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Federal Enterprise Architecture
by Skillsoft
The Office of Management and Budget (OMB) has developed the Federal Enterprise Architecture (FEA), a business-based framework for government-wide improvement. The aim of the FEA is to facilitate efforts to transform the federal government to one that is citizen-centered, results-oriented, and market-based. The FEA is being constructed through a collection of interrelated "reference models" designed to facilitate cross-agency analysis and the identification of duplicate investments, gaps, and opportunities for collaboration within and across federal Agencies. The major elements developed to date as part of the FEA are: a series of reference models providing a common framework (available at www.egov.gov); a policy requiring agencies to link IT investments with the reference models to help identify commonality; an Enterprise Architecture assessment model and process to help agencies improve the quality of their Enterprise Architectures. SkillSoft's Legal Compliance course on Federal Enterprise Architecture is developed and maintained with subject matter support provided by Christopher Yukins, Associate Professor of Government Contract Law, The George Washington University Law School, and Peter McKeen, a member of the adjunct faculty, University of Virginia Procurement and Contracts Management Program.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 members of the public looking to obtain permits, licenses, and address other regulatory needs.Objectives: Federal Enterprise Architecture recognize examples of government-agency business practices that fulfill the expectations of the FEA match each reference model with its role in the FEA identify examples of areas of capability measured by the assessment framework identify best practices for developing an Enterprise Architecture Duration: 1 ...
$75.00
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Privacy Awareness
by Skillsoft
This course provides general knowledge and background of the privacy of information, particularly Personally Identifiable Information (PII), explains its profound importance, authority, procedures, and reporting requirements. The course focuses primarily on the protection of personal information privacy. Therefore, for the purposes of this course, privacy is defined as the ability to control the collection, use, and dissemination of personal information. This includes personal information about both federal employees and private citizens. This course aims to help federal employees understand the importance of and how to respect the privacy of an individual's personal information so they can control personal events, be free from intrusion, keep PII private, observe federal privacy laws, and ensure that the Fair Information Principles (FIPs) are followed.Audience: Federal employeesObjectives: Privacy Awareness identify the privacy responsibilities of federal employees identify the three circumstances that define the appropriate use of information relative to the protection of information identify examples of information that might be considered PII identify key concepts associated with the laws and policy directives designed to maintain privacy of an individual's personal information identify common errors that can lead to privacy violations identify the type of device which should never be used to transmit PII recognize who determines the "need to know" identify the guidelines for releasing information identify key points related to collecting and filing personal information Duration: 1 ...
$75.00
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Accessibility and Section 508 Awareness
by Skillsoft
Section 508 requires that when federal agencies develop, procure, maintain, or use electronic and information technology, federal employees with disabilities have access to and use of information and data that is comparable to the access and use by federal employees who are not individuals with disabilities, unless an undue burden would be imposed on the agency. Section 508 also requires that individuals with disabilities, who are members of the public seeking information or services from a federal agency, have access to and use of information and data that is comparable to that provided to the public who are not individuals with disabilities, unless an undue burden would be imposed on the agency. This course provides an awareness of what these Section 508 requirements are.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: Accessibility and Section 508 Awareness identify the purpose of the Section 508 legislation recognize examples of the types of products to which the 508 standards apply match examples of product features with the section of the 508 standard that applies recognize examples of the functional performance criteria for 508 compliant products recognize examples of the requirements for information, documentation, and support of 508 compliant products |w identify the standards incorporated into the Federal Acquisition Regulation for implementing Section 508 recognize examples of situations that represent exceptions to the 508 requirements Duration: 1 ...
$75.00
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Information Security Awareness
by Skillsoft
Federal employees must be aware of the potential threats to the information systems they operate. They also need to be aware of the information assurance regulations governing these systems and the need to acknowledge and discharge their responsibility to operate these information systems securely. In addition, federal employees must be aware of how to protect information including Personally Identifiable Information (PII). This course outlines the role of federal employees in the protection of information and in ensuring the secure operation of federal information systems.Audience: Federal government employees; employees of federal agencies; supervisors and managers of federal employees; those who buy goods and services for use by the federal government; those who deal with the public who are looking to obtain permits or licenses, or to address other regulatory needsObjectives: Information Security Awareness recognize how to achieve the goal of information security in an agency identify examples of information security threats identify examples of the types of incidents that can compromise information security identify the responsibilities federal employees have with regard to maintaining information security identify security measures and best practices federal employees should use in their everyday work identify security concerns posed by mobile and remote employees Duration: 1 ...
