This course fulfils the requirements of SB 75 and the Illinois Human Rights Act (“IHRA”), which requires employers with one or more employees working in Illinois or interacting with employees in Illinois to provide sexual-harassment training annually for all employees.

This course fulfils the requirements of SB 6577 of New York State, which requires every employer in New York State to provide employees with sexual harassment prevention training annually.

This course fulfils the requirements of Title 26, Section 807 of the Maine Revised Statutes Annotated (“MRSA”), which requires employers with fifteen or more employees in the workplace to provide all new employees with sexual harassment prevention training within one year of commencement of employment.

This course fulfils the NYC Local Law 96 (2018) of the City of New York, which requires employers with fifteen or more employees in the City of New York to provide all new employees with sexual harassment prevention training within 90 days of hire and annually thereafter.

This dynamic, practical, and customizable course is designed to accompany the rollout of a new or enhanced employee handbook, a policy and procedure manual, and/ or a conduct code.

This practical, skills-based course provides a comprehensive update and tracks the sequence of topics presented in Managing within the Law in alignment with an organization's needs.

This course enables human resource (HR) professionals to successfully develop the advanced skills necessary to guide other leaders and, where necessary, directly manage employee issues.

This course incorporates an organization’s code of conduct into a high-energy interactive experience in which participants become aware of relevant legal responsibilities, ethical expectations, and values.

This dynamic sensitivity training focuses on the imperatives of valuing and respecting different individuals, backgrounds and experiences represented within your workforce.

At their core, inclusion and diversity in the workplace are about valuing, respecting and creating opportunities for every group and individual. Accordingly, this training focuses on the imperatives of creating a culture committed to equity and awareness.

In this course, managers practice how to pose safe and legal job-focused interview questions and obtain required information from job applicants.

In this course, participants recognize how employees’ perceptions become a managers’ reality and thus develop the skills and strategies to coach for success.

This course reinforces the “why” of written documentation. Learners develop skills to help streamline the documentation process, examine the mechanics of progressive discipline, and identify how and what to document in writing.

A global, mobile, and rotating workforce demands successful interaction among and management of diverse cultures in a legal and inclusive manner. This course helps organizations to effectively do this work while avoiding glass-ceiling liability and other Equal Employment Opportunity issues in the process.

In this course, managers and employees benefit from tools and tactics used to identify, respond to, and prevent violent behavior and threats in the workplace.

This interactive course focuses on policies and federal and state laws related to health care fraud, conflict of interest, and abuse claims. Tailored to an organization’s specific issues, it covers such topics such as coding, billing, gifts, outside employment, reimbursement, financial reporting, and political contributions.

Confidentiality and the Code utilizes an organization’s pertinent policies — from non-disclosure agreements, to non-compete clauses, to HIPAA and personally identifiable information (PII) policies, to general confidentiality agreements — to emphasize the importance of keeping critical information safe, as well as educating employees about the information to protect.

The Supreme Court has created a new set of liabilities for private employers. For the first time, private companies that contract with or provide services to public companies can be sued under Sarbanes-Oxley (SOX) whistleblower provisions if they retaliate against employees for reporting fraud at the public company.

This high-energy interactive training session comprehensively covers the risks and best practices associated with the use of e-mail and electronic systems within the “business system,” as well as related employee expectations and responsibilities in utilizing a company’s electronic communications systems.

The Department of Justice, the Securities and Exchange Commission, the Equal Employment Opportunity Commission, and other governmental enforcement actions have increased compliance requirements, putting employers and individuals at risk for significant penalties, fines, and/or imprisonment. It's critical for company leadership and employees to protect themselves from unnecessary litigation and liability.