Prevent Workplace Harassment With This 3-Pronged Strategy

Absorb LMS

The training, often conducted annually, is designed to protect companies from liability and foster a more postiive work environment. Although proving that employees have completed training might satisfy legal obligations, executives increasingly understand that the goal isn’t the training itself—it’s changing behavior to create a safe, respectful and, ultimately, more productive corporate culture. Adding bystander training can drive behavioral change at all levels.

Just Fired an Employee? How to Protect Your Business From Their Revenge

Your Training Edge

Not every fired employee will go rogue, but when one does, they’re a huge liability. A look at their behavior over recent months may be indicative of their intentions. A well behaved but incompetent employee who is fired politely may not pose as much of a risk as a combative employee with a history of behavioral issues in the workplace. They have access to client information, and perhaps even confidential information about the company.


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10 Vital Benefits Of Training & Tracking Compliance Software

SET Safety

This type of software helps organizations ensure compliance with local and federal laws for safety, security, or confidentiality concerns. Depending on the niche, ethics and compliance software can be used to help curtail workplace harassment, inappropriate behavior, and manage safety risks. Compliance training lowers liability risks and helps your company stay current with the newest provincial, state and federal regulations.

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Two Global Brand Digital Retail Transformation Case Studies: Lessons & Challenges


Details have been anonymized for confidentiality reasons. Real-time insights offer feedback on how training affects key outcomes such as customer behavior, customer retention, and operational efficiency.

The Dos and Don’ts of Preventing Sexual Harassment in Your New York Workplace


To establish liability, the complainant does not have to identify a similarly situated person or employee that was treated more favorably. A complainant does not have to complain to their employer or file a formal grievance in order to establish liability.