$75.00
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Federal Budgeting Process
by Skillsoft
Preparing and approving the US budget is one of the most important and difficult jobs of the president and Congress. In this course we examine how the annual federal budget is put together. The course begins by defining what the budget is. It seeks to understand how budgetary power is shared power employed under a system of checks and balances made possible by the separation of powers. The course sets down the actual budgetary process and charts how the budget is presented, negotiated, signed into law, and monitored. The course is aimed at those in the federal sector who wish to understand in a concise and straightforward manner how the federal budgeting system works today. SkillSoft's Legal Compliance course on the Federal Budgeting Process is developed and maintained with subject matter support provided by Christopher Yukins, Associate Professor of Government Contract Law, The George Washington University Law School, and Peter McKeen, a member of the adjunct faculty, University of Virginia Procurement and Contracts Management Program.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: Federal Budgeting Process sequence the stages of the budget process recognize the purpose of the federal budget match the stages of the executive budget process to the types of activities that take place during each identify the date by which the President must submit the proposed budget to congress identify the courses of action that Congress may take when the President submits a proposed budget differentiate between examples of direct and discretionary spending Duration: 1 ...
$75.00
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Workplace Safety
by Skillsoft
In the first quarter of fiscal year 2005, more than 53,800 occupational injuries and illnesses involving civilian federal employees occurred. Thirty-four of these injuries resulted in fatalities. Beyond the human implications of these statistics, this takes its toll on the American taxpayer in the form of the chargeback billings of federal agencies arising from the injuries and illnesses suffered by federal employees. For example, in 2000, worker compensation billings for all federal employees totaled more than $2 billion. This course enables federal employees to gain an insight into the Occupational Safety and Health requirements for federal employees. It covers the essential responsibilities required for federal government agencies and their employees in order to create a safe and healthful working environment. In addition, this course covers information about the types of training that agencies should provide for their employees. The course also looks at the documentation of workplace safety incidents and the importance of record keeping and submitting annual reports to the EEOC. Finally, the course discusses the issue of whistleblower protection. This course meets the training compliance requirements mandated under OSHA Regulation CFR 1960 and Executive Order 12196.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: Workplace Safety identify the chief responsibilities for agency heads under OSHA and Executive Order 12196 determine what responsibilities federal employees have relative to workplace safety in a given scenario determine what kind of safety and health training various types of employees should receive identify the benefits for federal agencies of OSHA recordkeeping and reporting requirements recognize the main requirements for the OSHA Form 300 identify examples of whistleblower scenarios where federal employees are protected by OSHA recognize conditions in which an employee's refusal to work is protected by the OSH Act Duration: 1 ...
$75.00
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Sexual Harassment Prevention for Federal Employees
by Skillsoft
Sexual harassment is a universal problem that can have disastrous effects on victims, perpetrators, and organizations, including the federal government. Training federal employees in the essentials of prohibited conduct is an important part of reducing liability and maintaining a professional work environment. This course helps participants to identify the types of sexual harassment, the elements of prohibited conduct in the workplace, the rights of the federal employee, and the responsibilities of the federal employer. It also addresses the issues for nonsupervisory employees should sexual harassment occur. This course can help your organization demonstrate its commitment to a fair, responsible, and healthy organizational environment free from harassment and intimidation. This course meets the training compliance requirements as provided for in the EEOC guidelines on sexual harassment, and under Executive Order 13087, issued on May 28, 1998, prohibiting discrimination based upon sexual orientation. 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; and employees who deal with members of the public looking to obtain permits, licenses, and address other regulatory needs.Objectives: Sexual Harassment Prevention for Federal Employees recognize examples of sexual harassment concepts identify the laws that prohibit discrimination in federal agencies recognize examples of the two types of sexual harassment recognize situations in which employers have fulfilled their obligations to protect an individual's rights relative to sexual harassment in the workplace identify the rights of individuals accused of sexual harassment recognize how to deal with sexual harassment from the perspectives of the harassed, the alleged harasser, and the employer Duration: 1 ...
$75.00
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Telework for Government Employees
by Skillsoft
This course provides guidelines for how to evaluate whether telework is right for you. It also explains how to prepare for a successful teleworking experience. The course discusses the best practices for telework, and also covers how to deal with the challenges of telework. This training is designed to address the applicable requirements governing telework by federal employees.Audience: Any employee of a federal executive agency who currently teleworks or wishes to do so in the futureObjectives: Telework for Government Employees determine whether you may be eligible for and suited to teleworking recognize what you need to do to prepare for a successful telework experience recognize examples of behaviors and actions that are considered best practices for teleworking recognize how to deal with the challenges of teleworking Duration: 1 ...
