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Ethics & Compliance

The WorkSafe series offer Ethics and Workplace Compliance video streaming courses that teach students to be compliant with federal standards through engaging videos.

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Course Title Hours Price

Business Ethics
In today’s hyper – competitive marketplace, the temptation to cut ethical corners is strong. But more and more U.S. companies are “getting religion” on business ethics enacting ethical guidelines and bolstering them with training and enforcement mechanisms. A potent business – ethics policy can enhance a company’s image in the eyes of the public, encourage employees to avoid and detect wrongdoing, and help shield corporate officers from legal liability. According to a recent study, companies that expressed a commitment to ethical principles did better financially than those that did not. In sum, it’s becoming increasingly clear that good ethics is good business.
Program Summary
The topics covered in the program include –

  • Our ethical standards
  • Commitments to those we serve
  • Ethical business conduct guidelines
  • Ethics inquiries
  • Reporting violations

  • 1 $35

    Basics of Antitrust Law.

    1 $35

    Investing in stocks has become an important factor in the financial lives of millions of people across many income levels. News reports of overnight billionaires in the stock market can tempt people to try to cash in on inside information they learn at work before the news is known to the general public. But buying or selling stock based on a simple “tip” can, under certain circumstances, violate federal law and lead to severe fines and even prison sentences.
    As a result, it is essential that businesses provide their employees with a basic understanding of insider – trading law and what employees can and can’t legally do.
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    Program Summary
    This program explains insider – trading law in simple, understandable terms and gives examples of scenarios that can easily at occur in a workplace and land the individuals involved, their supervisors, friends and family, and even the company itself in trouble.
    The topics covered in the program include-.

      • Summary of the laws prohibiting insider trading
      • Civil and criminal penalties for those who violate the law
      • What is material information?
      • What is non – public information?
      • Potential liability of employees, their families, friends and business associates
    1 $35

    Antitrust Law Training – Antitrust Basics
    As the complexities of the business world multiply, so do potential antitrust problems for a company up and down its organizational chain. An intricate web of federal, state and international statutes and regulations poses significant dangers for both intentional and inadvertent antitrust violations – companies are fined, mergers and acquisitions are thwarted, enormous litigation costs pile up, people go to jail. As importantly, businesses and their employees become afraid to be inventive, aggressive and competitive in completely legitimate ways.
    Accordingly, it is crucial that businesses train their employees on the what, why and how of antitrust enforcement: (1) what are the basic principles of antitrust law, what problems occur in the real world during formal and informal communication with colleagues, customers, competitors, suppliers and business partners, what special issues arise with e – mail, voice – mail, trade associations and websites, what rights of yours are being trampled on by your competitors; (2) why compliance with antitrust law is important to your business goals and the free – enterprise system in general, why avoiding violations and civil and criminal penalties is so important; and (3) how to recognize potential problems, how to deal with them, and how to compete creatively and legitimately.
    Program Summary
    This program briefly describes the main laws behind antitrust enforcement, the penalties for violating them, and the purpose behind the enforcement scheme. It then turns to the core principles and red flags that each employee should know so he or she can recognize trouble areas and know how to deal with them.
    The topics covered in the program include –

  • Relationships with competitors
  • Relationships with customers
  • Mergers and acquisitions
  • Monopolistic behavior
  • Price discrimination
  • Exemptions from the antitrust laws
  • Special industries
  • Antitrust in other contexts

  • 1 $35

    The Americans with Disabilities Act (ADA) was enacted in 1990 with the goal of ending discrimination against individuals with disabilities. Title I of the ADA prohibits employers from discriminating in all aspects of the employment relationship, including application, testing, medical examinations, hiring, training, assignments, evaluations, disciplinary actions, promotions, layoffs and terminations, as well as compensation, leave and other benefits. Since the law went into effect, its enforcement by the U.S. Equal Employment Opportunity Commission (EEOC) has resulted in payments of over $300 million by businesses to more than 20,000 individuals. Recent cases resulting in jury awards of up to $13 million in punitive damages make the importance of understanding and complying the ADA clear.
    Program Summary
    This program explains the ADA in simple, understandable terms. The topics covered in the program include -.

      • Understanding who is protected by the statute
      • The meaning of a reasonable accommodation
      • Use of qualification standards and selection criteria
      • Application of the ADA to the hiring process
      • Considerations in dealing with current employees
    1 $35

    The privacy and security of personal information is something everyone should be concerned about. This is especially true in the area of healthcare, where individuals share details of their health, personal lives and finances when they are at their most vulnerable. The Health Insurance Portability and Accountability Act (“HIPAA”) addresses these issues by imposing stringent record – keeping and security requirements on healthcare providers and related entities. The regulations require uniform coding for the electronic transmission of patient data.
    In addition, the regulations require “covered entities” – healthcare providers, health insurance plans, healthcare clearinghouses, and those who contract with these entities – to create and implement privacy and security policies covering all patient data that is electronically transmitted or maintained (along with all paper counterparts). The work needed to comply with these regulations presents a tremendous challenge for all organizations that handle healthcare information.
    Program Summary
    This program explains the HIPAA regulations pertaining to the privacy and security of healthcare information. The topics covered in the program include -.

  • Overview of HIPAA.

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    Notice of privacy practices.

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    Physical safeguards for security.

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    Covered entities.

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    Reasonable safeguards.

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    Technical safeguards for security.

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    Covered transactions.

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    Other uses of PHI.

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    E – mail, faxes and e – faxes.

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    Protected health information (PHI).

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    Administrative safeguards for privacy.

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    Compliance and enforcement.

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    The privacy and security rules.

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    Administrative safeguards for security.

