Emtrain Blog

How to Avoid a Bias or Retaliation Claim

Posted by Phyllis Cheng

February 16, 2017


Do you think your company is immune to gender bias, discrimination, and harassment claims? Think again. Read on to learn how you can protect yourself and your company from the common issues that lead to costly harassment or gender bias claims in the workplace.

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Topics: HR Compliance, Legal, Preventing Harassment

5 Ways for HR to Stay Ahead in 2017 [Infographic]

Posted by Allison Baker

February 8, 2017


This year is going to be a big one for HR. While it will be challenging to keep up with changing regulations and technology, there's a huge opportunity for HR professionals to demonstrate value to their organizations.

Check out our handy infographic based on research from Kronos for strategies to stay ahead of the curve in 2017 and continue to provide valuable insight to your leadership team. Click here to download the PDF.

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Topics: Preventing Harassment

Let's Talk About Workplace Romance!

Posted by Allison Baker

February 3, 2017

 Valentine's Day in the office -- a day full of flowers, candy, and love letters. 

It's also an ideal time to gently remind your employees to think before leaping into a workplace romance. If they're not careful, hostility and awkwardness related to romance in the workplace can lead to something more serious like a harassment or bias claim.

As this video shows, workplace romances are great... until they're not!

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Topics: HR Compliance

Workplace Romance Guidelines for Supervisors and Employees [Free Download]

Posted by Allison Baker

February 2, 2017

It's incredibly common for people to find romance at work. In fact, a recent survey showed that over half of Americans have engaged in a workplace romance.

Depending on your policy, this may not be a negative thing (after all, at least 16% of people go on to marry a co-worker), but as many HR professionals know, romance in the workplace isn't always wine and roses.

Not all workplace romances have a happy ending; particularly if the romance involves a supervisor and an employee. It's important to periodically remind your supervisors and employees about the potential risks of engaging in a workplace tryst.

This handout is available to our learners within our new Preventing Workplace Harassment course. We thought it might be a great resource to distribute to your workforce as Valentine's Day fast approaches.

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

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Topics: HR, HR Compliance, romance in the workplace

Do These 5 Things to Create a Respectful Workplace [Guide]

Posted by Allison Baker

January 26, 2017


Cultivating a respectful workplace supports diversity and inclusion efforts, reduces legal claims, and encourages a healthy workplace culture. 

In a respectful workplace, employees are happier, more productive, and have less conflict with their co-workers. 

Download this handy guide to discover how to create a respectful workplace in five steps.

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Topics: HR Compliance

Is Hiring for 'Culture Fit' Ruining Your Culture?

Posted by Allison Baker

January 24, 2017

Whether you're a CEO or an HR leader, you know how important having a positive workplace culture is. But what if your hiring practices are actually hindering your culture instead of cultivating it?

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Topics: diversity, Unconscious Bias

2017 Business Growth Resolutions Must Include Respect, Diversity, and Inclusion

Posted by Janine Yancey

January 20, 2017

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

As we move into 2017, it’s natural to take stock of the world around us and measure how it will impact our lives over the next twelve months and beyond.

For business leadership, much of that evaluation revolves around how populist sentiment that is rejecting “political correctness” as bad for America, will impact business prospects and the workplace.

For women and minorities who aspire to increased presence within leadership, the evaluation could be especially worrisome as they wonder whether regulatory and enforcement changes, buoyed by populist sentiment, will undermine progress made in leveling the playing field in support of diversity and inclusion.

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Topics: diversity training, diversity, Unconscious Bias, start-ups

Top Questions Employees Asked HR in 2016

Posted by Allison Baker

January 12, 2017

Our learner Q&A function is a great way for learners to receive guidance on everyday workplace issues and it also gives us visibility into trending topics in the workplace.

It's been a big year for HR, from new regulations to shiting views about gender identity and unconscious bias in the workplace.

Here are Emtrain's staff picks of top learner questions from the last year highlighting trending areas of concern for HR for 2017.

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Topics: HR, HR Compliance, Compliance

Trending in 2017: Managing Unconscious Bias

Posted by Janine Yancey

January 6, 2017

As you strategize your business goals in 2017 and beyond, managing unconscious bias needs to be a priority. Time and again, we've learned that cultivating diversity and inclusion in the workplace drives real business success.

Unfortunately, unconscious bias can stymy your efforts to build a better workplace. And while the government can protect minority groups from harassment and discrimination, it's the private sector that can really impact change.

Read my article on HR.com to learn why it's critical that business and HR professionals focus their efforts on promoting a level playing field to benefit our economy, businesses, and employees.

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Topics: diversity, Unconscious Bias

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.

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Topics: Business Compliance