Tag: compliance training

07 Jan 2022
synchronous elearning

Is synchronous eLearning necessary? If yes, in which situations?  

The world around us has transformed rapidly due to which companies are focusing on employee and customer-centric solutions. Synchronous learning, which is the focus of companies, is an expensive proposition when organized offline, however it can be done online without incurring many costs through video conferencing software. But it has to be decided when it must be implemented because employees must devote their precious working hours. Synchronous eLearning includes allowing learners to connect with their trainers in real-time through video conferencing for clarifying their doubts. The students can also connect through trainers with emails who respond to them quickly. Many occasions warrant such training:

  • Onboarding 

It is one such event where synchronous training is mandatory by the company HR (Human Resources). It’s because employees can have some concerns about policies and customized explanations are needed as per their queries. Employees must give their introduction simultaneously due to which VILT (Virtual Instructor Led Training) session is needed for onboarding. Also, when multiple employees must be onboarded at the same time, asynchronous sessions cannot be held for them. 

Employees can have friendly chats with each other during such intro sessions, talking about their job roles and providing full forms of company abbreviations. Managers should lead such sessions, where they should make sure that new employees are familiarized with the team and provided with clear descriptions of their job responsibilities. Hence, in such sessions since interacting with seniors is involved, they must be synchronous. 

The employees can be given all the benefits of classroom training without spending as much. The employees do not have to travel to a place to meet their teacher and the companies do not have to spend so much on booking hotels for them. Since the VILT sessions can be held on a large scale, they can be used to train more employees than in classrooms and at much lesser costs. 

  • Departmental training 

Employees must be trained in their job profiles. It is necessary that employees are told about such sessions, and they are synchronous because if they have any troubles with their job roles, they can get them resolved. Employees also require a better understanding of new compliance rules, due to which they must be present at the same time. When a coterie of employees must be trained, it is better to provide them with synchronous eLearning so that none of them is oblivious to policy changes. It is because employees delay learning in asynchronous training, but any lapses in adherence to such rules can cost the company heavy fines. 

The employees also require certifications for them to be working as per laws. Such certifications are mandatory in many domains such as the arms sector, pharmaceutical, security, healthcare, and engineering, etc. Hence, when employees of the same department must be trained, then it is better that such training is organized in the form of synchronous sessions. 

  • Product training 

Companies must focus on customer-centric training also because otherwise, they might refrain from using the product. In such training, customers must be taught about how to use new products and to clear any apprehensions they have about using them. The customers can be disseminated information in groups about any products which are relevant to them. This kind of technique is incredibly useful in product marketing for companies. In fact, during such sessions, new products can be given to customers and their feedback can be gathered about any problems faced during use. The clients also appreciate it when screencasts are shared with them about a product, enabling them to use it easily. For example, this kind of training is crucial when the company has introduced new software on the market. 

A company has sales partners too and hence product training is necessary for them to convince customers. This kind of training can help them reap more sales and profits, leading to a mutually beneficial association. 

Product training must also involve sales reps, who must be shown demos which can help them to deal with customers in a better way. 

Attendance tracking is easier with synchronous eLearning

Another advantage of synchronous elearning over classroom sessions is that the participants can enter any time without disturbing the trainer.

The trainers can know during the meeting if an attendee has left because a notification is generated. If they have disabled sounds to be played when a participant joins/leaves the meeting, no noise is produced and hence the session is not disturbed. The trainer can, however, make sure that he knows which participants had left the class by tracking attendance later.

If the trainer has a doubt that a learner is doing some other activity during the session, the former can send him a prompt to unmute. But the learner might still not unmute himself, in which case the trainer can unmute him provided he has enabled the “enable pre-approved consent to be unmuted” option, allowing the former to unmute the learner without taking his consent.

Video conferencing software such as Zoom allows you to check attendance for invitees who had confirmed that they would be attending the call. But to enable this feature you must have anyone of the Zoom Business, Education, or Enterprise accounts. You can easily manage when the attendance of participants during the session because you can search for their attendance during a specific time duration chosen by you for a maximum time of 12 months after the meeting was conducted. The software produces the report including the times at which the participants join and leave the session, letting you know how much time they were in the session.

If the students/learners lose internet connectivity this is also recorded because due to weak connection, they are no longer present in the meeting. Such attendance reports can be used by trainers to detect which learners have weak attention spans and how training content can be modified to make them stay in the session for a longer time.

03 Jan 2022
compliance training

How should companies plan compliance training for 2022?  

The New Year is finally here and the companies have to make some changes to their training routine. It’s better to understand what the employees want their training to be, rather than expecting them to comply. When it comes to online training, employees don’t want to take time out for it despite knowing the repercussions. This is normal employee psychology that when something is expected out of them, they don’t correspond. 

  • Check the current online training plan 

The companies should evaluate their current training plan, whether they are effective in terms of being accessible to the target audience. There could be a problem that the training is not reaching the right departments who need to be guided about the new compliance rules. There should also be a framework when the training is imparted because, if the laws have already been enacted, it should be done as soon as possible. 