$75.00
Details
Human Resources Flexibilities
by Skillsoft
Federal agencies have at their disposal a wide range of human resource flexibilities that can be used to manage any human capital challenges. These flexibilities can be used to find new ways to hire, pay, reward, and retain federal employees. SkillSoft's Legal Compliance course on Federal HR Flexibilities is developed and maintained with subject matter support provided by Christopher Yukins, Associate Professor of Government Contract Law, The George Washington University Law School, and Peter McKeen, a member of the adjunct faculty, University of Virginia Procurement and Contracts Management Program. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.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 members of the public who are looking to obtain permits or licenses, or to address other regulatory needsObjectives: Human Resources Flexibilities identify flexibilities federal agencies can use to attract and retain quality employees recognize examples of flexible work-life arrangements and policies recognize the benefits in applying flexible work-life arrangements and policies recognize the four management considerations when determining the best downsizing or restructuring approach identify employee benefit offerings that are available to agencies identify the discretionary compensation flexibilities agencies can use to support recruitment, relocation, and retention efforts recognize the benefits to employees when agencies adopt flexible recruitment, relocation, and retention policies identify the flexibilities available to managers when organizing and assigning work identify incentive and award flexibilities that can be used to improve organizational performance recognize the benefits of flexible incentive awards programs to agencies identify training and education flexibilities and authorities available to federal agencies Duration: 1.5 ...
$75.00
Details
Proper Use of Government Charge Cards
by Skillsoft
Charge cards provide federal agencies with an easy solution for making smaller purchases. The charge card program is known as the GSA (General Services Administration) SmartPay® Program. Federal cardholders can use the GSA SmartPay® Program to pay for commercial goods and services, travel related expenses, and fleet expenses. This course provides an overview of the GSA SmartPay® Program and advises on best practices related to the program. In doing so, it specifies the benefits of the program to the federal government and its contractors, and identifies the key features of the purchase and travel charge cards. The course unlocks the ways in which federal legislation and agency policies regulate the type of purchases that can be made with the purchase charge card. It also describes how best to use and manage the travel charge card. In addition the course illustrates the concepts of misuse and fraudulent use of charge cards and advises on the best practices for pre-issuance, and issuance and maintenance of the charge card program. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.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: Proper Use of Government Charge Cards recognize the benefits of the GSA SmartPay® Program to the federal government and its suppliers recognize the kinds of purchases that can be made using the purchase charge card recognize the ways of handling the travel charge card correctly recognize how to respond to examples of non-cardholder fraud recognize examples of cardholder misuse and fraud recognize examples of best practices related to pre-issuance and to issuance and maintenance of charge cards Duration: 1 ...
$75.00
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Government Ethics
by Skillsoft
The Office of Government Ethics exercises leadership in the executive branch to prevent conflicts of interest on the part of government employees, and to resolve those conflicts of interest that do occur. In partnership with executive branch agencies and departments, OGE fosters high ethical standards for employees and strengthens the public's confidence that the government's business is conducted with impartiality and integrity. This course introduces federal and agency employees to the issue of government ethics in the federal workplace. Issues such as financial conflicts of interest, impartiality and misuse of position are covered. This course will enable federal and agency employees to discern and respond to possible conflicts of interest, should they arise. This course meets the training requirements under executive order 12674 and executive order 12731 outlining agency responsibilities on the principles of ethical conduct for government officers and employees. SkillSoft's Legal Compliance course on Government Ethics is developed and maintained with subject matter support provided by Christopher Yukins, Associate Professor of Government Contract Law, The George Washington University Law School, and Peter McKeen, a member of the adjunct faculty, University of Virginia Procurement and Contracts Management Program.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: Government Ethics recognize unethical behavior according to OGE standards determine whether a conflict of financial interest exists in a given scenario recognize direct and predictable effects on financial interest in given scenarios determine whether a gift from an outside source can be accepted in given scenarios determine whether a gift from another employee can be accepted in given scenarios recognize situations where an employee's impartiality may be questioned determine whether an employee who is seeking outside employment should be disqualified from participating in specific government matters recognize situations where employees have misused their position according to the ethical guidelines Duration: 1 ...
