Overview: Training employees and supervisors, to the greatest extent possible, improves communications within the organization and reduces any organization's exposure to workplace legal risks. Specifically, proper recordkeeping practices can place employers in a better position when targeted in regulatory audits, participating in compliance reviews or defending court claims.
Training requirements vary by state. Training addressing harassment in the workplace continues to be required in several states. Newer legislative requirements address documentation regarding training in E-Verify compliance.
In order to achieve internal goals and balance training needs and desires, employers should conduct a training needs analysis. Effective training programs accurately identify what subjects should be taught, and which employees should be trained.
Trends: Employers now enjoy a wide array of employee training and development options, especially with the rise of learning-based technologies for the workplace. Global employers may wish to invest in a centralized training system, with options for customization based on local priorities and requests. Developments in this area add affordable possibilities to an employer's menu of training choices.
Author: Marta Moakley, JD, Legal Editor
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to training and development.
Updated to reflect forthcoming amendments to sexual harassment training requirements, human trafficking awareness training for certain transportation and hospitality employers and education and training requirements for talent agencies.
Updated to include New York requirements, effective October 9, 2018; forthcoming Delaware and New York City training requirements; and amended California requirements.
Updated to reflect final version of the resource following a public comment period.