  • 1 $35

    HIPAA Online Training

    The privacy and security of personal information is something everyone should be concerned about. This is especially true in the area of healthcare, where individuals share details of their health, personal lives and finances when they are at their most vulnerable. The Health Insurance Portability and Accountability Act (“HIPAA”) addresses these issues by imposing stringent record – keeping and security requirements on healthcare providers and related entities. The regulations require uniform coding for the electronic transmission of patient data.
    In addition, the regulations require “covered entities” – healthcare providers, health insurance plans, healthcare clearinghouses, and those who contract with these entities – to create and implement privacy and security policies covering all patient data that is electronically transmitted or maintained (along with all paper counterparts). The work needed to comply with these regulations presents a tremendous challenge for all organizations that handle healthcare information.
    Program Summary
    This program explains the HIPAA regulations pertaining to the privacy and security of healthcare information. The topics covered in the program include –

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  • Overview of HIPAA
  • Notice of privacy practices
  • Physical safeguards for security
  • Covered entities
  • Reasonable safeguards
  • Technical safeguards for security
  • Covered transactions
  • Other uses of PHI
  • E – mail, faxes and e – faxes
  • Protected health information (PHI)
  • Administrative safeguards for privacy
  • Compliance and enforcement
  • The privacy and security rules
  • Administrative safeguards for security.

  • 1 $35

    According to the Government Accounting Office, healthcare fraud and abuse account for three to ten percent of all healthcare costs – well over $100 billion annually. Whatever the cost, fraud and abuse waste badly needed resources and seriously undermine our healthcare system.
    The healthcare industry is subject to many different laws that concern fraud – including the False Claims Act, the Stark Law, the Anti – Kickback Statute, HIPAA and the Prescription Drug Marketing Act. On top of this legislative infrastructure, government agencies and trade organizations have created a patchwork of guidelines and codes. Together, these laws, guidelines and codes present a significant compliance challenge.
    Program Summary
    This program is intended to help healthcare professionals and employees navigate the regulatory maze and raise awareness about fraud and abuse so that misconduct can be detected and prevented. The topics covered include -.

      • Fraud and abuse overview
      • Possible penalties
      • Company policies
      • Gifts, business courtesies, meals and receptions
      • Free goods and services
      • Discounts and rebates
      • Price reporting
      • Administrative fees to group purchasing organizations (GPOs)
      • Purchasing Goods and Services
      • Preceptorships
      • Educational Grants
      • Support of Scientific Research
      • General Sponsorship and Charitable Contributions
      • Prescription Drug Marketing Act
      • Code of the Pharmaceutical Research and Manufacturers of America (PhRMA Code)
      • Guidelines of the Department of Health and Human Services, Office of Inspector General (OIG Guidelines)
      • Guidelines of Accreditation Council for Continuing Medical Education Standards (ACCME Guidelines)
    1 $35

    Gramm – Leach – Bliley Act (GLBA) Training

    Advances in “information technology” have enabled companies to collect, compile, analyze and deliver data around the world much more quickly and cheaply than ever before. These advances have given consumers better access to information, and they’ve given companies lower – cost and better – targeted opportunities to market and provide their goods and services.
    But these technological advances have also brought new challenges to protecting information privacy. In response, Congress recently passed the “Financial Services Modernization Act” (also known as the “Gramm – Leach – Bliley Act” or “GLBA” after its Senate sponsors), which imposes significant information – privacy requirements on a broad array of “financial institutions.” The Act applies not only to banks, securities firms and insurance companies, but also to other providers of financial products and services such as retailers issuing credit cards, money transmitters, check cashers, mortgage brokers, real – estate settlement services, appraisers, tax – preparation services, and even online companies that offer aggregation, funds – transfer or payment services.
    Numerous federal agencies have passed regulations implementing the GLBA in somewhat different ways in different industries. This training program focuses on the privacy and security regulations passed by the Office of Thrift Supervision, the Office of the Comptroller of the Currency, the Board of Governors of the Federal Reserve System, and the Federal Deposit Insurance Corporation. Because the program content is fully customizable, however, the program is readily adaptable to cover the similar regulations passed by the Securities and Exchange Commission, the Federal Trade Commission, the National Credit Union Administration, and the National Association of Insurance Commissioners, as well as individual states.
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    Program Summary
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    The topics covered in this program include:

  • Overview of the GLBA
  • What information is covered?
  • Notice requirements
  • Opt – out choice
  • Opt – out exceptions
  • Security requirements
  • Enforcement
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  • 1 $35

    Corporate fraud is on the rise. Losses attributable to corporate fraud were estimated at $600 billion in 2002, up from $400 billion in 1996. Employee theft alone costs American businesses between $60 and $120 billion a year. Aside from unscrupulous employees and third parties, a major contributing factor to corporate fraud is simply a lack of awareness of it.
    Dishonest employees prey on unsuspecting co – workers and supervisors, and clever third parties use so – called “social engineering” tactics to penetrate a company’s defenses. Because successful fraud schemes are hard to detect, everyone from rank – and – file employees to executives needs at least a basic knowledge of how these schemes work and what the warning signs are.
    Program Summary
    This program is intended not only to instill in employees a sense of responsibility to comply with the law and report misconduct, but also to make employees aware of fraud so that it can be detected and nipped in the bud. The program covers the most common types of fraud used to siphon of millions of dollars from corporations every day. The topics covered include.

    • Fraud overview
    • Billing schemes and their warning signs
    • Skimming
    • Check tampering and its warning signs
    • Red flags of bribery and kickbacks
    • Expense – reimbursement schemes
    • Payroll fraud
    • Non – cash misappropriations
    • Cash larceny
    • Social engineering

    Reporting fraudulent conduct.