$75.00
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EU Privacy and Data Security
by Skillsoft
The legal basis for privacy and data security in the EU is set out in Directive 95/46/EC, known as the Data Protection Directive, which was issued in October of 1995. EU member states were required to enact laws to carry out the Directive. The main purpose of the Directive is two-fold. First it aims to protect individuals' personal data. Second, it seeks to ensure that the securities and protections afforded to individuals do not restrict the ability to process or exchange economically critical data between the member states. While the specific laws for each member state differ, the Directive serves as the primary guidance for all the laws. In other words, member states may have more stringent interpretations of the Directive, but they cannot be less stringent than the requirements outlined in the Directive. There are significant differences across the EU member states in their data protection laws and in the practice of their respective national regulators, as not all aspects of data protection law is harmonized. Therefore when a data protection issue occurs, particularly one which affects several member states, it may be dealt with differently under each national law. This course addresses EU privacy laws at the level of the Directive and provides several examples of the specific approaches taken by certain member states. It also discusses the Safe Harbor Agreement that outlines a framework for adequate security procedures for US companies that exchange personal information with EU member states. This course was developed with subject matter support provided by Mason Hayes+Curran. This document contains general information based on Irish law at the time of its writing. Please note however that it does not constitute legal or commercial advice, nor is it intended to create a solicitor-client relationship. Neither is it intended to provide a comprehensive or detailed statement of the law. No liability whatsoever is accepted by Mason Hayes+Curran or SkillSoft for any action taken in reliance on the information in this document. You should not act or refrain from acting, on the basis of any information posted on our website but rather you should always seek specific legal and other professional advice. This content is protected by copyright and other intellectual property laws and may not be reproduced by you without our prior written consent.Audience: Anyone who may, through their daily work, encounter customer and employee data of European individuals, which must be protected according to EU privacy lawsObjectives: EU Privacy and Data Security identify types of information that are covered by the Data Protection Directive and which therefore must be protected identify data processing activities that are restricted by the Data Protection Directive identify general rules related to the processing of personal data recognize the rights individuals have related to accessing information about the way their personal data is being used describe the requirements for the transfer of personal information to non-EU countries Duration: 1 ...
$75.00
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Understanding the Americans with Disabilities Act (ADA)
by Skillsoft
This course explains the concepts, requirements, and practical application of the Americans with Disabilities Act of 1990 (ADA), as amended by the ADA Amendments Act. The ADA makes it unlawful to discriminate in employment against a qualified individual who has a disability. The Act requires all private, state, or local government employers with 15 or more employees to ensure that people with disabilities have an equal opportunity to apply for jobs and work in positions for which they are qualified, have equal access to benefits and privileges, and have an equal opportunity to be promoted once they are working. The course outlines the manager's role in ADA compliance and explores the potential consequences of failing to comply with the ADA's requirements. This course was developed with subject matter support provided by the Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 intended to substitute for obtaining legal advice from an attorney licensed in your state.Audience: Primarily managers and supervisors, as well as any employees whose responsibilities include employment decisionsObjectives: Understanding the Americans with Disabilities Act (ADA) identify the types of conditions that are defined as disabilities under the ADA recognize situations where a person with a disability is being discriminated against identify the types of employers and employment practices covered by the ADA differentiate between reasonable accommodation and undue hardship determine which accommodation requests would be considered reasonable and which might cause an undue hardship for a given situation sequence the stages of the interactive process that must take place when an employee requests an accommodation identify employer responsibilities under the ADA in relation to existing and potential employees identify the types of interview questions an employer may not ask an applicant in relation to disabilities identify the possible consequences for a company that fails to comply with the ADA in a given scenario identify the courses of action available to employees or job applicants when they believe they have been discriminated against choose the most suitable procedure for handling a discrimination complaint Duration: 1 ...
$75.00
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Foreign Corrupt Practices Act
by Skillsoft
US firms seeking to do business in foreign markets must be familiar with the Foreign Corrupt Practices Act (FCPA). The Act prohibits corrupt payments to foreign officials for the purpose of obtaining or keeping business. This course provides an overview of the FCPA. It illustrates how the Act can impact your business and gives advice on the steps you can take to make sure that your business adheres to the provisions of the Act. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employeesObjectives: Foreign Corrupt Practices Act recognize the two categories of FCPA provisions identify the reason the FCPA was established identify the reason for the 1988 amendment to the FCPA identify the benefits of complying with the FCPA identify the areas covered by the anti-bribery provisions of the FCPA identify the elements used to determine whether an action constitutes a violation of the FCPA recognize affirmative defenses to violations of the FCPA identify the two accounting requirements for US companies imposed by the FCPA identify the fines and penalties that can be imposed on a business or individual under the FCPA identify the best practices for compliance with the FCPA recognize the benefits of implementing best practices for adhering to the FCPA and recognizing red flags for FCPA compliance determine if transactions in a given scenario are likely to violate the FCPA identify red flags that signal FCPA violations Duration: 1 ...
