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Workplace Diversity Awareness
by Skillsoft
During this simulation, you will be employed as a human resources generalist for a growing environmental design firm. Though the company complies with all equal opportunity hiring practices and labor policies, it has failed to directly address the issues of diversity and inclusiveness within its corporate culture. With the company fast approaching a crucial juncture in its growth and expansion, the CEO has instructed you to begin introducing the concept of inclusiveness through a diversity initiative. This simulation contains links to the following course: lchr_01_a03_lc_enus. The types of responses this simulation presents are not intended to apply to all situations. Other responses may be as appropriate or effective, or more so, in particular situations. Individual employees will need to decide, on the basis of their own specific circumstances, how best to respond. Employees who are uncertain how to proceed in a particular situation should consider seeking help from a company human resources representative, an ombudsperson, an employee assistance program counselor, a friend, or another resource. This SkillSoft product has been reviewed by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated. As a result, any individual using this course should consult with legal counsel before taking action based on this information. This product does not constitute legal advice. No warranties, express or implied, are offered as to the content of this course. By using this course, you agree not to hold SkillSoft Corporation, Sheehan Phinney Bass + Green Professional Association, or any individual, employee, agent or representative of those entities liable for any damages resulting from the use of this material, whether the damages are direct, indirect, consequential, or otherwise.Audience: All employees with an emphasis on management and human resource personnel who need to understand and implement compliance policiesObjectives: Workplace Diversity Awareness Simulation communicating the differences between diversity and inclusiveness. outlining the benefits of diversity. demonstrating effective communication. using inclusive language. Duration: 0.5 ...
$75.00
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Union Awareness
by Skillsoft
According to the U.S. Department of Labor's Bureau of Labor Statistics, in 2004, 12.5 percent of wage and salary workers were union members--down from 12.9 percent in 2003. Why is membership declining? Perhaps the growing number of laws in place to protect workers prevents the necessity of unions, or perhaps the nature of the work itself has changed. Regardless of the decline, workers still have the legal right to form unions, and you need a basic understanding of workers' rights, and what rights you have as an employer. It's important to understand why employees form unions, and how best to deal with them in your workplace. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Managers and supervisorsObjectives: The Legal Base of Labor Unions identify the main characteristics of labor unions. identify good practices for handling the formation of a union in the workplace. recognize the benefits of good practices when union formation activities occur in the workplace. recognize acceptable employer behavior under labor union laws. identify an employer's obligations to employees under labor union laws. identify the characteristics of a bargaining unit. recognize the clauses in a Collective Bargaining Agreement. recognize the positions, strategies, and subjects of collective bargaining.Employers and the NLRB identify the practices employers can use to prevent union formation in the workplace. recognize the benefits of avoiding union formation in the workplace. match union organizing tactics with their uses. sequence the steps involved in the union recognition process. sequence the process of conducting a union election. recognize examples of how an employer may legally respond to union activity. recognize the role of the NLRB in preventing unfair labor practices. determine how an organization can comply with the NLRA in a given scenario. Duration: 2 ...
$75.00
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PCI Compliance: What You Need to Know
by Skillsoft
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 2.0), 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. This course is meant to provide awareness training for end-users of payment systems (cashiers, back-office processors, etc.) as required by Standard 12.6.1.Audience: Any employee who deals with payment card transactions either at the point of sale or in a "back-office" functionObjectives: PCI Compliance: What You Need to Know identify the types of cardholder 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 cardholder data during point of sale transactions when the card is present Duration: 0.5 ...
$75.00
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Independent Contractors and Temporary Employees
by Skillsoft
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. This course explains the differences between independent contractors and temporary employees, the benefits and drawbacks of both, and how to get the most out of your hiring practices. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm Sheehan Phinney Bass + Green PA.Audience: Managers, supervisors, and employersObjectives: The Changing Face of Employment identify the reasons for using independent contractors and temporary employees. distinguish between temporary and permanent employees. recognize the difference between independent contractors and permanent employees. determine a worker's status using the IRS three-part analysis. recognize the advantages and disadvantages of working with independent contractors. recognize the advantages and disadvantages of working with temporary employees.Hiring Issues identify the main steps that an employer should take when hiring independent contractors. identify the questions that an employer should ask of a prospective employment agency. differentiate between examples of employer's and agency's responsibilities in a co-employment relationship. select the records that your company should retain in the event of being audited by an agent from the government. identify the government agencies that are entitled to review your company's employment practices. recognize common compliance errors employers make when hiring independent contractors or temporary employees. recognize the benefits of knowing the legal obligations associated with hiring temporary employees and independent contractors. Duration: 1.5 ...