    1 $35

    Foreign Corrupt Practices Act (FCPA)
    With the increasing globalization of our economy, companies are faced with new challenges as well as new opportunities. Part of this new environment is compliance with laws such as the Foreign Corrupt Practices Act, or FCPA, that regulate the way U.S. companies transact international business. Enacted in 1977, the FCPA was a response to government findings that hundreds of U.S. companies, including many of the Fortune 500, were using cash and “slush funds” to make questionable or illegal payments to foreign government officials, politicians and political parties. The purpose of the statute is to halt the bribery of foreign officials and restore public confidence in the integrity of the American business system.
    Recent international initiatives, including the Inter – American Convention Against Corruption and the OECD’s Convention on Combating Bribery of Foreign Public Officials in International Business Transactions, have refocused the world’s attention on anti – bribery issues. Major U.S. trading partners have now promised that they, too, will enact legislation similar to the FCPA. In fact, at least 21 signatories of the OECD convention have already done so. These international efforts to battle corruption mean that U.S. companies can compete on the merits with increasing certainty that they will not be undercut by a competitor’s illicit payment to a foreign – government purchaser. They also mean that there is an increased emphasis on enforcement of anti – corruption legislation worldwide, and particularly of the FCPA within the U.S., making company compliance more important than ever.
    Program Summary
    The topics covered in the program include –

  • Purpose, scope and coverage of the FCPA
  • Prohibited recipients and payments
  • Intent and “knowing” standard
  • Due diligence and recognizing red flags
  • Exceptions and affirmative defenses
  • The “books and records” provisions
  • Penalties and sanctions

  • 1 $35

    Foreign Corrupt Practices.

    1 $35

    Federal regulations require companies that contract with the federal government to take “affirmative action” to ensure that job applicants and employ­ees are treated without discrimination based on their race, color, religion, sex, national origin, disability or because they are a veteran. The Office of Federal Contract Compliance Programs (OFCCP) oversees the federal – contracting process, offering technical assistance, conducting compliance evaluations and investigating complaints regarding federal contracting or subcontracting.
    When an OFFCP compliance evaluation discloses material violations or results in discrimination findings, possible sanctions include -.

    • Withholding of progress payments due on any contract with the government;
    • Cancellation, suspension or termination of government contracts;
    • Debarment for an indefinite time; or
    • Debarment for a fixed term of six months to three years

    Program Summary
    This program explains the basic requirements that a company must follow when carrying out government contracts. A basic understanding of the law is essential to (1) ensuring that the company meets its contractual obligations; (2) protecting the company’s reputation; and (3) reducing the company’s exposure to negative publicity and costly liability for violations of the law. The topics covered in the program include -.

      • Overview of the OFCCP
      • EEO requirements
      • Statistical analysis of nondiscrimination
      • Affirmative action programs
      • Record retention requirements
      • Enforcement
    1 $35

    Federal regulations require companies that contract with the federal government to take “affirmative action” to ensure that job applicants and employ­ees are treated without discrimination based on their race, color, religion, sex, national origin, disability or because they are a veteran. The Office of Federal Contract Compliance Programs (OFCCP) oversees the federal – contracting process, offering technical assistance, conducting compliance evaluations and investigating complaints regarding federal contracting or subcontracting.
    When an OFFCP compliance evaluation discloses material violations or results in discrimination findings, possible sanctions include -.

    • Withholding of progress payments due on any contract with the government;
    • Cancellation, suspension or termination of government contracts;
    • Debarment for an indefinite time; or
    • Debarment for a fixed term of six months to three years

    Program Summary
    This program explains the basic requirements that a company must follow when carrying out government contracts. A basic understanding of the law is essential to (1) ensuring that the company meets its contractual obligations; (2) protecting the company’s reputation; and (3) reducing the company’s exposure to negative publicity and costly liability for violations of the law. The topics covered in the program include -.

      • Overview of the OFCCP
      • EEO requirements
      • Statistical analysis of nondiscrimination
      • Affirmative action programs
      • Record retention requirements
      • Enforcement
    1 $35

    FAR Subpart 9.5 Conflicts of Interest.

    1 $35

    The Family and Medical Leave Act (FMLA) was passed in 1993 to address what workers perceived as the untenable choice between caring for their families or keeping their jobs. The FMLA guarantees employees of companies with more than 50 employees up to 12 weeks of unpaid leave annually for certain medical reasons or for the birth or adoption of a child. Generally, employers must maintain insurance coverage for employees who are on FMLA leave and must reinstate them to the same or equivalent job positions when their leave concludes.
    Familiarity with the FMLA is important for two reasons. First, knowing the eligibility requirements and reinstatement policies will help your company minimize the disruption caused by employees who must be absent from work for family or medical reasons. Second, failing to abide by the provisions of the FMLA can expose a company to significant legal liability. For example, in 1998 a gas – station owner had to pay $43,000 for failing to reinstate a manager when he returned from leave for heart surgery. That same year, Wal – Mart had to pay an employee more than $19,000 because it violated the FM LA.
    Program Summary
    The purpose of this program is to provide an overview of the most important provisions of the FMLA and its regulations. The topics covered in the program include -.

      • An overview of the FMLA
      • Which employers and employees are coveredby the provisions of the FMLA
      • Leave entitlement
      • Defining a “serious health condition”
      • Certification of a serious health condition
      • Notice requirements
      • Continuation of benefits
      • Job restoration
    1 $35

    Consider this: In a recent decision, a federal appellate court upheld a $24,000 judgment against a property – management company for failing to pay an employee overtime under the Fair Labor Standards Act (FLSA). Imagine a company that fails to pay more than one employee overtime as required by law. A major bank recently agreed to pay employees $3.8 million that it owed in unpaid overtime in a settlement with the Department of Labor. The FLSA is arguably the labor law most often violated by employers.
    Violations of the FLSA are likely to become even more prevalent as Congress and the courts broaden the scope of the law to apply to more types of workers. As the make – up of a company’s workforce becomes more varied, it is more crucial than ever to be aware of the provisions of the FLSA.
    Program Summary
    This program provides a brief tutorial on the major provisions of the FLSA. The topics covered in the program include -.