$75.00
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Sarbanes-Oxley: What You Need to Know
by Skillsoft
Sparked by a wave of dramatic corporate and accounting scandals, the Sarbanes-Oxley Act was signed into law on July 30, 2002. The law is intended to protect investors by improving the accuracy and reliability of corporate disclosures required by law, and to enforce compliance by making both corporations and individuals accountable for their actions via administrative, civil, and criminal enforcement mechanisms. Sarbanes Oxley provides the most forceful protections to date for corporate whistleblowers: it prohibits retaliation against whistleblowers, reinforces the act of whistleblowing, and requires public companies to adopt a code of business ethics and protocols for receiving and reviewing reports of fraudulent activities. While most employees' job duties do not include the implementation of the compliance requirements for corporate disclosures, they still need to know what constitutes fraudulent activity under Sarbanes Oxley so they can report any violations within their organizations, without fear of retaliation. In this course, you'll learn about the key provisions of the Sarbanes-Oxley Act and how it defines fraudulent activities. You'll also learn about the civil and criminal penalties for violating Sarbanes Oxley and about the protection that the Act provides to corporate whistleblowers. This course was developed with subject matter support provided by the Labor and Employment Practice Group of the law firm of Burr & Forman LLP. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employeesObjectives: Sarbanes-Oxley: What You Need to Know recognize key concepts relative to the main provisions of the Sarbanes-Oxley Act identify the main areas of corporate and auditing responsibility under the Sarbanes-Oxley Act 2002 identify the types of actions that are considered violations of the Sarbanes-Oxley Act recognize how the provisions of the Sarbanes-Oxley Act afford legal protection for corporate whistleblowers recognize why it is important for employees to be aware of the protection Sarbanes-Oxley provides to corporate whistleblowers Duration: 1 ...
$75.00
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Understanding the Risks of Using Internet Media and Electronic Communications
by Skillsoft
Regular use of the Internet and electronic communications is a way of life for most people, as technology makes it easier to communicate with coworkers, clients, family, and friends. The near constant availability of e-mail, social and professional networking web sites, personal digital assistants (PDAs), cell phones, and other tools has blurred the line between work and home to the point where our online activities at home may have an impact on our companies and employment. Most employers encourage employees to use the Internet and other electronic communication tools for business purposes, and some employers also permit a certain level of personal use in the workplace as well. For this reason, it's important to be familiar with your company's policy on Internet use and electronic communications. This course provides background information to be considered in light of your own company's policies. You will learn about some generally accepted best practices for protecting your own and your company's best interests while using e-mail, instant messaging, text messaging, as well as other Internet technologies such as social networking sites and blogs. This course was developed with subject matter support provided by the Labor and Employment Practice Group of the law firm of Burr & Forman LLP. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employeesObjectives: Understanding the Risks of Using Internet Media and Electronic Communications recognize activities that expose individuals and their companies to potential liability as the result of misuse of electronic communications identify general best practices for using the Internet in a manner that minimize or avoids the risks and liabilities associated with its use recognize common practices related to sending and receiving e-mail, IM and text messages that DO NOT reflect best practices recognize best practices for avoiding liabilities associated with using social networking sites identify best practices related to blogging Duration: 1 ...
$75.00
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Antitrust – Overview
by Skillsoft
Antitrust laws prohibit business practices that undermine competitiveness or are considered to be unfair. The term 'antitrust' derives from US legislation that was originally formulated to combat business trusts – now commonly known as cartels. There are three major federal antitrust laws: the Sherman Antitrust Act, the Clayton Act, and the Federal Trade Commission Act. Essentially, these laws prohibit business practices that unreasonably deprive consumers of the benefits of competition, resulting in higher prices for inferior products and services. The Antitrust Division of the US Department of Justice (DOJ) and the Bureau of Competition of the Federal Trade Commission (FTC) share responsibility for enforcing antitrust laws. This course enables learners to recognize the basic provisions of antitrust legislation and how they are enforced. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employees involved in day-to-day business practices that impact their organization's competitive positionObjectives: Antitrust – Overview match the three major antitrust laws with their provisions recognize the benefits of antitrust legislation for the consumer identify examples of business practices that constitute an illegal horizontal agreement identify examples of business practices that constitute an illegal vertical agreement recognize examples of business scenarios that violate provisions of antitrust legislation identify ways in which federal antitrust legislation is enforced recognize strategies that US antitrust agencies use to assist international antitrust enforcement identify prerequisites for an effective antitrust leniency program recognize the benefits of leniency programs Duration: 0.5 ...