$75.00
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Insider Trading
by Skillsoft
Illegal insider trading is harmful to the marketplace. The ethical arguments against insider trading draw attention to the disparity of information between the two parties to the transaction, the violation of property rights, and the undermining of investors' confidence in the market. This course will provide examples of illegal insider trading and list the main provisions under law governing legal insider trading. It also discusses the civil and criminal penalties incurred by insider traders and the companies that they work for. It identifies the main procedures that companies should take to prevent insider trades generally and specifically during pension fund blackout periods. The main rules regarding the reporting of insider trading are also discussed. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Managers, supervisors, employeesObjectives: Introduction to Insider Trading distinguish between legal and illegal insider trading. match ethical arguments against insider trading to examples. identify the section(s) of security law that apply in a given scenario. match the forms that insider traders must complete to comply with trading rules to examples. recognize the information that must be completed on a Form 4 for a given scenario. distinguish between penalties for illegal insider trading.Preventing and Dealing With Illegal Insider Trading identify how an effective compliance program can help to prevent insider trading. recognize the benefits of using a compliance program to prevent inadvertent insider trading. identify the transactions that are exempt during pension fund blackout periods to prevent insider trades. recognize key concepts associated with protecting and rewarding those who report on insider trading. Duration: 1.5 ...
$75.00
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Interviewing and Hiring Practices
by Skillsoft
This course is intended to teach learners how to exercise sound judgment in the hiring and interviewing process. Not many companies nowadays specify discriminatory characteristics either directly or openly in an advertisement, unless these are required by a bona fide occupational qualification. Your advertising medium, the questions you ask on forms, what you discuss in company publications, and your interview questions combine to create an impression of you and your organization. It may happen, unintentionally, that your recruiting, interviewing, and hiring processes illegally or unfairly discriminate against "protected" individuals or minority groups. It may also happen that your company communicates the wrong message unintentionally. This course helps to recognize aspects of discrimination in advertising and other recruitment materials, and how to avoid the use of discriminatory language. The course also highlights employers' legal obligations regarding discrimination and other recruitment issues, and the importance of basing your recruitment decisions on a valid business reason or a bona fide occupational qualification. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: HR professionals, members of management with hiring responsibilityObjectives: The Hiring Process identify an employer's responsibilities regarding antidiscrimination legislation during the hiring process. identify examples of hiring policies that ensure workplace diversity. recognize examples of legal and illegal job advertisement text. identify preoffer employment testing procedures that violate nondiscrimination practice. identify the procedures used to avoid negligence in the hiring process. recognize the benefits of conducting background checks on prospective employees.Interviews and Making Job Offers identify interview techniques that comply with nondiscriminatory hiring regulations. identify the correct procedures to follow during the different stages of a job offer. identify the value of following the correct procedures when making a job offer.Compliance and Reporting Requirements identify the importance of complying with employment equality legislation. identify record-keeping requirements related to the hiring process. identify the legal requirements associated with requesting a consumer report on a job candidate. identify the benefits of adhering to the Fair Credit Reporting Act's hiring guidelines. Duration: 1 ...
$75.00
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Intellectual Property Overview
by Skillsoft
Management is 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 does management perform this function effectively while keeping the law on its side? This course explains the basic types of intellectual property, the legal protections in place, and the potential consequences of violating intellectual property rights. The course covers current copyright, patent, and trademark laws and presents methods for minimizing legal liabilities. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Supervisors and all employeesObjectives: Intellectual Property and Copyright identify examples of the different types of intellectual property. recognize the appropriate categories of intellectual property law in a given scenario. recognize examples of creative works that qualify for copyright protection. recognize the benefits of copyright registration. identify the rights granted to a copyright owner by the U.S. Copyright Act of 1976. determine whether creative works meet the requirements of copyright protection in a given scenario. recognize examples of copyright infringement. recognize examples of online copyright infringement. recognize examples of fair use of copyrighted material.Patents and Trademarks identify the appropriate types of patent to apply for in a given scenario. classify examples of patent infringement as direct or indirect infringement. match the different types of trademarks with their descriptions. identify the methods of enforcing your trademark rights. recognize the advantages of registering a trademark. Duration: 1.5 ...