      • An overview of the FLSA
      • Minimum – wage requirements
      • Overtime rules and how overtime pay is calculated
      • Employees who are exempt from the requirements of the FLSA
      • What workers are considered independent contractors under the FLSA
      • Restrictions on the use of child labor
      • Recordkeeping requirements
      • Penalties for violations of the FLSA
    1 $35

    Exporting – that is, the shipment or transmission of items or material outside of the U.S. – is heavily regulated by federal laws and regulations referred to collectively as “export controls.” These controls affect the export of commodities (goods and materials), technology (technical data and know – how) and software from the U.S. to a foreign country. They also affect the re – export of any such U.S. items from one foreign country to another, as well as products made outside the U.S. by or for a U.S. company.
    Program Summary
    This program is designed to provide an overview of U.S. export controls. It will not make an employee an “export expert,” but it will help him or her recognize “red flags” – situations presenting a risk of legal violations – and deal with them properly.
    The topics covered in the program include -.

      • Overview of export controls
      • Export control agencies
      • What is an “export”?
      • Defense exports under the ITAR
      • Commercial exports under the EAR
      • Anti – boycott and embargo rules
      • Red – flag issues
      • Penalties
    1 $35

    Every seemingly normal firm hides a potential ethics clash – an event that changes it forever. And what is that event? A story of ignored rules, uneducated staff, inadvertent disclosures, or just plain mistakes that gives us a profile of what we need to learn from every breach of ethics.

    Based on Texas Disciplinary Rules of Professional Conduct, Section 5.03, “Responsibilities Regarding Nonlawyer Assistants”.

    Topics Include:

    • Unauthorized Practice of Law
    • Insider Information
    • Understanding & Maintaining Confidentiality for Clients and Information
    • Conflicts of Interest
    • Lessons from Real – Life Scenarios
    • The Staff’s Role in the Ethics Triangle
    • Cause and Effect of Violations
    1 $39

    Ethics and Compliance Basics
    Reinforcing ethical principles and educating company members about compliance with the law is an ongoing and important responsibility. A company is only as ethical and compliant as its directors, managers and employees. Training is necessary to encourage good behavior, set expectations, demon¬strate the company’s commitment and inform members of laws that are not common knowledge.
    Integrity and scruples not only keep us out of court and out of prison, but they are good for business. One study found that companies making “an explicit commitment to doing business ethically” have produced profit/turnover ratios at 18% higher than those without a similar commitment. Conversely, a bad reputation can ruin a business.
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    Program Summary
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    This program is intended to demonstrate a company’s commitment to ethics and set expectations high for its employees, officers and directors. It’s also designed to inform company members of basic legal compliance in areas of law that apply to the corporate world.
    The topics covered in the program include –

  • Ethical and lawful conduct
  • Working with integrity
  • Honest accounting and sales
  • Conflicts of interest
  • Fair competition
  • Diversity and respect
  • Preventing harassment
  • Health, safety and the environment
  • Electronic communications
  • Data security and privacy
  • Trade secrets
  • Trademarks and copyrights
  • Record retention
  • Reporting and retaliation.

  • 1 $35

    E – Mail and Internet Use
    Without a doubt, electronic mail and the Internet have changed the way that companies in the U.S. – and the world – do business. An estimated 72 million employees are now using e – mail and will generate some four trillion messages this year. The World Wide Web is now an integral part of many companies’ marketing, sales and customer – service strategies and an essential tool in many employees’ day – to – day job tasks.
    But with all of the potentially positive uses of e – mail and the Internet come potential abuses as well. Of 1,200 companies surveyed recently about Internet usage, 54% reported that they had caught employees browsing Web sites that were unrelated to their work – some up to eight hours per day! Not only can unauthorized Internet usage take a huge toll on employee productivity, but it can divert network resources from “mission critical” company functions. Improper or indiscriminate use of e – mail can also lead to employee and company liability for workplace discrimination (including sexual harassment), copyright infringement, securities – law violations, antitrust violations, the loss of company trade secrets, and other legal and practical problems.
    Program Summary
    The topics covered in the program include -.

      • Overview of e – mail and Internet usage by employees
      • Purpose, scope and coverage of the policy
      • Monitoring and access by the company
      • Personal use
      • E – mail usage
      • Internet usage
      • Other computer usage
      • Violations
    1 $35

    It is certainly no secret that drug and alcohol abuse is one of our nation’s most serious problems. This holds true in the workplace, as well. Almost 40% of industrial fatalities and 50% of work – related injuries are linked to drug and alcohol impairment. According to the U.S. Department of Labor, more than 70% of illegal drug – users are employed. That means an estimated 8.3 million workers are illegal drug users.
    Without a doubt, drug and alcohol abuse in the workplace has significant negative effects. It is the main cause of increased accident and illness rates. It has also brought about an increase in medical and hospitalization costs, employee turnover, and workers’ compensation claims. On top of these facts, drug and alcohol abuse reduces productivity and is detrimental to the workplace environment.
    Program Summary
    This program sets forth and explains a model drug – free workplace policy that is a synthesis of policies in use by major companies today. A company that already has a policy in place can use this program to communicate that policy to its employees and ensure their familiarity with its policy quickly and cost – effectively. Likewise, for a company that has not yet assembled or implemented a drug – free workplace policy, the program provides a turn – key solution that can be put in place instantly.
    The topics covered in the program include -.

