, and that they are authorized to work in the US. 

Objectives

Verifying Employment Eligibility

  • determine who must complete an I-9 form in a given scenario
  • review an I-9 form to make sure it has been completed correctly for a given employee

I-9 Compliance

  • identify situations that represent unlawful discriminatory practices related to I-9 compliance
  • identify employer requirements related to I-9 compliance
  • classify types of unlawful employment practices according to whether they would be considered civil or criminal violations

7.  Intellectual Property Overview

Employees are often confronted with the responsibility of protecting a company's intellectual property rights, while still communicating the company's identity or ideas to internal and external customers. How do employees perform this function effectively? This course explains the basic types of intellectual property, the legal protections in place, and the potential consequences of violating intellectual property laws.

Objectives

What is Intellectual Property?

  • identify examples of the different types of intellectual property
  • determine the appropriate intellectual property law that applies in a given scenario
  • recognize examples of creative works that qualify for copyright protection
  • determine how the criteria for receiving protection under copyright law apply in a given scenario
  • recognize the benefits of copyright registration
  • recognize examples of copyright infringement
  • recognize examples of online copyright infringement
  • recognize examples of fair use of copyrighted material

8.  Patents and Trademarks

  • recognize the types of patents inventors can apply for
  • distinguish between direct and indirect patent infringement
  • match the different types of trademarks with their descriptions
  • recognize how to establish trademark rights

9.  A Manager's Guide to Diversity, Inclusion, and Accommodation

Leading and managing employees in an increasingly diverse workplace can be both rewarding and challenging. What are the expectations of employees? What legislation applies to managing people and their requests? What are the consequences of failing to comply? Managers must operate with sensitivity in handling accommodations for disabilities, religious practices, and medical leave. This requires a basic understanding of anti-discrimination and disability legislation, as well as the employer's policies.

Objectives

Promoting Inclusive Workplace Practices

  • recognize the benefits of applying a nondiscriminatory process in accommodating employees
  • recognize considerations for assessing disability accommodation requests
  • recognize the considerations for responding to requests for religious accommodations
  • recognize situations that might trigger protected leave

10. A Manager's Guide to Discipline and Documentation

Leading and managing employees in an increasingly diverse workplace can be both rewarding and challenging. What are the expectations of employees? What legislation applies to managing people and their requests? What are the consequences of failing to comply? Managers must operate with sensitivity in handling accommodations for disabilities, religious practices, and medical leave. This requires a basic understanding of anti-discrimination and disability legislation, as well as the employer's policies. This course provides an overview of the Americans with Disabilities Act (as amended), the Family and Medical Leave Act, and other legislation that affects employers' responsibilities in these areas. 

Objectives

Promoting Inclusive Workplace Practices

  • recognize the benefits of applying a nondiscriminatory process in accommodating employees
  • recognize considerations for assessing disability accommodation requests
  • recognize the considerations for responding to requests for religious accommodations
  • recognize situations that might trigger protected leave

11. PCI Compliance Essentials

The payment card industry (PCI) is booming with people using credit and debit cards with increasing frequency for all sorts of transactions, every day. The prevalence of credit and debit card usage creates opportunities for fraud, theft, privacy violations, and counterfeiting.

To ensure the safety of cardholder information, the Payment Card Industry has adopted a set of global data security standards (PCI DSS version 3.1) that merchants must adhere to in order to accept payment cards from a payment brand (Visa, Discover, JCB International, MasterCard, American Express), as well as to be able to store, process, and/or transmit cardholder data. 

Objectives

PCI Compliance

  • identify the types of account data that must be protected under the PCI DSS
  • determine whether a credit card presented by a cardholder is legitimate based on its characteristics and what action to take based on your determination
  • protect account data during point of sale transactions when the card is present

12. Bullying and Violence in the Workplace

This course seeks to help employees understand the circumstances that can trigger violence in the workplace and to offer strategies for preventing the escalation of conflict. According to the Bureau of Labor Statistics, in the US, 17% of the 4,609 work-related deaths in 2011 were attributable to violence, of which 458 instances were homicides (US Department of Labor, 2011). Workplace violence includes a range of acts such as assault, stalking, bullying, robbery, and harassment. This course will help employees to recognize early warning signs of potential workplace conflict and the actions they can take to prevent situations that may lead to workplace violence.

Objectives

Anticipating and Responding to Workplace Violence

  • identify situations and behaviors that would be considered workplace violence
  • recognize early warning signs of the potential for violent behavior

Prevention of Workplace Violence

  • identify who to notify if you feel a person in a workplace situation has the potential to cause workplace violence

13. Independent Contractors and Temporary Employees

Many companies are hiring contract or temporary employees to meet their changing staffing needs. Before hiring an independent contractor or temporary employee – also referred to as a contingency worker – companies should be aware of the costs involved along with the relevant legal and taxation issues. It is important that both parties have a clear understanding of the terms of their agreement with the appropriate distribution of risks and responsibilities.

Objectives

The Changing Face of Employment

  • identify the reasons for using contingent workers
  • determine a worker's status using the IRS three-part analysis
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