$75.00
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Interviewing and Hiring Practices
by Skillsoft
In this simulation, you will assume the role and responsibilities of an HR professional at BTJ Technical Staffing Inc., a metropolitan staffing and recruitment agency. Having faced claims of possible discrimination in past job postings created on behalf of clients, BTJ management has redoubled its efforts to ensure that all employment advertisement is above reproach and adheres strictly to antidiscrimination guidelines. The simulation is based on the SkillSoft series "HR Compliance" and includes links to the following course: LCO0118.Audience: HR professionals, members of management with hiring responsibilityObjectives: Interviewing and Hiring Practices Simulation creating nondiscriminatory employment advertising. demonstrating sound judgment. Duration: 0.5 ...
$75.00
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The AODA: Customer Service and Accessibility
by Skillsoft
The Accessibility for Ontarians with Disabilities Act 2005 (the AODA) is a comprehensive law designed to make Ontario completely accessible to persons with disabilities by the year 2025. The provincial government is enacting a number of Accessibility Standards as regulations under the AODA. Each Accessibility Standard is targeted at removing barriers for people with disabilities in key areas of daily living. This course covers the Customer Service Standard, the purpose of which is to make the goods and services provided by businesses and organizations in Ontario accessible to people with disabilities. This course is designed to address the training requirements outlined in the Customer Service Standard. To that end, it covers the purpose of the AODA and the requirements of the Customer Service Standard; how to interact and communicate with people with various types of disabilities including those who use assistive devices, service animals, or support people; how to use equipment or devices made available by your organization that may assist people with a disability to access your organization's goods and services; instruction on what to do if a person with a particular disability is having difficulty accessing your organization's goods or services; and instruction on how to become familiar with your organization's policies, practices, and procedures governing the provision of goods and services to people with disabilities. This course was developed with subject matter support provided by Sherrard Kuzz LLP Employment and Labour Lawyers. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, provincial, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an lawyer-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an lawyer-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from legal counsel in your jurisdiction.Audience: Every person who deals with members of the public or other third parties on behalf of a business or organization, whether the person does so as an employee, agent, volunteer, or otherwiseObjectives: The AODA: Customer Service and Accessibility identify the expectations for providing customer service in accordance with the requirements of the Customer Service Standard choose to provide customer service in a manner that embodies the four key principles of the Customer Service Standard identify the four key principles of the Accessibility Standard for Customer Service interact and communicate in an appropriate manner with a customer who has a disability interact in an appropriate manner with a customer who requires the use of an assistive device interact in an appropriate manner with a customer who requires the use of a support person or service animal Duration: 1.5 ...
$75.00
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The No FEAR Act
by Skillsoft
The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), with an effective date of October 1, 2003, requires that federal agencies be more accountable for violations of antidiscrimination and whistleblower protection laws. This course will outline the rights federal employees have under antidiscrimination and whistleblower laws and provide details on how the No FEAR Act is being implemented. This course has been developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Federal government employees; employees of federal agencies; supervisors of federal employees; managers of federal employees; employees who buy goods and services from the private sector for the federal government; employees who deal with the public who are looking to obtain permits, licenses, and address other regulatory needsObjectives: The No FEAR Act identify the main reasons why the No FEAR Act was passed recognize examples of prohibited personnel practices identify the remedies available to federal employees who have been discriminated or retaliated against recognize the essential elements for creating an office environment that is free from discrimination recognize examples of the types of topics that must be included to meet the training requirements under the No FEAR Act identify the notification requirements under the No FEAR Act identify the reimbursement requirements under the No FEAR Act identify examples of the types of information that must be included in the annual report to meet the reporting requirements of the No FEAR Act identify the timing requirement for filing the annual report Duration: 1 ...
$75.00
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