      • Purpose and scope of policy
      • Substance – abuse testing
      • Substance – abuse awareness
      • What employees can do to help
      • Employee assistance program
      • Policy violations
    1 $35

    Deficit Reduction Act Compliance = 100713.

    1 $35

    Conflicts of Interest
    Almost every week there’s a front – page story about a corporate employee or public official who engaged in an activity tainted by a conflict of interest. Without a doubt, the surge in private – sector conglomerates and joint ventures has increased the potential for conflicts of interest to arise. Conflicts of interest can create bad publicity, damage a company’s reputation and goodwill, and interfere with the company’s performance. More and more companies are addressing with this issue by establishing a conflicts – of – interest policy and communicating it to all those who perform any work for the company.
    Program Summary
    The topics covered in the program include –

  • Overview of conflicts of interest
  • Relationships with customers and suppliers
  • Duty of loyalty
  • Outside activities
  • Financial interests
  • Family and personal relationships
  • Doing business with government employees
  • Violations of policy.

  • 1 $35

    It’s widely agreed that every company needs to have a policy statement on legal and ethical conduct. The Organizational Sentencing Guidelines require that a company “must have taken steps to communicate effectively its standards and procedures to all employees and other agents, e.g., by requiring participation in training programs or by disseminating publications that explain in a practical manner what is required.” Thus, if a company hopes to qualify for more lenient treatment under the Guidelines in the event of employee or corporate misconduct, having, disseminating and enforcing a Code of Conduct are essential.
    Think about it – in most companies, a new employee is given a copy of the Code on his or her first day of work, signs the acknowledgment page, and puts the Code in a bottom desk drawer, never to be opened again. But if legal or ethical issues arise down the road, what standard of conduct will the company be held to? The Code of Conduct. Code of Conduct training lifts your company’s Code out of employees’ bottom drawers and makes it a resource for dealing with important issues that arise in the workplace.
    Program Summary
    This program provides basic training on more than 20 of the most important topics found in almost every company’s Code of Conduct. Because the content is fully customizable, it’s readily adaptable to your company’s Code – add, remove, reorder or edit content as desired to mesh with your Code. The topics covered in the program include:
    The Workplace.

    • Equal employment opportunity
    • Discrimination and harassment
    • Employee privacy
    • Workplace safety
    • Political activities
    • Workplace violence
    • Alcohol or drug abuse
    • Crisis management

    How We do Business.

    • Honesty and fairness
    • Anti – competitive conduct
    • Bribery and kickbacks
    • Sanctions and trade
    • Embargoes
    • Environmental safety

    Information Security.

    • Customer data privacy
    • Trade secrets
    • Record retention
    • E – Mail and Internet use
    • Computer and network security

    Other Issues.

      • Insider trading
      • Conflicts of interest
      • Quality communication
      • Violations
      • Acknowledgment
    1 $35

    Workplace Diversity Training
    Dramatic cultural and social changes in the mid – twentieth century altered Western society in a way that affected the workforce and the customer base that companies serve. The emergence of a global economy and revolutionary advances in telecommunications later in the century made the world a much “smaller” place.
    In the new millennium, the corporate world finds itself in an environment in which people of a wide variety of races, cultures, religions, ages and lifestyles interact regularly on the same level both within and outside the workplace. The norms that dictated behavior between men and women a half – century ago are transforming, as well.
    Diversity is evermore apparent in everything from our names to the types of food we eat, and long – taboo subjects are now discussed freely. People in wheelchairs work alongside openly gay co – workers, and a variety of languages is spoken by employees and customers alike. Human conditions from obesity and dwarfism to mental illness and alcoholism are treated with increasing sensitivity and openness.
    Our laws on the federal, state and local level have added a level of legal protection in the workplace that all employees need to be aware of. Diversity – awareness training covers these protections, and it goes on to (1) emphasize the importance of treating everyone with respect and dignity and (2) demonstrate how embracing diversity can be a sound business strategy.
    Program Summary
    The program covers the following topics:

  • Overview
  • Consequences of discrimination and harassment
  • Historical background
  • Conduct to be avoided
  • Diversity is good For business
  • Conflict resolution
  • Illegal discrimination and harassment
  • Company responsibilities

  • 1 $35

    Every year in the U.S., communication gaps between nurses and doctors cause medical errors that lead to needless deaths of thousands of patients. Although healthcare professionals are routinely trained on how to communicate with patients, training on how to communicate with each other had remained rare until the introduction of the SBAR Technique.
    The SBAR Technique provides a framework for healthcare professionals to communicate with one another in emergency situations. Developed by the U.S. Navy for use on nuclear submarines, the SBAR Technique is fast becoming part of hospital protocol in emergency rooms across the nation. This program examines how communication breaks down between healthcare professionals, especially doctors and nurses. It contains checklists and hypothetical scenarios that demonstrate how SBAR is done and addresses other ways in which communication in an emergency healthcare environment can be mastered.
    Program Summary
    This program illustrates the SBAR Technique in detail. The topics covered in the program include -.

      • Overview of the SBAR Technique
      • Communication
      • Gaps in Communication
      • SBAR Basics
      • Handoffs
      • Situation
      • Background
      • Assessment
      • Recommendation
      • Assertiveness
      • Wrap – up
    1 $35

    Developed specifically for the hospitality industry, this course speaks to the culture of the hospitality industry and is supported with scenarios and precedent – setting case law. This interactive online course is ideal for small business owners, individual supervisors and corporate enterprise – wide implementation.

    Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person’s work performance. This type of behavior can create an intimidating or hostile work environment.

