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
Numerous legislative changes take effect on or about January 1, affecting minimum wage rates, employee leaves, health care benefits and more. HR should take note of these legal developments and take appropriate steps to comply.
Updated to include sexual harassment and assault prevention training requirements for employers of isolated workers, effective January 1, 2020.
Updated to reflect amendments to Illinois requirements, effective January 1, 2020.
Updated to reflect amendments to sexual harassment prevention training requirements for construction workers; implicit bias training for health care providers; and to include the Janitor Survivor Empowerment Act, all effective January 1, 2020.
Updated to reflect safety training requirements for workers in the convention industry, effective January 1, 2020.
As mandated by the Connecticut Commission on Human Rights and Opportunities, covered Connecticut employers should provide the Connecticut Model Sexual Harassment Prevention Training to employees, or meet or exceed its requirements.