Sexual Harassment (2 courses)
by MindLeaders
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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
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$75.00
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
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$75.00
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
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$75.00
The No FEAR Act
by Skillsoft
The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), with an effective date of October 1, 2003, requires that federal agencies be more accountable for violations of antidiscrimination and whistleblower protection laws. This course will outline the rights federal employees have under antidiscrimination and whistleblower laws and provide details on how the No FEAR Act is being implemented. This course has been developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Federal government employees; employees of federal agencies; supervisors of federal employees; managers of federal employees; employees who buy goods and services from the private sector for the federal government; employees who deal with the public who are looking to obtain permits, licenses, and address other regulatory needsObjectives: The No FEAR Act identify the main reasons why the No FEAR Act was passed recognize examples of prohibited personnel practices identify the remedies available to federal employees who have been discriminated or retaliated against recognize the essential elements for creating an office environment that is free from discrimination recognize examples of the types of topics that must be included to meet the training requirements under the No FEAR Act identify the notification requirements under the No FEAR Act identify the reimbursement requirements under the No FEAR Act identify examples of the types of information that must be included in the annual report to meet the reporting requirements of the No FEAR Act identify the timing requirement for filing the annual report Duration: 1
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$75.00
IT 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. In addition, federal employees need to acknowledge and discharge their responsibility to operate these information systems securely. This course outlines the role of federal employees in ensuring the secure operation of federal information systems. This course meets the training requirement under FISMA and NIST pub 800-16.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, licenses or to address other regulatory needsObjectives: IT Security Awareness recognize how to achieve the goal of information security in an agency match specific information security threats to examples identify examples of the types of incidents that can compromise information security classify attack types 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
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$75.00
The US Constitution
by Skillsoft
This course looks at how the US Constitution was established. It provides insight into how the form of the national government came to be. It also provides coverage of the rights and liberties of the American people as enshrined in the Bill of Rights and subsequent amendments to the Constitution. Finally, the course looks at how the power was distributed and the creation of the three branches of government: the legislature, the executive, and the judiciary.Audience: Federal government employees; employees of federal agencies; supervisors of federal employees; managers of federal employees; employees who buy goods and services from the private sector for the federal government; employees who deal with the public who are looking to obtain permits, licenses, and address other regulatory needsObjectives: The US Constitution recognize the need for the creation of the US Constitution match each article of the Constitution to examples of its purpose recognize how the separation of powers outlined in the Constitution works in the practice of the government recognize how amendments are made to the US Constitution |w identify the purpose of the Bill of Rights and examples of its application |w match key amendments to the US Constitution with their descriptions Duration: 1
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
The AODA: Customer Service and Accessibility
by Skillsoft
The Accessibility for Ontarians with Disabilities Act 2005 (the AODA) is a comprehensive law designed to make Ontario completely accessible to persons with disabilities by the year 2025. The provincial government is enacting a number of Accessibility Standards as regulations under the AODA. Each Accessibility Standard is targeted at removing barriers for people with disabilities in key areas of daily living. This course covers the Customer Service Standard, the purpose of which is to make the goods and services provided by businesses and organizations in Ontario accessible to people with disabilities. This course is designed to address the training requirements outlined in the Customer Service Standard. To that end, it covers the purpose of the AODA and the requirements of the Customer Service Standard; how to interact and communicate with people with various types of disabilities including those who use assistive devices, service animals, or support people; how to use equipment or devices made available by your organization that may assist people with a disability to access your organization's goods and services; instruction on what to do if a person with a particular disability is having difficulty accessing your organization's goods or services; and instruction on how to become familiar with your organization's policies, practices, and procedures governing the provision of goods and services to people with disabilities. This course was developed with subject matter support provided by Sherrard Kuzz LLP Employment and Labour Lawyers. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, provincial, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an lawyer-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an lawyer-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from legal counsel in your jurisdiction.Audience: Every person who deals with members of the public or other third parties on behalf of a business or organization, whether the person does so as an employee, agent, volunteer, or otherwiseObjectives: The AODA: Customer Service and Accessibility identify the expectations for providing customer service in accordance with the requirements of the Customer Service Standard choose to provide customer service in a manner that embodies the four key principles of the Customer Service Standard identify the four key principles of the Accessibility Standard for Customer Service interact and communicate in an appropriate manner with a customer who has a disability interact in an appropriate manner with a customer who requires the use of an assistive device interact in an appropriate manner with a customer who requires the use of a support person or service animal Duration: 1.5
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$75.00
Interviewing and Hiring Practices
by Skillsoft