  • Break it up into easier to understand parts 

For companies, it’s better that they don’t teach employees everything at once, instead, they are expected to go through microlearning modules once a week or a fortnight. That way, they find taking online training enjoyable. Also, the training events don’t have to be passive where the learners don’t have chances to give any feedback. Hence, it’s better that there should be live sessions where learners can ask questions from their peers and trainers. They can also be shown news clippings in the form of videos and if they can’t make any sense out of them, they are free to ask.  

  • Create different formats 

It’s important to impart knowledge about compliance rules in the form of online training, but the learners must have choices. Since the learners have different patterns of grasping information, they can choose the course format according to their needs video audio, or text, especially one or two modules. It’s because the entire course can’t be converted to different formats for the ease of learners. Moreover, a compliance training course can have elective units too for different departments. For example, there can be a general portion of the course that is necessary for everyone. There can be modules that everyone has the option of taking depending on their department. 

  • Compensate employees for training 

Apart from that, employers must make sure that employees are suitably compensated for their time hours devoted to the course even if it’s after office hours because and office has no count of such time. You can’t punish employees by not paying them for any extra time taken in completing the course. When companies are thinking of planning their 2022 online training programs, they should take into accordance those areas where they are the most vulnerable. Those are the areas where employees need to be trained depending on changes in the policies, and after doing an internal risk assessment as per current compliance rules. It’s better to include the departmental heads into such discussion because they know the latest and the existing compliance rules and hence where a business might not be adhering to them. 

It’s better that once you have identified the areas where the organization might not be following compliance rules, it’s also important to assess the possibility of each risk and what kind of impact will it have. If there is not much probability of a risk, then the company might not implement its online training especially if the latter is expensive. 

Companies need to outsource their compliance online training needs to e-learning companies USA because sometimes there are massive changes in the laws and the course needs to be prepared from scratch. Anyway, if only some new modules need to be included even then the content creators in businesses might not know how to use e-learning authoring tools such as Lectora, Storyline, etc.

Having an external training provider relieves the company from all the stress of updating the content due to any policy changes. 

What must the 2022 compliance training include?

Due to the pandemic, compliance rules have been changing frequently, making it tougher for employers to ensure that they are updated. Covered Employers have to mandatorily implement an emergency temporary standard(ETS) Covid-19 policy till January 10th. This policy requires what employers will do for either testing employees or vaccinating them. Those employees who are not interested in getting vaccinated due to their religious beliefs or other reasons have to wear masks at the workplace provided by the employer and submit proof of their negative Covid-19 status on a weekly basis. The employers have to start checking the employees for the latter’s vaccination statuses from January 10th and start creating an ETS policy depending on that. The employers who are liable to draft the ETS are those who have employees working from offices and not from homes or work-sharing spaces. In case an employer has only one employee, the former is not likely to create such a policy. 

The ETS should be shown to the employees because that way they can have complete assurance that their organization has a safe environment. 

This policy must include:

    • The rules for vaccination i.e., whether the employees should have been administered with two or three doses. 
    • How the employees are supposed to show their status of vaccination whether through a certificate. 
    • How can an employee get paid for any time he takes off to get vaccinated?
    • What does an organization plan to do with an employee in case he is diagnosed with this disease? 
    • Are any employees exempt from vaccination due to their sickness or religious ideologies causing them to take some time in getting the vaccine shot ? 

    That’s why compliance training has become more necessary for companies and employees now because of the latter don’t get them vaccinated without any reasonable explanation, their coworkers can complain causing problems for the company.  




29 Dec 2021
banking training program

Do banks require a banking training program? If yes, why?

The pandemic has forced businesses to alter the way they conduct operations. It had the same effect on banks also that had to reskill employees because they had no other option when the customers were not willing to come in person. The banks also can’t afford to fire redundant employees because their operations need individuals with integrity. The banking employees have to be hired after rigorous criminal checks, due to which frequent hiring is not possible. Apart from that, employees are hired after testing them for mathematical aptitude and English comprehension skills.

Hence, banks have to reskill such employees by keeping a close watch on the changing trends. You can conduct tests with employees to know the skill gaps required for fulfilling crucial business goals.

Banks also have to check whether the training program they are looking to implement matches the needs of the trainees, whether they want a hybrid or an online solution.

An online banking training program is of two types, one which is related to banking operations such as handling checks, checking whether the currency or the check submitted for deposits is counterfeit or not.

The second category of such programs includes elucidating on the business etiquette and the latest regulatory compliance.

Why is a banking training program required?

Lack of employees:

The training of employees can be done with employees from other departments, for example; customer service representatives(CSR) can be trained with the Operations employees so that the former can enhance their knowledge of banking services. The latter can improve their communication skills and hence can deal with customers when there is a shortage of CSR.