    The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, our online Sexual Harassment Prevention training will:

    • increase your awareness, and
    • provide you with the skills and motivation needed to address issues of sexual harassment

    This training will provide both workers and supervisors with the following concepts:

    • To understand the concept and definitions associated with sexual harassment.
    • To identify situations and behaviors that could be perceived as sexual harassment.
    • To understand a supervisor’s obligations and responsibilities to create and maintain a harassment – free work environment.
    • To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
    • To appropriately respond to allegations of sexual harassment.
    • To apply specific strategies to promote healing after allegations of sexual harassment .

    SPECIFIC LEARNING OBJECTIVES

    Course participants will:

    • Know the laws regulating sexual harassment and workplace discrimination
    • Define the different types of sexual harassment
    • Understand what constitutes sexual harassment behavior
    • Understand the cost of sexual harassment to individuals, teams and organizations
    • Have tools to decrease the risk of sexual harassment
    • Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
    • Increase their knowledge of how to stop sexual harassment at many points
    • Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
    • Gain skills and tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
    • Understand the process of sexual harassment investigation and know their professional role in the investigation
    • Increase their understanding of why people don’t report sexual harassment
    • Take action to know their company’s sexual harassment policy and procedures
    2 $40

    Developed specifically for the hospitality industry, this course satisfies the California AB 1825 2 – hour mandatory training requirement for all employers with 50 or more employees to provide at last two hours of “classroom or other effective interactive training” to all supervisory employees on the prevention of sexual harassment, discrimination and retaliation. This interactive online course is ideal for small business owners, individual supervisors and corporate enterprise – wide implementation.

    Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person’s work performance. This type of behavior can create an intimidating or hostile work environment.

    The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, our online Sexual Harassment Prevention training will:

    • increase your awareness, and
    • provide you with the skills and motivation needed to address issues of sexual harassment

    This training will provide both workers and supervisors with the following concepts:

    • To understand the concept and definitions associated with sexual harassment.
    • To identify situations and behaviors that could be perceived as sexual harassment.
    • To understand a supervisor’s obligations and responsibilities to create and maintain a harassment – free work environment.
    • To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
    • To appropriately respond to allegations of sexual harassment.
    • To apply specific strategies to promote healing after allegations of sexual harassment .

    SPECIFIC LEARNING OBJECTIVES

    Course participants will:

    • Know the laws regulating sexual harassment and workplace discrimination
    • Define the different types of sexual harassment
    • Understand what constitutes sexual harassment behavior
    • Understand the cost of sexual harassment to individuals, teams and organizations
    • Have tools to decrease the risk of sexual harassment
    • Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
    • Increase their knowledge of how to stop sexual harassment at many points
    • Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
    • Gain skills and tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
    • Understand the process of sexual harassment investigation and know their professional role in the investigation
    • Increase their understanding of why people don’t report sexual harassment
    • Take action to know their company’s sexual harassment policy and procedures
    2 $40

    Developed specifically for the hospitality industry, this course satisfies the California AB 1825 2 – hour mandatory training requirement for all employers with 50 or more employees to provide at last two hours of “classroom or other effective interactive training” to all supervisory employees on the prevention of sexual harassment, discrimination and retaliation. This interactive online course is ideal for small business owners, individual supervisors and corporate enterprise – wide implementation.

    Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person’s work performance. This type of behavior can create an intimidating or hostile work environment.

    The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, our online Sexual Harassment Prevention training will:

    • increase your awareness, and
    • provide you with the skills and motivation needed to address issues of sexual harassment

    This training will provide both workers and supervisors with the following concepts:

    • To understand the concept and definitions associated with sexual harassment.
    • To identify situations and behaviors that could be perceived as sexual harassment.
    • To understand a supervisor’s obligations and responsibilities to create and maintain a harassment – free work environment.
    • To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
    • To appropriately respond to allegations of sexual harassment.
    • To apply specific strategies to promote healing after allegations of sexual harassment .

    SPECIFIC LEARNING OBJECTIVES

    Course participants will:

    • Know the laws regulating sexual harassment and workplace discrimination
    • Define the different types of sexual harassment
    • Understand what constitutes sexual harassment behavior
    • Understand the cost of sexual harassment to individuals, teams and organizations
    • Have tools to decrease the risk of sexual harassment
    • Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
    • Increase their knowledge of how to stop sexual harassment at many points
    • Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
    • Gain skills and tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
    • Understand the process of sexual harassment investigation and know their professional role in the investigation
    • Increase their understanding of why people don’t report sexual harassment
    • Take action to know their company’s sexual harassment policy and procedures
    2 $40

    This course is ideal for small business owners, individual supervisors and corporate enterprise – wide implementation.

    Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person’s work performance. This type of behavior can create an intimidating or hostile work environ­ ment.

    The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, our online Sexual Harassment Preven­ tion training will:

    • increase your awareness, and
    • provide you with the skills and motivation needed to address issues of sexual harassment

    This training will provide both workers and supervisors with the following concepts:

    • To understand the concept and definitions associated with sexual harassment.
    • To identify situations and behaviors that could be perceived as sexual harassment.
    • To understand a supervisor’s obligations and responsibilities to create and maintain a harassment – free work environment.
    • To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
    • To appropriately respond to allegations of sexual harassment.
    • To apply specific strategies to promote healing after allegations of sexual harassment .