In this simulation, you will assume the role and responsibilities of an HR professional at BTJ Technical Staffing Inc., a metropolitan staffing and recruitment agency. Having faced claims of possible discrimination in past job postings created on behalf of clients, BTJ management has redoubled its efforts to ensure that all employment advertisement is above reproach and adheres strictly to antidiscrimination guidelines. The simulation is based on the SkillSoft series "HR Compliance" and includes links to the following course: LCO0118.Audience: HR professionals, members of management with hiring responsibilityObjectives: Interviewing and Hiring Practices Simulation creating nondiscriminatory employment advertising. demonstrating sound judgment. Duration: 0.5
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$75.00
Interviewing and Hiring Practices
by Skillsoft
This course is intended to teach learners how to exercise sound judgment in the hiring and interviewing process. Not many companies nowadays specify discriminatory characteristics either directly or openly in an advertisement, unless these are required by a bona fide occupational qualification. Your advertising medium, the questions you ask on forms, what you discuss in company publications, and your interview questions combine to create an impression of you and your organization. It may happen, unintentionally, that your recruiting, interviewing, and hiring processes illegally or unfairly discriminate against "protected" individuals or minority groups. It may also happen that your company communicates the wrong message unintentionally. This course helps to recognize aspects of discrimination in advertising and other recruitment materials, and how to avoid the use of discriminatory language. The course also highlights employers' legal obligations regarding discrimination and other recruitment issues, and the importance of basing your recruitment decisions on a valid business reason or a bona fide occupational qualification. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: HR professionals, members of management with hiring responsibilityObjectives: The Hiring Process identify an employer's responsibilities regarding antidiscrimination legislation during the hiring process. identify examples of hiring policies that ensure workplace diversity. recognize examples of legal and illegal job advertisement text. identify preoffer employment testing procedures that violate nondiscrimination practice. identify the procedures used to avoid negligence in the hiring process. recognize the benefits of conducting background checks on prospective employees.Interviews and Making Job Offers identify interview techniques that comply with nondiscriminatory hiring regulations. identify the correct procedures to follow during the different stages of a job offer. identify the value of following the correct procedures when making a job offer.Compliance and Reporting Requirements identify the importance of complying with employment equality legislation. identify record-keeping requirements related to the hiring process. identify the legal requirements associated with requesting a consumer report on a job candidate. identify the benefits of adhering to the Fair Credit Reporting Act's hiring guidelines. Duration: 1
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$75.00
Intellectual Property Overview
by Skillsoft
Management is often confronted with the responsibility of protecting a company's intellectual property rights, while still communicating the company's identity or ideas to internal and external customers. How does management perform this function effectively while keeping the law on its side? This course explains the basic types of intellectual property, the legal protections in place, and the potential consequences of violating intellectual property rights. The course covers current copyright, patent, and trademark laws and presents methods for minimizing legal liabilities. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Supervisors and all employeesObjectives: Intellectual Property and Copyright identify examples of the different types of intellectual property. recognize the appropriate categories of intellectual property law in a given scenario. recognize examples of creative works that qualify for copyright protection. recognize the benefits of copyright registration. identify the rights granted to a copyright owner by the U.S. Copyright Act of 1976. determine whether creative works meet the requirements of copyright protection in a given scenario. recognize examples of copyright infringement. recognize examples of online copyright infringement. recognize examples of fair use of copyrighted material.Patents and Trademarks identify the appropriate types of patent to apply for in a given scenario. classify examples of patent infringement as direct or indirect infringement. match the different types of trademarks with their descriptions. identify the methods of enforcing your trademark rights. recognize the advantages of registering a trademark. Duration: 1.5
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$75.00
Insider Trading
by Skillsoft
Illegal insider trading is harmful to the marketplace. The ethical arguments against insider trading draw attention to the disparity of information between the two parties to the transaction, the violation of property rights, and the undermining of investors' confidence in the market. This course will provide examples of illegal insider trading and list the main provisions under law governing legal insider trading. It also discusses the civil and criminal penalties incurred by insider traders and the companies that they work for. It identifies the main procedures that companies should take to prevent insider trades generally and specifically during pension fund blackout periods. The main rules regarding the reporting of insider trading are also discussed. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Managers, supervisors, employeesObjectives: Introduction to Insider Trading distinguish between legal and illegal insider trading. match ethical arguments against insider trading to examples. identify the section(s) of security law that apply in a given scenario. match the forms that insider traders must complete to comply with trading rules to examples. recognize the information that must be completed on a Form 4 for a given scenario. distinguish between penalties for illegal insider trading.Preventing and Dealing With Illegal Insider Trading identify how an effective compliance program can help to prevent insider trading. recognize the benefits of using a compliance program to prevent inadvertent insider trading. identify the transactions that are exempt during pension fund blackout periods to prevent insider trades. recognize key concepts associated with protecting and rewarding those who report on insider trading. Duration: 1.5
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$75.00
Independent Contractors and Temporary Employees
by Skillsoft
