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COMPLIANCE TRAINING HELPS YOU MEET LEGAL REQUIREMENTS

In today’s business climate, organizations of most every size and industry are facing a growing number of federal, state and local laws, on top of an already long list of industry-specific regulations. These mounting federal laws impose mandatory compliance requirements, making the need for compliance training essential, especially when you consider just how many federal laws apply to some degree to your organization.

General Business


  • Code of Conduct and Ethics — It is a mandatory requirement for all publicly traded companies, per The Sarbanes-Oxley Act of 2002, to establish a Code of Conduct and Ethics and to ensure all employees understand their role and individual responsibilities under the Code.
  • Fair Competition — Organizations of all sizes must adhere to U.S. antitrust laws and their EU and Canadian counterparts (known as "competition laws").
  • Anti-Corruption — Applying to organizations of all sizes and also to individuals is The Foreign Corrupt Practices Act (FCPA), with provisions that address accounting transparency, the bribery of foreign officials, and other types of business practices where corruption can occur.
  • Anti-Money Laundering — All types and sizes of “financial institutions” are required by The USA PATRIOT Act of 2001 to train employees in recognizing and preventing money laundering.
  • Securities Trading — Whatever their size or industry, organizations involved in securities trading must abide by federal laws that prohibit insider trading and "selective disclosure" of material, nonpublic information.
  • Foreign Trade — Based on U.S. foreign policy and national security goals, The Office of Foreign Assets Control (OFAC) sanctions programs and trade embargoes apply to organizations of all types and sizes.
  • Imports/Exports — It is mandatory that all organizations, whether large or small, comply with U.S. customs and export-control laws and regulations.

The Workplace


  • Workplace Discrimination and Harassment — Any organization with 15 or more employees must adhere to the provisions of Title VII of the Civil Rights Act of 1964 (addressing discrimination on the basis of race, color, sex, religion or national origin), the Pregnancy Discrimination Act and the Americans with Disabilities Act (ADA).
  • Age Discrimination — All organizations with 20 or more employees must comply with The Age Discrimination in Employment Act (ADEA).  
  • Wage/Hour Issues — Organizations with an annual volume of business of $500,000 or more are subject to The Fair Labor Standards Act (FLSA) and the Equal Pay Act.
  • Employee Leave — Organizations with 50 or more employees during at least 20 workweeks per year must adhere to The Family and Medical Leave Act (FMLA).
  • Immigration — Organizations of all sizes must comply with The Immigration and Nationality Act (INA).

Data Privacy and Security


  • Personal Health Information — All organizations that handle or disclose personal health information must comply with The Health Insurance Portability and Accountability Act (HIPAA).
  • Financial Information — It is mandatory for all organizations of all sizes that provide any type of banking, lending, securities, insurance or trust services to consumers to adhere to the provisions of The Gramm-Leach-Bliley Act (GLBA).
  • Consumer Information — Any organization large or small that holds or services personal accounts for which there is risk of identity theft must comply with the requirements of The Fair and Accurate Credit Transactions Act (FACTA).
  • Personal Information Received from the EU — The U.S. Commerce Department's "Safe Harbor" program applies to organizations of all sizes that receive personal information from the European Union, Switzerland and Canada.
  • Immigration — Organizations of all sizes must comply with The Immigration and Nationality Act (INA).

Health and Safety


  • Employee Injuries and Illnesses — According to The Occupational Safety and Health Administration (OSHA), organizations with more than 10 employees are required to keep injury and illness records for their staff members. Organizations of all sizes are required to report any workplace incident that results in a fatality or the hospitalization of three or more employees.
  • Environmental Health — The vast majority of environmental-health laws and regulations (e.g., CERCLA and RCRA) apply to organizations of all sizes.
 
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