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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
Details
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
Details
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
Details
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
Details
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
Details
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
Details
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
Details
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
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
Details
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
Details
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