$75.00
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I-9 Compliance: Verifying Employment Eligibility of US and Non-US Citizens
by Skillsoft
Many people come to the United States in search of employment opportunities. While many of these people enter the country legally and have authorization to work here, there are many others who reside in the US illegally. Section 274A of the Immigration and Nationality Act (INA) requires employers to hire only individuals who are legally eligible to work here. The I-9 form is the key to compliance with this requirement. It protects employers from knowingly hiring employees who are not authorized to work in this country. The law requires employers to verify the individual’s eligibility for employment by requiring the employee to produce documentation that verifies who they are, and that they are authorized to work in the US. This requirement applies to all employees – US and non-US citizens alike. Therefore, it's important to understand the requirements to be able to comply with the law. This course provides an introduction to I-9 compliance, focusing on the purpose of the form, who must complete it, when to complete it, how to use it to verify employment, and the legal compliance requirements associated with the law. It also provides a brief discussion about employing non-US citizens. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: Managers and supervisorsObjectives: I-9 Compliance: Verifying Employment Eligibility of US and Non-US Citizens determine who must complete an I-9 form in a given scenario review an I-9 form to make sure it has been completed correctly for a given employee identify situations that represent unlawful discriminatory practices related to I-9 compliance identify employer requirements related to I-9 compliance classify types of unlawful employment practices according to whether they would be considered civil or criminal violations Duration: 1 ...
$75.00
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FMLA Leave and More: An Overview of Legally Protected Leave
by Skillsoft
A sick child at home. An accident or injury. A death in the family. Notification to serve on the jury for an upcoming trial. Each of these events is part of life and can temporarily prevent an employee from being able to perform his or her job. Supervisors and managers often find themselves in the position of approving or denying requests for employee leave as they handle the company’s day-to-day operations. It is important for managers and supervisors to understand the basic guidelines for granting leave that are established by the Family and Medical Leave Act (FMLA) and other laws. This course describes the family- and health-related situations that trigger an employee’s eligibility to take leave under the FMLA. It also explores the other types of leave which are protected by law and examines the criteria for leave entitlement. This course incorporates the FMLA regulations issued by the U.S. Department of Labor which took effect on January 16, 2009. This SkillSoft product has been reviewed by the Employment Practice Group of Burr & Forman LLP. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 intended to substitute for obtaining legal advice from an attorney licensed in your state.Audience: Primarily managers and supervisors, as well as other employees whose responsibilities include managing employee leave.Objectives: FMLA Leave and More: An Overview of Legally Protected Leave identify the entitlements granted by the Family and Medical Leave Act recognize the benefits of knowing which employees are entitled to under the FMLA identify the criteria for employers to be covered under the FMLA identify the criteria for employees to be covered under the FMLA identify a manager's responsibilities related to the FMLA recognize situations when an employer must grant employee leave under laws other than the FMLA Duration: 1 ...
$75.00
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Procurement Integrity
by Skillsoft
Integrity in the procurement and acquisition process is essential to ensuring fairness in the selection and awarding of contracts through a competitive bid process. Prior abuses of these processes led to the passage of the Procurement Integrity Act. The purpose of the act is to protect the federal agency procurement process from federal employees or contractors who attempt to give or obtain information that is not known to other bidders, thereby resulting in an unfair advantage to themselves. The dollar volume of government purchasing is enormous. The rules that apply to the procurement process and maintenance of its integrity are extensive, far-reaching, and complex. Employees of federal contracting organizations who interact with government purchasing officials need to understand the regulatory framework in order to avoid putting themselves, their employers, or government officials with whom they interact in problematic situations. 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: All employees involved in procurement activities for federal contractorsObjectives: Procurement Integrity recognize examples of contractor actions that violate the provisions of the Procurement Integrity Act identify the four provisions of the Procurement Integrity Act identify the types of penalties and administrative actions that can be taken against federal contractors who violate the Procurement Integrity Act identify examples of gifts that a contractor should not offer to a federal official identify actions that violate the Anti-kickback Act identify the FAR recommendations regarding actions a company must perform after being awarded a federal contract Duration: 1 ...
