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
Updated to reflect an amendment to law regarding expungement of criminal records in Delaware.
Updated to reflect amendments to sexual harassment prevention training requirements for construction workers and seasonal, temporary and other employees; implicit bias training for health care providers; and to include the Janitor Survivor Empowerment Act.
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.
Updated to reflect amendments to Connecticut requirements, effective October 1, 2019.
Updated to include sexual harassment prevention training requirements under the Act Combatting Sexual Assault and Sexual Harassment, effective October 1, 2019.
Updated to reflect amendments to sexual harassment prevention training requirements, effective August 30, 2019; under review in relation to amendments expanding sexual harassment prevention training.