Training Requirements For Employees
Companies that implement proper training programs encourage team retention to the point that 94% of employees stay at the company longer. Employers should train their employees to maintain a safe and productive workplace, ensuring they develop similar knowledge and skills. This brings all of them to a higher level, reducing weak links within the company who rely on others to do basic tasks.
What is the difference between mandatory and recommended training?
Employers should implement training required by law and provide additional training programs that help managers and employees succeed in the workplace. Some mandatory employee training regulations are required by law, depending on the industry your company operates in and where it is located.
A few examples of mandatory regulations training are:
- Employees of establishments with liquor licenses need to be alcohol-safety certified.
- Sexual harassment training is mandatory in some states, although most states commonly implement it in both private and public companies.
- Occupational health and safety training for public-sector employees.
- Workplace substance abuse
By being compliant with national or local policies, reduces risks of lawsuits and fines.
Some examples of recommended training are:
- Technical skills development training.
- Soft skills development training.
- Training on products and services.
- E-learning tuition reimbursement.
Let’s look at some of the training courses in more detail.
Workplace substance abuse
Substance abuse is a significant problem that affects all sectors of the workplace. Of the 12.3 million American adults who are current illicit drug users, 9.4 million (77 percent) are employed. Adequate policies and training will help control this problem, and workers will know how to identify the signs of an employee working while under the influence.
Without proper training you may encounter problems such as:
- Decreased job performance, increased absenteeism, and tardiness.
- Employees work slower, make more mistakes, and workplace injuries and accidents are more likely to happen.
- Workplace violence and theft.
The Occupational Safety and Health Administration (OSHA) have regulations that require employers to train employees in the health and safety aspects of their jobs. Employers should make sure that they comply with all the applicable regulations related to their industry. Here are a few of OSHA’S training requirements:
- Personal protective equipment (PPE)
- Emergency action plan
- First aid
- Hazard communication
Sexual harassment training
Employers must provide sexual harassment training by several states such as Maine, Connecticut, and California. You must check your state law to ensure the specific requirements such as the required content, how often the training must be presented, who must be trained, and the recordkeeping requirements.
Even in states without specific requirements, it is best practice to provide training on sexual harassment, including non-discrimination. It reinforces your company’s commitment to non-discrimination and anti-harassment.
Performance management training
All managers and supervisors should receive this training to enable them to manage employee performance effectively. They should be trained on the company’s performance and review process and guidelines and know how to give constructive and objective feedback. They should also be able to set appropriate goals and effectively coach employees, avoiding bias.
Diversity training started in the 1960s in response to a civil rights movement that laid the foundation for black and white equality in the workplace and anything that required teams to work together.
Training on diversity is offered by companies to create awareness of diversity and encourage cohesiveness in teams. Apart from color, diversity includes gender, religion, disabilities, and race. People also show diversity in other aspects, such as values, family background, personality types, and attitudes.
A diverse team means different people do different jobs, and each of them brings their own unique set of skills to the table, contributing to the company’s overall success.
Training on leave of absence
This training addresses applicable leave laws and should enable supervisors to respond to leave requests appropriately. Another important point is that job-protected leave may not count against an employee when doing their performance review.
Non-discrimination and anti-retaliation
Practical guidance and information on harassment and discrimination prevention should be included in the training. It should be stated clearly that the company will under no circumstances tolerate discrimination against employees.
Employees should be trained to report harassment and discrimination incidents, and managers should be trained on how to investigate these reports and take the necessary corrective action.
These courses are specialized training programs to help employees refine old skills, learn new leadership techniques, and run their departments with assertive communication, coaching, and motivation.
Fair Labor Standards Act (FLSA) training
Training on this act addresses topics like the prohibition against off-the-clock work, overtime requirements, and ensuring that all hours of work are compensated and recorded.
Job or industry-specific training
Some state and federal laws require workers with unique job functions to receive dedicated training. For instance:
- Hazardous Materials Regulations require that employers provide specific training to employees who are directly involved with working with hazardous materials.
- The Health Insurance Portability and Accountability Act (HIPAA) requires that healthcare providers train their staff on procedures to
Compliance and ethics training
Ethics and compliance training in the workplace refers to educating employees on the company’s policies and laws and regulations that apply to the specific workplace. Companies may be held responsible for employees’ criminal misconduct, and adequate training can promote ethical business practices. Laws that may apply to the company are the Foreign Corrupt Practices Act or the Sarbanes-Oxley Act.
Payment for training time
Time spent by employees in lectures, meetings, or training courses, is considered hours worked and must be paid unless attendance is outside working hours, voluntary, and not job-related. Investing in their professional development beyond the online courses is a sure way to make sure you have happy and engaged employees. It also ensures that your employees develop professionally.
One of the most popular new programs for employee development is tuition reimbursement. An annual stipend is allocated for employees to pursue their growth, like advanced degrees, conferences, etc. Bringing these skills back to the job with them is a great advantage for the company.
Overview of Safety, Emergency Preparedness, and Trafficking Victims Protection
Human trafficking is considered a very serious crime. It is a massive problem in the world today and one of the worst violations of human rights. The Trafficking Victims Protection Act (TVPA) of 2000 is the first federal law to address trafficking in persons. This law makes provision for prevention, protection, and prosecution. In a human trafficking situation, there are various stages of safety planning:
- The victim is still in the situation.
- In the middle of the process of leaving.
- Once the victim has left.
Human trafficking may not be a problem in the workplace. Still, it is recommended best practice to implement training on the subject so that employees know the signs of human trafficking and to whom they should report any incidents they may notice.
There are many mandatory and recommended training courses a company can implement to ensure their employees function optimally and feel safe and engaged in the workplace. It also increases employee skills and personal development, ensuring the company’s success, and minimizing the possibility of financial losses and lawsuits.