$75.00
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Privacy and Information Security
by Skillsoft
Information about individuals is used by businesses to provide customers with a huge array of targeted goods and personalized services that consumers have come to expect. If it lands in the wrong hands, this same information can result in harm to the very individuals it was meant to serve. The protection of an individual's personal information has business implications that extend beyond the privacy of any one individual. Private information relative to certain businesses and industries is protected by various laws. For example the Health Insurance Portability and Accountability Act (HIPAA) laws protect private medical information. Many states have enacted their own laws, and the federal government is regulated by the Privacy Act of 1974. Legislatures are increasingly responding to calls for greater protection of private information, and stories of improper disclosures of large volumes of private information receive prominent media attention. At present, there is no broad, general federal law protecting the privacy of customer information; most protections are aimed at particular types of information (such as medical or student records, for example) or particular types of businesses (such as medical providers, banks, and financial services businesses, for example). Customers and consumers expect their information to be protected and businesses that recognize the need to make privacy part of their business strategy, are ahead of the game. Many companies have gone to great lengths to protect information using technological advances. However, the ability of a business to protect private information it collects as part of its business is only as strong as its weakest link – the human factor – something that technology just can't overcome. This course is aimed at helping individuals who work with private information understand the ways that this information can be disclosed inadvertently. It will ensure that private information doesn't fall into the wrong hands. 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: All employees, especially those who have access to private informationObjectives: Privacy and Information Security match laws that govern the protection of specific types of information for individuals with the types of information they regulate and the industries/sectors most affected recognize examples of personal information that might be considered private identify the potential avenues of exposure businesses must overcome in order to protect private individual information from being disclosed identify the characteristics/tendencies social engineers capitalize on to get the information they want recognize examples of social engineering identify guidelines for ensuring that private information is protected Duration: 1 ...
$75.00
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Equal Employment Opportunity and Discriminatory Practices in Hiring
by Skillsoft
Think about the last time you conducted an employment interview. Did you pay attention to the types of questions you asked the applicants? If not, you may have requested information prohibited under antidiscrimination laws. It is essential to know the types of questions that can, and cannot, be asked in order to avoid charges of unfair discrimination. It is also essential to understand how to use selection procedures that are free from intentional, and unintentional, discrimination. In this course, you will learn about the Equal Employment Opportunity laws and how these laws apply to you. You will also learn how to avoid unfair discrimination in the recruitment and hiring process. This course was developed with subject matter support provided by the Labor and Employment Practice Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: Managers and other individuals who have an interest in learning about the laws enforced by the Equal Employment Opportunity CommissionObjectives: Equal Employment Opportunity and Discriminatory Practices in Hiring recognize examples of employment actions that are prohibited by provisions in the Equal Employment Opportunity laws recognize the benefits of being familiar with EEO laws match EEO terms with their definitions identify examples of potentially discriminatory statements that do not belong in job descriptions identify guidelines for EEO-compliant recruitment methods identify examples of prohibited interview questions Duration: 1 ...
$75.00
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Integrity in the Workplace
by Skillsoft
Whistleblowing and ethics in the workplace have been in the headlines over the past few years because high-profile employees have blown the whistle on large public companies, such as Enron and WorldCom. However, integrity and ethics in the workplace are not just for large, high-profile companies. Almost every employer is subject to state or federal laws and regulations, and if the employer does not promote an ethical culture, individual employees with integrity may choose to blow the whistle on their employer's wrongdoing. Whistleblowing isn't just for accountants or lawyers who uncover widespread evidence of fraud. It's also for average, everyday employees who discover illegal or unethical behavior in the workplace, and decide to report it. This course discusses various aspects of corporate ethics, including fraud and abuse associated with financial, safety, health, environmental, and other workplace issues, and the regulatory agencies, laws, and regulations that govern them. The course also discusses how both employers and employees can improve integrity and promote an ethical workplace culture. For employees, it is important to understand how to blow the whistle objectively, and also to understand the general protections afforded to whistleblowers by law, which protect them from retaliation by their employers. For employers, this means implementing policies and practices that promote openness and transparency in the workplace, encouraging employees to report their concerns internally, and rewarding employees and managers for strict compliance with laws and regulations. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Burr and Forman LLP. As of the date reviewed, the content of this course is in compliance with federal law and judicial precedent. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employeesObjectives: Integrity in the Workplace recognize the types of fraud or abuse issues that are commonly subject to whistleblowing by employees recognize appropriate strategies for blowing the whistle recognize the purpose whistleblower protections serve identify the types of actions that are prohibited by whistleblower protection laws Duration: 1 ...
