Available Compliance Training

Tools for an Ethical Work Place is a foundational ethics course that helps employees make good choices. Most employees know the difference between right and wrong, but certain circumstances can make it difficult to act upon that knowledge. This course provides insight into the competing pressures affecting their everyday actions, and allows them to practice overcoming common ethical obstacles.

Drugs and Alcohol in the Work Place is designed to train employees about the dangers of drugs and alcohol in the workplace. It shows employees the negative impact of substance abuse, and discusses the physiological and behavioral effects of commonly abused substances. It also covers the disease of addiction, the employer’s anti-drug and alcohol policy, the consequences for violations, and resources for employees.

Code of Conduct educates your employees on how to abide by your organization’s ethical guidelines with every business interaction and transaction. Educates employees on how to mitigate legal and financial risks through real-life examples and ethically-challenging scenarios. Topics covered include: conflicts of interest, insider trading, gifts, travel and entertainment, protecting company information, data breaches, financial integrity, books and record keeping, contracts and trade restraints, legal integrity, fair competition, imports/exports, anti-corruption/anti-bribery, working with foreign officials/United States officials, whistleblowers, anti-retaliation. Employers may upload branded, company-specific resources within each course module creating a truly customized experience.

Understanding bias in the workplace is the first step to managing it. Managing Bias defines bias, describes how it affects the workplace, and encourages learners to use that knowledge to reduce the negative effects of bias. Employees will understand that biases can affect our actions, which can have real impacts on people, and that if left unchecked, biases can create unhealthy work environments that reinforce unjust practices.

The Diversity, Inclusion, and Belonging course will consist of five core modules, plus an introductory and conclusion module. Each core module is designed to be 5-10 minutes in length. The content is designed to be relevant for a variety of industries and workplaces, including remote or hybrid work environments.

Preventing Harassment and Discrimination: Non-Supervisors prepares faculty and staff to cultivate and maintain a workplace culture resistant to discrimination, harassment and retaliation. Faculty and Staff will be equipped with the information and skills that promote intervention, empathy, and allyship.This course includes a section specific to requirements under Title IX and the Clery Act.

Health Information and Privacy Accountability Act (HIPAA) discusses the confidentiality of medical information as required by the Health Insurance Portability and Accountability Act (HIPAA). This course is designed to introduce employees to federal regulations related to personal health information including circumstances under which that information may and may not be used or released, and potential penalties for unauthorized use or disclosure.

Accommodating Disabilities discusses the confidentiality of medical information as required by the Health Insurance Portability and Accountability Act (HIPAA). This course is designed to introduce employees to federal regulations related to personal health information including circumstances under which that information may and may not be used or released, and potential penalties for unauthorized use or disclosure.

Family Educational Rights and Privacy (FERPA) has two primary objectives:

• Protect the privacy of education records
• Ensure students have a right to review and request amendments to their education records

FERPA applies to all colleges and universities that receive federal funds, and establishes rules to limit access to students' personally identifiable information and how it may be used.

Data Security and Privacy (Supervisor) shows employees how to recognize potential threats and risky behaviors, and teaches them how to mindfully respond to cyber-threats. Educate learners on physical and digital areas to protect, including HVAC systems, power supply systems, personal workstations and devices, as well as company files, shared drives, and access to software licensed by the organization. The course defines the types of information a company could maintain such as public information, sensitive information and confidential information. Topics include threat actors and motivations, attacks such as phishing, vishing, and smishing, secure wireless connections, safe browsing, and creating strong passwords. This course meets TX HB 3834 requirements.

Use Conflict of Interest to educate your workforce to recognize and avoid conflicts of interest in the workplace, whether they are personal, financial, or family-related interests.

Use Recognizing Drugs and Alcohol (Supervisor) to show supervisors how to recognize and evaluate the signs of impairment due to drug and alcohol abuse. This course covers different types of drugs, requirements for reasonable suspicion, rules for drug and alcohol testing, and how to respond to test results.

Preventing Harassment and Discrimination: Supervisors prepares leaders to cultivate and maintain a workplace culture resistant to discrimination, harassment and retaliation. Faculty and staff will be equipped with the information and skills that promote intervention, empathy, and allyship. This course includes a section specific to requirements under Title IX and the Clery Act.

The Office of Federal Contract Compliance Programs (OFCCP) administers and enforces three equal opportunity mandates: Executive Order 11246, as amended; section 503 of the Rehabilitation Act of 1973, as amended; and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212. These mandates prohibit Federal contractors and subcontractors from discriminating on the basis of race, color, religion, sex, national origin, disability, or veteran status. They also require Federal contractors and subcontractors to take affirmative steps to ensure equal opportunity in their employment processes. OFCCP also shares responsibility with the U.S. Equal Opportunity Employment Commission in enforcing Title I of the Americans with Disabilities Act.