Compliance
Compliance training isn’t optional. Proving it shouldn’t be hard.
Harassment prevention, health and safety, privacy, your code of conduct: most employers have to train their people, keep records and show them when asked. You’re accountable either way. MyWorkAcademy makes it the easy part.
What you’re accountable for
Three things every employer is expected to do.
Whatever the law or standard, it usually comes down to the same three things. Each one is built in.
- 1
Train
The right course, to the right people, on time. New hires on their first day, refreshers when they come due.
- 2
Record
Who completed which version of which course, when, with what score, and the exact wording they agreed to.
- 3
Prove
When an inspector, auditor, client or lawyer asks, show it the same day, not after a week of digging.
Common requirements
The training laws most employers already live with.
A few well-known examples from the United States. Your list depends on your state, your industry and your size.
- California
Sexual harassment prevention
Employers with five or more employees must train supervisors for two hours and everyone else for one hour, within six months of hire and every two years.
Read the guide - New York
Sexual harassment prevention
Every employer must give every employee interactive sexual harassment prevention training every year.
Read the guide - Federal · OSHA
Hazard communication
Workers who may be exposed to hazardous chemicals must be trained when they’re first assigned, and again whenever a new hazard is introduced.
Read the guide - Federal · OSHA
Forklift operators
Operators must be trained and evaluated before they drive, with a new evaluation at least once every three years.
Read the guide - Federal · OSHA
Bloodborne pathogens
Workers with occupational exposure to blood must be trained when they’re first assigned and at least once a year after that.
Read the guide - Federal · HIPAA
Health information privacy
Health care organizations must train their workforce on their privacy policies, run security awareness training for everyone, and document that the training happened.
Read the guide
More states and industries. Illinois requires sexual harassment prevention training every year, and Connecticut within six months of hire; Delaware and Maine set their own rules too. Many other states, industries and contracts add more.
Operating in Canada too? Federally regulated employers must train people on harassment and violence prevention, and each province sets its own health and safety training rules.
Examples only, not a complete list and not legal advice. Requirements depend on your location, industry and size; confirm yours with your legal adviser or regulator.
When you can’t show it
Training that isn’t on record might as well not have happened.
The day someone asks is the wrong day to start looking. Records kept as you go are what turn good intentions into proof.
- Orders and fines
Inspectors can issue orders and penalties when required training can’t be shown.
- A weaker defense
In a complaint, claim or investigation, training records help show you took reasonable care.
- Stalled deals
Clients, insurers and auditors often ask for proof of training before they sign.
- Lost weeks
Rebuilding proof from emails and spreadsheets, right when you have the least time.
The easiest way
Set the rules once. The year takes care of itself.
New hires, refreshers, reminders and follow-ups run on schedule, every record is kept as it happens, and HR only hears about what needs attention.
See everything it does- January
The annual refresher goes out
Code of conduct is reissued to all 120 people, due in 30 days. Nobody had to remember.
- March
A new hire is trained from day one
Ashley joins Operations and gets Workplace safety and Respect at work the moment her account opens.
- May
Reminders send themselves
Seven days and one day before the deadline, each person gets a short email with one button.
- July
HR hears only about who’s late
Monday’s summary lists the three people who are overdue, and follow-ups continue on your schedule.
- September
A policy change is signed off
The new expense policy goes to the Sales team, and each person signs off on the exact wording.
- November
The audit takes two clicks
Evidence for the year is exported: who, which version, when, the score and what they agreed to.
Questions
About compliance training.
Something else? Ask us directly. A person replies, usually the same business day.
Is this legal advice?
Which courses do we need?
Do the records hold up?
What if people don’t finish on time?
How do refreshers work?
Get your compliance training under control this week.
Setup takes minutes. Assign a ready-made course today, and the reminders and records take care of themselves.