Business Conduct
Compliance Training
Compliance Training Library
Compliance Training
Solutions has partnered with leading
national providers of online compliance
and regulatory-based training programs,
delivering best-in-class off-the-shelf
and customized web-based training
designed to assist with achieving
compliance, optimize operational
efficiencies and improve business
performance.
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Absences from the Workplace
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Requirement References:
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29 CFR 825.100:
Chapter V Wage and Hour Division,
Department of Labor |
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The Family and Medical
Leave Act of 1993 |
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Uniformed
Services Employment and Reemployment
Rights Act (USERRA) (USERRA replaces the
Veterans' Reemployment Rights (VRR)
statute (P.L. 103-353, 108 Stat. 3149;
38 USC §43) |
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Jury Systems
Improvement Act of 1978 |
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Objectives
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Identify federal employment laws that
cover employee absences from the
workplace. |
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Identify federal employment law
requirements for covered employers and
eligible employees. |
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Identify federal employment law
requirements for advance notice of
absence, medical certification, and
returning to work. |
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Identify federal employment law
provisions for job benefits and job
protection.
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AIDS in the Workplace
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Requirement References:
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American Red Cross: Workplace
HIV/AIDS Program; Course Number 3501
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Centers for Disease Control and
Prevention • National Leadership
Coalition on AIDS |
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Objectives
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Identify facts and myths about HIV |
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Identify ways to manage risk of
infection. |
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Identify fair employment
practices related to HIV infected
employees. |
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Identify elements of an HIV/AIDS
workplace policy. |
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Computer Security
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Requirement References:
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Section 1030 of Title 18 of the
United State Code (18 U.S.C. §1030) |
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Objectives
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Identify computer security measures
including use of passwords, data
backups, contingency planning, and virus
scanning. |
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Define sensitive data and identify
how to protect it. |
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Identify authorized computer uses. |
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Recognize additional user
responsibilities when transferring
computers and reporting security
violations. |
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Disability in the Workplace
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Requirement References:
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Americans with
Disabilities Act of 1990 |
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ADA Technical Assistance Manual, Title
II |
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Objectives
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Identify the purpose
and scope of Americans with Disabilities
Act (ADA), define disability, and
recognize examples of disabilities. |
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Identify the
requirements mandated in the Employment
(Title I) section by defining "qualified
with a disability," "reasonable
accommodations," "essential functions,"
and "undue hardship." |
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Determine whether
specific examples are in compliance with
or in violation of ADA. |
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Discrimination-Free Workplace
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Requirement References:
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Title VII of the Civil
Rights Act of 1964 prohibits employment
discrimination based on race, sex,
color, religion, and national origin.
Age Discrimination in Employment Act of
1967 (ADEA) prohibits discrimination
against employees and applicants who are
40 years of age or over. |
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Title I of the Americans with
Disabilities Act of 1990 (ADA) prohibits
employment discrimination against
qualified individuals with disabilities.
The Act requires employers to make
reasonable accommodation to facilitate
employment of disabled individuals
unless the employer can show the
accommodation would impose undue
hardship on the operation of business. |
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The Civil Rights Act of 1991 expands the
scope of relevant civil rights statutes
to provide adequate protection to
victims of discrimination, and provides
appropriate remedies for intentional
discrimination and unlawful harassment
in the workplace. |
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Equal Pay Act of 1963 (EPA) protects men
and women who perform substantially
equal work in the same establishment
from sex-based wage discrimination. |
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Objectives
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State what constitutes
employment discrimination. |
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Identify the federal
discrimination laws in place to protect
individual worker's rights. |
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State what constitutes
employment discrimination. • Identify
the federal discrimination laws in place
to protect individual worker's rights.
Recognize the importance of promoting a
discrimination free workplace.
Identify recommended guidelines for
employers and managers.
Recognize the actions taken if a
discrimination charge is made. |
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Drug-Free Workplace
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Requirement References:
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Drug-Free Workplace Act of 1988
(Public Law 100-690) |
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SUBPART 9.4--DEBARMENT, SUSPENSION,
AND INELIGIBILITY |
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The National Drug Control Strategy:
1996
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Objectives:
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Identify and state why they should be
concerned about substance abuse at work. |
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Identify and state how they can
identify substance abuse problems. |
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Identify and state how to report
their concerns and how to get help for
themselves if they have a substance
abuse problem. |
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Employee Concerns
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Requirement References:
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There are no
regulatory requirements for this lesson. |
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Objectives
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Identify the purpose,
scope, and elements of an Employee
Concerns "Program" or an employee
concerns reporting mechanism. |
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State the preferred
process for reporting and resolving
workplace problems or concerns. |
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Identify the rights and
responsibilities of employees and
management in resolving concerns. |
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State the key steps
that occur following an employee concern
being raised. |
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Ethics
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Requirement References:
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Anti-Trust Law -
Sherman Act (15 U.S.C. Chapter 1) |
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Copyright Law (17
U.S.C. Sections 101-810) |
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Intellectual property
laws (35 U.S.C. and Title 17 C.F.R.
