Emtrain Blog

New Year's Resolutions for Compliance Professionals

Posted by Sally March

December 27, 2016

 

The following post was written by our Expert contributor, Sally March and was originally published in the January 2017 issue of Compliance and Ethics Professional (an SCCE publication).


I’ve never been one for New Year’s resolutions myself. I still think in terms of school years and tend to do my own reassessment in September. But regardless of when your “new” year begins, it is always good to take a look back at the year gone by and forward to the year ahead.

I worked in Russia in a former life, so I sometimes see my work in terms of the old Soviet 5-year plan. We need to recognize that building and maintaining an effective ethics and compliance program is not a short-term proposition. It is good to have a 3-5 year strategy for the program and take it out every so often to see if we are where we need to be for long-term success.

Read More

Topics: Business Compliance

5 Ways to Implement a Modern Approach to Harassment Training [GUIDE]

Posted by Allison Baker

December 22, 2016

Corporate training mandates have been around since 1999, but an EEOC task force report found little evidence that training lowered the number of harassment claims at all.

Download your free guide to discover five ways to implement a modern approach to harassment training to impact change and reduce claims.

This guide will help you:

  • take a data-driven approach to your harassment prevention program

  • utilize video and other multimedia to engage learners

  • create a sustainable program that won't break your budget or workload

Read More

Topics: HR, HR Compliance, Preventing Harassment

5 Essential Steps to Take When Planning Your Reduction in Force (RIF)

Posted by Steve Cadigan

December 20, 2016

While every business would prefer to avoid the trauma of a RIF, unfortunately it’s an inevitable cycle that hits every organization at some point. A critical element when facing the prospect of a RIF is planning and preparing extensively.

To implement a RIF as quickly and humanely as possible, spend some time planning out how you will address all the relevant issues. Here are 5 essential things to consider when planning your RIF:

Read More

Topics: HR Compliance, Talent Management, People Skills, Company Culture

Compliance professionals: Here's why you need to market yourself

Posted by Sally March

December 15, 2016

 

The following post was written by our Expert contributor, Sally March and was originally published in the December 2016 issue of Compliance and Ethics Professional (an SCCE publication).


“I don’t know what Compliance does.” Are you still hearing this as you talk with people in your organization?

I was asked recently what the lines of demarcation are between Compliance, Enterprise Risk Management, and other functions. So I searched the literature and found very little. Some organizations use GRC—Governance, Risk, and Compliance—as a catch-all for ensuring adequate internal controls. Others split responsibilities across several functions.

For example, ERM scans the horizon to ensure the business understands all its risks, including compliance risks, but it doesn’t monitor effectiveness or offer assurance that those risks are being mitigated adequately to prevent misconduct.

Read More

Topics: Business Compliance

GUIDE: How to Conduct a Reduction in Force (RIF) Efficiently and Humanely

Posted by Allison Baker

December 13, 2016

Rightsizing, streamlining, downsizing, or optimizing… whatever you call it, reductions in force (RIFs) are difficult for everyone involved.

While every business would prefer to avoid the trauma of a RIF, unfortunately it’s an inevitable cycle that hits every organization at some point.

A critical element when facing the prospect of a RIF is planning and preparing extensively. If you can conduct the transition as respectfully and efficiently as possible, you will be able to minimize the negative effects on your culture, mitigate exposure to claims, and move the organization through this difficult change quickly.

This guide for implementing a RIF, written by talent and culture expert Steve Cadigan, will help you balance business needs, legal requirements, and humanity during this difficult process.

Read More

Topics: HR, HR Compliance, Talent Management

4 Ways to Avoid Conflict at Your Workplace Holiday Party

Posted by Janine Yancey

December 5, 2016

This post was originally published on December 8, 2015 and was updated on December 5, 2016.


Whether you love them or hate them, holiday parties are an annual event for most organizations. 

Follow these steps to make sure your employees are having a great time at your workplace holiday party, while curbing any crazy antics and conduct.

Read More

Topics: People Skills

Brogrammers Disrupted: How Silicon Valley Could Become More Inclusive

Posted by Janine Yancey

December 2, 2016

This was originally published on Startup Grind, the global startup community.


The impact of technology on mainstream society has grown beyond measure. From the dawn of the Gig Economy to the ubiquity of smartphones, the way we live our lives has fundamentally changed over the last few years.

The accelerated pace of integrating technology into every conceivable consumer activity such as ride-sharing, finding lodging, food delivery, connecting with friends and so on presents an ironic opportunity for Silicon Valley to disrupt its own brogrammer culture and accelerate inclusion in a way that other sectors and regions simply cannot match.

Read More

Topics: Unconscious Bias, start-ups

The DOL's overtime rule is on hold – what do we do now?

Posted by Allison Baker

November 30, 2016

A week before the DOL’s new overtime rule would have been effective, a judge placed a nationwide hold on the law.

Read More

Topics: HR Compliance, Wage-and-Hour

After Hours Conduct Checklist for Supervisors and Employees [Free Download]

Posted by Allison Baker

November 21, 2016

 

The holidays are upon us, which means your employees may be interacting outside their regular work environment more than usual.

Office parties and holiday celebrations are a wonderful way to express gratitude and appreciation to co-workers and supervisors, but you'll want to make sure to set guidelines for appropriate workplace behavior.

It's important to remind your supervisors and employees that what might be appropriate behavior at a party they might throw themselves may not be appropriate at a work event. 

This checklist is available to our learners on our new Preventing Workplace Harassment course, but we thought it might be a great resource to distribute to your workforce right before the holidays.

Download your free After Hours Conduct Checklist for Supervisors and Employees by filling out your information below. As always, if you have any questions, ask our experts at experts@emtrain.com!

Read More

Topics: HR, HR Compliance, Laws & Regulations

NEW! Preventing Workplace Harassment Course Update

Posted by Allison Baker

November 17, 2016

Creating a respectful workplace is more important for employers now than ever. Employers have a greater responsibility to take steps to prevent harassment and many are failing to create effective prevention plans.

In fact, the EEOC task force reported in June that corporate harassment training has generally not changed workforce behavior due to the “check-the-box” nature of most programs.

Read More

Topics: HR Compliance, Preventing Harassment, workplace harassment, workplace culture