Many companies are hiring contract or temporary employees to meet their changing staffing needs. Before hiring an independent contractor or temporary employee--also referred to as a contingency worker--companies should be aware of the costs involved along with the relevant legal and taxation issues. It is important that both parties have a clear understanding of the terms of their agreement with the appropriate distribution of risks and responsibilities. This course explains the differences between independent contractors and temporary employees, the benefits and drawbacks of both, and how to get the most out of your hiring practices. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm Sheehan Phinney Bass + Green PA.Audience: Managers, supervisors, and employersObjectives: The Changing Face of Employment identify the reasons for using independent contractors and temporary employees. distinguish between temporary and permanent employees. recognize the difference between independent contractors and permanent employees. determine a worker's status using the IRS three-part analysis. recognize the advantages and disadvantages of working with independent contractors. recognize the advantages and disadvantages of working with temporary employees.Hiring Issues identify the main steps that an employer should take when hiring independent contractors. identify the questions that an employer should ask of a prospective employment agency. differentiate between examples of employer's and agency's responsibilities in a co-employment relationship. select the records that your company should retain in the event of being audited by an agent from the government. identify the government agencies that are entitled to review your company's employment practices. recognize common compliance errors employers make when hiring independent contractors or temporary employees. recognize the benefits of knowing the legal obligations associated with hiring temporary employees and independent contractors. Duration: 1.5
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$75.00
Union Awareness
by Skillsoft
According to the U.S. Department of Labor's Bureau of Labor Statistics, in 2004, 12.5 percent of wage and salary workers were union members--down from 12.9 percent in 2003. Why is membership declining? Perhaps the growing number of laws in place to protect workers prevents the necessity of unions, or perhaps the nature of the work itself has changed. Regardless of the decline, workers still have the legal right to form unions, and you need a basic understanding of workers' rights, and what rights you have as an employer. It's important to understand why employees form unions, and how best to deal with them in your workplace. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.Audience: Managers and supervisorsObjectives: The Legal Base of Labor Unions identify the main characteristics of labor unions. identify good practices for handling the formation of a union in the workplace. recognize the benefits of good practices when union formation activities occur in the workplace. recognize acceptable employer behavior under labor union laws. identify an employer's obligations to employees under labor union laws. identify the characteristics of a bargaining unit. recognize the clauses in a Collective Bargaining Agreement. recognize the positions, strategies, and subjects of collective bargaining.Employers and the NLRB identify the practices employers can use to prevent union formation in the workplace. recognize the benefits of avoiding union formation in the workplace. match union organizing tactics with their uses. sequence the steps involved in the union recognition process. sequence the process of conducting a union election. recognize examples of how an employer may legally respond to union activity. recognize the role of the NLRB in preventing unfair labor practices. determine how an organization can comply with the NLRA in a given scenario. Duration: 2
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$75.00
Workplace Diversity Awareness
by Skillsoft
During this simulation, you will be employed as a human resources generalist for a growing environmental design firm. Though the company complies with all equal opportunity hiring practices and labor policies, it has failed to directly address the issues of diversity and inclusiveness within its corporate culture. With the company fast approaching a crucial juncture in its growth and expansion, the CEO has instructed you to begin introducing the concept of inclusiveness through a diversity initiative. This simulation contains links to the following course: lchr_01_a03_lc_enus. The types of responses this simulation presents are not intended to apply to all situations. Other responses may be as appropriate or effective, or more so, in particular situations. Individual employees will need to decide, on the basis of their own specific circumstances, how best to respond. Employees who are uncertain how to proceed in a particular situation should consider seeking help from a company human resources representative, an ombudsperson, an employee assistance program counselor, a friend, or another resource. This SkillSoft product has been reviewed by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated. As a result, any individual using this course should consult with legal counsel before taking action based on this information. This product does not constitute legal advice. No warranties, express or implied, are offered as to the content of this course. By using this course, you agree not to hold SkillSoft Corporation, Sheehan Phinney Bass + Green Professional Association, or any individual, employee, agent or representative of those entities liable for any damages resulting from the use of this material, whether the damages are direct, indirect, consequential, or otherwise.Audience: All employees with an emphasis on management and human resource personnel who need to understand and implement compliance policiesObjectives: Workplace Diversity Awareness Simulation communicating the differences between diversity and inclusiveness. outlining the benefits of diversity. demonstrating effective communication. using inclusive language. Duration: 0.5
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$75.00
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
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$75.00
PCI Compliance: What You Need to Know
by Skillsoft
The payment card industry (PCI) is booming with people using credit and debit cards with increasing frequency for all sorts of transactions, every day. The prevalence of credit and debit card usage creates opportunities for fraud, theft, privacy violations, and counterfeiting. To ensure the safety of cardholder information, the Payment Card Industry has adopted a set of global data security standards (PCI DSS version 2.0), that merchants must adhere to in order to accept payment cards from a payment brand (Visa, Discover, JCB International, MasterCard, American Express), as well as to be able to store, process, and/or transmit cardholder data. This course is meant to provide awareness training for end-users of payment systems (cashiers, back-office processors, etc.) as required by Standard 12.6.1.Audience: Any employee who deals with payment card transactions either at the point of sale or in a "back-office" functionObjectives: PCI Compliance: What You Need to Know identify the types of cardholder data that must be protected under the PCI DSS determine whether a credit card presented by a cardholder is legitimate based on its characteristics and what action to take based on your determination protect cardholder data during point of sale transactions when the card is present Duration: 0.5
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00
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
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$75.00