Chapter 1) |
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Objectives
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State the purpose
of an ethics program, define ethics, and
list common characteristics of the
ethics program. |
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Identify ethical
standards for fairness and honesty,
accurate record keeping, and complying
with antitrust laws. |
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Identify ethical
standards for giving and receiving
gifts, gratuities, and entertainment
with customers and suppliers, government
and non-government personnel, and
foreign officials. |
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Identify standards for
handling conflicts of interest,
financial standards, including
preservation of assets, restrictive
trade practices, intellectual
properties, and employee relations. |
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Recognize the
responsibility to comply with and report
suspected ethical violations, what
disciplinary action could result from
failure to comply with or report
violations, and how to raise ethical
concerns and seek additional counsel. |
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Recognize the
application of ethics principles through
the use of case studies. |
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Hiring and Lawful Termination
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Requirement References:
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Civil Rights Act of 1964 |
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Americans with Disabilities Act of
1990 |
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Age Discrimination Employment Act of
1967 |
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Objectives
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Identify relevant laws and their
associated requirements to prevent
discrimination in the hiring process. |
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Recognize legal criteria for
application and interview questions and
good practices for interviews. |
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State legal requirements and
appropriate considerations prior to
termination. |
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State legal requirements and
appropriate actions for an employment
termination interview. |
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State legal requirements and
appropriate actions following the
termination of an employee.
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Sexual Harassment for Employees
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Requirement References:
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Title VII of the
Civil Rights Law 1964 |
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Equal Employment Opportunity Commission |
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Objectives
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Define Sexual
Harassment. |
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Identify behaviors that
might be considered sexual harassment. |
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Identify the proper
actions employees should take if they
experience or witness sexual harassment. |
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Understand personal
liability and the liability of others
when sexual harassment takes place. |
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Sexual Harassment for Managers
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Requirement References:
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Title VII of the Civil Rights Act of
1964 |
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Equal Employment Opportunity Commission |
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Objectives
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Know why understanding
sexual harassment in the workplace is
important. |
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Know the
responsibilities of the company and
managers. |
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Know how to prevent
sexual harassment. |
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Know how to respond to
complaints. |
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Know how to deal with
and prevent retaliation. |
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Sexual Harassment for
Supervisors (2 hr)
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Requirement References:
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Title VII of the Civil Rights Act of
1964 |
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Age Discrimination in Employment Act
of 1967 |
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Title I – Americans with Disabilities
Act of 1992 ( ADA) |
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Civil Rights Act of 1991 |
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Equal Pay Act of 1963 |
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EEOC Enforcement Guidance: Vicarious
Employer Liability for Unlawful
Harassment by Supervisors |
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Faragher v. City of Boca Raton , 118
S. Ct. 2275 (1998) |
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Burlington Industries, Inc. v.
Ellerth, 118 S. Ct. 2257 (1998)
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Objectives
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Recognize why
understanding sexual harassment in the
workplace is important for managers.
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Identify the
responsibilities of the company and
managers regarding discrimination and
sexual harassment in the workplace.
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Identify federal and
state laws regarding discrimination and
sexual harassment in the workplace. |
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Define sexual
harassment.
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Identify behaviors that
might be considered sexual harassment.
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Identify managerial
actions that can help prevent sexual
harassment in the workplace.
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Explain precautions
employers can take to exercise due care
to prevent and correct sexual
harassment. |
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Identify the steps
an employee should take if sexual
harassment occurs. |
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Identify the steps
a manager should take in response to a
sexual harassment complaint.
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Identify examples of
retaliation. |
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Identify steps a
manager can take to promote a
discrimination-free workplace.
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Violence in the Workplace
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Requirement References:
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National Institute for Occupational
Safety and Health (NIOSH) |
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OSHA
"Violence in the Workplace"; General
Duty Clause, Section 5(a)(1) of the
Occupational Safety and Health Act
(OSHA) of 1970 |
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Objectives
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Define workplace violence. |
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Recognize the factors that
increase the risk of workplace violence. |
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Identify the four categories of
workplace violence. |
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Identify how to prevent violent
events. |
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Identify action to take when involved
in a violent event. |
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Identify response and reporting
actions after a violent incident takes
place.
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