In order to maintain a workplace that’s both productive and safe, employers need to train each of their employees on what their obligations are, both to the company and to the law. Training programs can be easily developed by employers by utilizing programs that can help the employees to succeed in their work and those required by law.
Here’s a quick look at a few different types.
Many of the regulations set forth by Occupational Safety and Health Administration (OSHA) require that employers train their employees in the health and safety aspects of whatever position they hold. This can easily be done by giving them online OSHA 10 certification classes.
Some workplace safety standards make it to where the responsibility of the employer is to ensure that certain tasks are restricted to those employees who have been OSHA certified. Being compliant also means that you must have an emergency action plan, personal protective equipment, hazard communication if hazardous chemicals are in use, and first aid.
No matter if you’re running a business that’s eco-friendly or not, employers and managers need to have Fair Labor Standards Act (FLSA) training. This training can help to keep them in compliance with the law.
At the minimum, this type of training needs to cover things like making sure all hours worked are counted and paid, a prohibition against working while not on the clock, and the requirements for overtime.
Many states require employers to train their employees on this subject. Check the laws in your state for specific sexual harassment training requirements. You need to know who needs to be trained, how often the training should be required, and how to keep records of it.
When it comes to manager training, it’s always recommended that employers include training for both non-discrimination and non-retaliation. Training classes for these subjects need to include practical guidance and information on the prevention of harassment and discrimination.
That training also needs to explain that your business won’t tolerate any discrimination against people who apply for employment. All hiring practices and workplace practices should treat people with the respect demanded by local, state, and federal law. For instance, that means an employer could not legally refuse to hire someone because of their sexual orientation.
Industry or Job Specific Training
Certain state and federal laws require employees who have specific job functions to have specific training. As an example, the Health Insurance Portability and Accountability Act (HIPAA laws) require entities that are covered, like providers of healthcare, to train each of their employees in procedures regarding any and all protected healthcare data that’s appropriate and necessary to their job.
HazMat regulations require employers to provide their employees with specific safety training if their job function requires them to work with hazardous materials.
It doesn’t matter if they’re tenured or new, each supervisor needs to be adequately trained on effective methods of managing the performance of their employees. Supervisor training also needs to address any process the company has for performance reviews as well as expectations. It should also include guidelines for giving constructive and objective feedback, avoiding any type of bias, setting goals that are appropriate, and coaching employees effectively.
Employers need to make themselves familiar with any training requirements that will apply to their business or employees, and design and then implement training programs that are effective and use trainers who are qualified. Additionally, all training activities need to be thoroughly documented and records of employee attendance for training programs need to be kept.
Doing these things can help to ensure that your business is compliant with all federal, state, and local training laws.