    SPECIFIC LEARNING OBJECTIVES

    Course participants will:

    • Know the laws regulating sexual harassment and workplace discrimination
    • Define the different types of sexual harassment
    • Understand what constitutes sexual harassment behavior
    • Understand the cost of sexual harassment to individuals, teams and organizations
    • Have tools to decrease the risk of sexual harassment
    • Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
    • Increase their knowledge of how to stop sexual harassment at many points
    • Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
    • Gain skills and tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
    • Understand the process of sexual harassment investigation and know their professional role in the investigation
    • Increase their understanding of why people don’t report sexual harassment
    • Take action to know their company’s sexual harassment policy and procedures
    2 $50

    Sexual Harassment and Discrmimation for Employees.

    1 $35

    Reliable Communication
    With the arrival of the Information Age and the explosion of high technology, communication is getting faster but not necessarily better. Many employees believe that if they act with integrity and simply follow their bosses’ or customers’ instructions, their good intentions will keep their communications from becoming a legal “smoking gun.”
    In reality, however, nothing could be further from the truth. Almost everything an employee says or does on behalf of his or her company can be used as evidence against the company at a later date. Documents, both paper and electronic, create a paper trail that lawyers can use to “connect the dots” to paint a picture that may not be very pretty. But by following a few simple guidelines, such as those outlined in this program, these dangers can often be reduced or eliminated.
    Program Summary
    This program explains these seven tips for avoiding – or at least minimizing – the many lurking “smoking guns” of corporate communications:
    Recognizing that you can’t always know your audience;
    Understanding the law that applies to your company’s business;
    Recognizing the limits of your own knowledge;
    Meaning what you say and saying what you mean;
    Managing the closure process;
    Being consistent with record retention; and
    Understanding the attorney – client privilege.

    1 $35

    Many aspects of employment are heavily regulated in the U.S., but none more than the interviewing and hiring process. State and federal statutes and court decisions prohibit employers from discriminating against certain groups of people and from taking actions that impact those groups adversely and unfairly.
    Employees involved in the recruiting, interviewing and hiring process need to be aware of the laws that govern the questions they ask applicants. This program will help those employees (1) avoid the questions that could get them or your organization into legal trouble, and (2) phrase their questions within legal limits to elicit the information the organization needs.
    Program Summary
    This program provides a brief tutorial on the key issues of employment – discrimination law and offers a quiz/game that tests the user’s understanding of these issues with respect to specific interview questions in the following subject areas.

      • Name
      • Age
      • Race
      • Nationality
      • Religion
      • Education
      • Work experience
      • Arrest/conviction record
      • Family life
      • Disabilities
      • Drug and alcohol abuse
    1 $35

    Protecting trade secrets is more important than ever today, as companies look for ways to get ahead and stay ahead of the competition. Prudent companies are recognizing the need not only to protect their own confidential business information as trade secrets, but also to guard against the misappropriation of others’ trade secrets.
    In most cases, it is an act or omission of a company’s employees that leads to a loss, theft or misappropriation of trade secrets. More and more companies are taking steps to prevent the loss or misappropriation of their confidential business information.
    Program Summary
    The topics covered in the program include -.

      • Overview of trade – secret law
      • Company policies and procedures
      • New hires
      • Departing employees
      • Joint ventures and sale/merger activities
      • Customer/supplier relationships
      • Outside consultants and temporary workers
      • Unsolicited ideas
    1 $35

    Introduction to the Professional Staff: Enhancing the Firm’s Professional Image
    Sometimes we get so comfortable in our jobs and with our co – workers that we overlook simple common courtesies or blend social and business interactions much too freely. Whether your office culture is conservative or casual, your firm’s professional image should never be in question. Clients are impressed by a staff that knows how to treat them professionally and exceptionally. And they expect that a professional law firm will employ a professional staff. Does your staff pass the test?

    • Rules & Subtleties of Professional Behavior
    • Business Manners: Making the Best Impression
    • The Firm’s Expectations
    • What To Wear
    • And Most importantly, What Not to Wear
    1 $39

    This course highlights the problems of violence in the workplace. It identifies the various kinds and what constitutes workplace violence. The course then goes on to explain the potential costs of ignoring workplace violence and the methods
    that can be utilized to minimize and/or eliminate it from the workplace.

      • Be able to differentiate between the different types of workplace violence
      • Observe the different manifestations of violence
      • Understand the effects of workplace violence on the victim, co – workers and organization
      • Know the various methods that can be used to minimize and prevent workplace violence
      • Understand what a Workplace Violence Prevention Program is, and how it can be developed and implemented
    1 $35

    Dating back to the late 1800s, common law in the United States defined the employment relationship as “at will,” meaning that employers were free to hire and fire at will. Employers could, for example, refuse to hire minorities, segregate the work force, assign unpleasant work to women, and deny such groups opportunities for advancement. That’s all changed. Federal and state laws now prohibit discrimination and harassment in the workplace on the basis of age, sex, race, religion, national origin, disability or pregnancy.

    Training employees to prevent workplace discrimination and harassment is nothing less than essential. Not only can workplace discrimination and harassment affect employee productivity, it can divert resources from the company’s real business. Improper conduct can also lead to company liability for workplace discrimination and harassment. The U.S. Supreme Court has recently established legal standards that employers must meet to avoid – or at least minimize – incidents of discrimination and harassment and avoid liability for punitive damages.

    The first steps in meeting these standards are (1) to create an anti – discrimination and anti – harassment policy, and (2) to communicate it to all employees and independent contractors, both full – time and part – time, permanent and temporary. This training program includes a generic policy, which you can use or readily substitute with your company’s policy.

    Program Summar.

    There are four versions of the program – two for managers and two for nonmanagerial employees. Some versions include video vignettes, and others are text – only. The manager’s version covers the following topics.

    • Reasons for concern
    • Key federal laws
    • Sexual harassment
    • Types of sexual harassment
    • Conduct to be avoided
    • Other prohibited harassment
    • Conduct to be avoided
    • Employer liability for harassment by employees
    • Retaliation
    • Responding to Complaints
    • Maintaining a respectful work environment

    The non – managerial employee’s version covers the following topics.