$75.00
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BIS Export Controls and Antiboycott Provisions
by Skillsoft
After the events of September 11, 2001, the Export Administration Regulations (EAR), under the direction of the US Department of Commerce, Bureau of Industry and Security (BIS), tightened up export controls in an effort to prevent unauthorized access to US goods and technologies by foreign countries that might use these items for military or other harmful uses. The EAR are far reaching and affect any business transactions that involve the export from the US, or re-export from another country, of items which are subject to the EAR. Another provision in the EAR includes compliance with antiboycott laws, which were enacted to prevent US firms from participating in foreign boycotts that are not sanctioned by US policy. This course is designed to increase awareness of the authority of the EAR and the responsibilities of organizations and individuals to comply with them. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. 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, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.Audience: All employees in organizations that deal with items which are exported out of the US or re-exported from a foreign countryObjectives: BIS Export Controls and Antiboycott Provisions identify the purpose of the BIS Export Administration Regulations (EAR) identify the types of items controlled by the EAR differentiate between re-exports and deemed exports recognize examples of criteria used to identify items that are subject to the EAR recognize key concepts about the facts which must be gathered to determine the applicability of a company's obligations under the EAR recognize the benefits of being familiar with the EAR recognize red flag situations that indicate a potential risk recognize best practices for taking personal responsibility recognize possible consequences of non-compliance recognize the importance of complying with the EAR recognize the types of conduct prohibited by antiboycott laws under the EAR and the types of requests that must be reported Duration: 1.5 ...
$75.00
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Code of Conduct (Customizable)
by Skillsoft
The purpose of this course is to familiarize your employees with your company's Code of Conduct and any other related policies that define your expectations for their conduct as an employee of your company. This course is designed to serve as a customizable template for that purpose. Topics can be removed or modified to suit your company's requirements. Within the course template, each topic features a link to an external document containing a generic Code of Conduct policy statement and sample questions about that policy statement. We recommend that you replace these generic items with your company's own Code of Conduct policy statements and modify the questions and supporting content accordingly. SkillSoft's Custom Development Solution Team is available to perform the modifications to fit your company's specific requirements. This course was developed with subject matter support provided by the Labor and Employment Practice Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. 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, state, or local law. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-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 intended to substitute for obtaining legal advice from an attorney licensed in your state. All sample policies within the course are provided as placeholders only. SkillSoft intends that this course will be customized to include your organization's Code of Conduct and other related materials. This course is not intended to be used off the shelf without appropriate modification to reflect your organization's Code of Conduct and any relevant policies, procedures, employee handbooks, etc.Audience: All employeesObjectives: Code of Conduct (Customizable) determine whether the actions in a given scenario are in violation of XYZ Company's Insider Trading Policy identify key concepts associated with general issues related to insider trading identify key aspects of the company's policy on insider trading determine whether the actions in a given scenario violate XYZ Company's Anti-trust and Fair Competition Policy identify key concepts associated with anti-trust and fair competition identify key aspects of the company's Anti-trust and Fair Competition Policy determine whether the actions in a given scenario are in violation of the company's International Trade and Foreign Corrupt Practices Policy identify key concepts associated with general issues related to the Foreign Corrupt Trade Practices Act identify key aspects of XYZ Company's International Trade and Foreign Corrupt Practices Policy determine whether the actions in a given scenario are in violation of XYZ Company's policy related to political activities and contributions identify some reasons why the workplace is not always the most appropriate place for political activities identify key aspects of the company's Political Contributions and Activities Policy determine whether the actions in a given scenario are in violation of XYZ Company's policy related to preventing harassment in the workplace identify the characteristics of behaviors that could be considered harassment identify key aspects of the company's Harassment Prevention Policy determine whether the actions in a given scenario are in violation of XYZ Company's policy related to health, safety, and environmental concerns identify the purpose of the Occupational Safety and Health Act of 1970 identify key aspects of the company's Health, Safety, and Environmental Concerns Policy determine whether the actions in a given scenario are in violation of your company's Conflict of Interest/Corporate Opportunity Policy identify key concepts associated with general issues related to conflicts of interest identify key aspects of your company's Conflict of Interest Policy determine whether the actions in a given scenario are in violation of your company's policy on the acceptance of gifts and gratuities from vendors recognize the purpose of policies that restrict the acceptance of gifts and gratuities from vendors identify key aspects of your company's policy on gifts and gratuities from vendors determine whether the actions in a given scenario are in violation of your company's policy about protecting confidential information identify types of information that would be considered confidential or proprietary business information identify key aspects of your company's policy on protecting confidential information determine whether the actions in a given scenario are in violation of your company's policy about using company assets recognize the importance of proper use of company assets identify key aspects of your company's policy on using company assets determine whether the actions in a given scenario are in violation of your company's policy about accounting and financial integrity recognize concepts associated with accounting and financial integrity identify key aspects of your company's policy on accounting and financial integrity identify the value diversity brings to an organization determine whether the actions in a given scenario are in violation of your company's policy on reporting ethical violations recognize the importance of reporting ethical violations identify key aspects of your company's policy on reporting ethical violations determine whether the actions in a given scenario are in violation of your company's policy about non-retaliation identify the types of behaviors that would be considered retaliatory identify key aspects of your company's policy on non-retaliation Duration: 3 ...
$75.00
Details
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