    • Key federal laws
    • Sexual harassment
    • Types of sexual harassment
    • Conduct to be avoided
    • Other prohibited harassment
    • Conduct to be avoided
    • Retaliation
    • Maintaining a respectful work environment
    1 $35

    Course Introduction

    Preventing Discrimination provides employers and managers with relevant and useful information on employee rights in the workplace. A manager is directly responsible for maintaining a respectful and professional workplace environment. This course prepares a manager and employer for the responsibilities associated with preventing discrimination and harassment in the workplace. It covers pertinent federal laws on job discrimination and explains how to establish a company anti – discrimination policy. The material in the course provides the employer with a step – by – step process for handling discrimination complaints by employees. Finally, the course provides numerous examples and scenarios, which aid in the retention of these concepts. This course is specifically designated for workplace employers.

    This course is also ideal for small business owners, individual supervisors, and corporate enterprise – wide implementation. The second portion of this course addresses the impact of sexual harassment in the workplace.

    Because sexual harassment consists of unwanted and unwelcome sexual advances or sexual conduct that has the effect of unreasonably interfering with a person’s work performance, this type of behavior can create an intimidating or hostile work environment. The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, this instruction will help you identify situations and behaviors that could be perceived as such harassment, understand a supervisor’s obligations and responsibilities to create and maintain a harassment – free work environment, apply specific strategies for preventing and eliminating sexual harassment, and appropriately responding to allegations of sexual harassment.

    Learning Objectives

    Upon completion of this course, the student should be able to.

  • List and explain the six federal laws enforced by the EEOC which prohibit job discrimination.
  • Identify the two different types of sexual harassment that may be present within the workplace.
  • Describe the procedures involved in filing an official complaint with the EEOC.
  • Recognize discriminatory behavior within the workplace.
  • Explain the company’s policy on discrimination and harassment, and the procedures present for filing a complaint within the workplace.
  • Analyze the role a manager plays in detecting, dismantling, and preventing discrimination and harassment within the workplace.
  • Discuss the laws regulating sexual harassment and workplace discrimination.
  • Distinguish between the different types of sexual harassment.
  • Describe what constitutes sexual harassment behavior.
  • Explain the cost of sexual harassment to individuals, teams, and organizations.
  • Predict what steps to take in order to decrease the risk of sexual harassment.
  • List the steps to take if harassment becomes an issue in the workplace.
  • Support the ethical, professional, and legal responsibilities a manager, supervisor, or lead has in stopping and responding to sexual harassment.
  • Modify the skills and tools that are needed in managerial positions in order to intervene in an appropriate and lawful way to any charges of potential sexual harassment.
  • Summarize the process of sexual harassment investigation and each person’s professional role in the investigation.
  • Relate to reasons why many people do not report sexual harassment.
  • Test a company’s sexual harassment policy and procedures.
    .

  • 2 $50

    Did you know that work is the biggest source of stress for American adults? Consider these facts.

    • In recent surveys, 78% of the respondents said that work was their biggest source of stress, and more than half reported that their lives had become more stressful over the past ten years.
    • Stress is increasingly a reason for workers to call in sick. In 1996, it accounted for 11% of workers’ absences – a 100% increase over the previous year.
    • The Bureau of Labor Statistics has reported that 62% of workplace illnesses were associated with stress – derived cumulative traumas.
    • Healthcare costs now account for approximately 12% of the gross national product. In terms of lost hours due to absenteeism, reduced productivity, and workers’ compensation benefits, stress costs American industry more than $300 billion annually, or $7,500 per worker per year.

    Program Summary
    This program is intended to help employees recognize the outer and inner sources of job stress, and to provide strategies that they can implement immediately to prevent job burnout. The topics covered in the program include -.

      • Typical sources of workplace stress
      • What is stress?
      • Dealing with burnout
      • Managing unavoidable stress
      • Avoiding avoidable stress
      • Creating a healthier workspace
      • Creating a healthier workplace
      • Balancing work and home life
    1 $35

    Information Security Training

  • Along with music and movies, information is increasingly digital, making it easy to transmit and copy – and easy to misuse. While the entertainment industry scrambles to find ways to protect its copyrights, corporations are likewise struggling to protect their confidential information and to keep pace with the increasingly stringent laws that protect consumer and employee privacy.
  • Although teenage hackers from Singapore to Helsinki make the headlines, ordinary breaches of information security often start with things such as an intruder in the workspace, an unscrupulous co – worker or a laptop swiped at an airport. A password scrawled on a post – it note under an employee’s desk or an un – shredded, discarded memo may be the keys to security breaches that cause grave damage to a company’s financial status and reputation.
  • Laws such as HIPAA and the Gramm – Leach – Bliley Act demand that employees take specific precautions with certain types of personal information they handle. But even companies that are not subject to these laws must be sure their employees understand and follow company policies for protecting data in all forms.
  • Program Summary
  • This program covers the fundamental principles of information security, both in cyberspace and by the water cooler. It helps employees distinguish between levels of information sensitivity and explains how they can protect their workspaces, passwords and other gateways to company information systems. The topics covered include:
    .

  • Information security overview
  • HIPAA security and privacy
  • Spam and e – mail abuse
  • Electronic IDs and creating strong passwords
  • Computer viruses and hoaxes
  • Workspace security
  • Levels of information sensitivity
  • E – mail and Internet use
  • Social engineering
  • Business continuity plan

  • 1 $35

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    We are committed to ensuring a better online learning experience for our students. See why thousands of people chose Online Institute of America to satisfy their online training requirements.



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