Training freshers with different educational backgrounds:

Banks need to have scalable training content, too, which can be provided to a larger number of employees when the need emerges. Hence, they should have training resources for online mode also when the new employees can’t attend training physically.

The training content should be reusable so that changes can be made to it as per the modifications in compliance laws. The main problem before taking up a banking training program is that it needs to be specific. There have to be different programs for new and old employees, where the former need onboarding but the latter need upskilling for better roles. Hence, the challenge lies with the e-learning companies USA who have to prepare training material as per employees. Onboarding is also tougher for freshers who have the relevant degrees but don’t know the exact duties of their job role. In India, a banking training program is a must because the graduates in different streams are hired. Thus, such programs teach the fundamentals of banking to non-commerce graduates and about the proprietary banking software to those who are not accustomed to working with IT.

The employees can be taught about the banking infrastructure, which can make them work better. So recruits can be taken through simulations where they can be shown how banking employees work in conjunction with each other to make things happen.

A banking training program is also vital for employees because when there is a hike in demand for services, they can easily adapt to different roles. It’s because a banking training program teaches graduate freshers different skills including business, communication, and software skills.

Divisional training is also part of a banking program because new employees might be working in different departments of the bank such as commercial banking and investment banking etc.

Training employees for quality and not quantity :

Banks also have to check whether the employees are performing reliably and are not committing mistakes due to the pressure of working at speed. This can cause a lot of problems for the bank because any unintentional error with the customers’ money can cause them to pay for damages and lose customer credibility. Hence, even if employees are doing their work at a pace, they should be trained to double-check their data entries before pressing the “SUBMIT” Button.

It’s better that since the employees can commit mistakes if working quickly, the repetitive tasks should be delegated to AI-based software.

AI is also helping banks to carry out the tasks of record-keeping efficiently. Banking employees also think that due to the implementation of AI, they are faced with lesser work. They can put their attention into creative tasks, such as suggesting ways to customers to save profitably.

How can banks make employees imbibe knowledge from such programs?

Banks have to ensure that the employees attend such programs, which can happen when it’s a must for staying hired. However, employees also have to be rewarded for learning from these programs by introducing metrics to measure an employee’s learning. Whenever an employee scores the highest marks on a quiz, it can be informed to everyone else in the organization.

Every quiz should have a level attached to it. But these quizzes must be related to credit-based courses, such as teaching employees about how to handle loan requests based on a borrowers’ credibility assessed from his tax return and other financial statements, etc.

There can be different such courses for banking employees who make decisions to lend to high worth borrowers and conventional borrowers, such as those for home loans etc. Evaluating the creditworthiness of borrowers is important because any loan default means a loss for the bank. Hence, the documents such as tax returns need to be checked whether a borrower has enough salaried and non-salaried incomes for the requested loan amount.

A banking training program also helps employees in judging that if the collateral is getting used for securing the loan, is it enough to recover the dues in the situation of non-repayment.

Hence, a banking training program ensures that employees in such decision-making roles have proper job aids. When employees have completed a banking training program, they also have a scope for career progression in the same bank.

17 Dec 2021

How can burnout be prevented by HR? 

HR Professionals are worried about the emergence of new technologies due to which the workers have to be trained. Businesses have to provide training to workers to sustain themselves, and it’s not so easy. The companies have to upskill employees because they have to adapt to changing circumstances, such as more customers moving to digital buying mode. The companies are increasing the number of employees who are devoted to L&D. But there are not so many such resources available in the market. Hence, HR professionals have to search thoroughly for such professionals, which is time-consuming.

Moreover, new software can help HR employees create pay stubs for employees and even schedule them for onboarding training.

How to help HR?

They have to get such software implemented due to which document management can become an automated task. Small organizations are even facing a tougher job because their employees leave so easily when they get better opportunities.

Why employees are quitting jobs?

Companies are acknowledging the reality of The Great Resignation due to which employees are quitting jobs. The Great Resignation is majorly happening among those employees who have more than the survival salary and are in their mid-career phase. So, quitting jobs does not mean that these employees won’t have any money left to pay the bills.

Employees are also leaving jobs because they have to put in more hours at work due to remote jobs. They have been working on weekends also, almost 70% of them. However, companies have no option but to allow employees to work remotely due to the pandemic. But layoffs in 2020 are also the reason due to which workers have been devoting extra hours.

A Microsoft study (Work Trend Index survey by Edelman Data x Intelligence in January 2021) has revealed that 73% of current employees want flexible work options. Employees have realized now that they can’t go back to work from office schedules, which involve long commuting hours and a fixed timeline. Also, the Covid-19 pandemic has shown that companies can easily handle the work-from-home option for employees with time tracking tools.

Hence, companies have to adopt a feasible hybrid model by asking their employees. Apart from that, they have to ensure that remote employees even have wellness programs devised for them, and they must be enrolled at regular intervals.

How to detect that you have a burnout?

There are many signs of a burnout, which are as follows:

No interest in work: If you don’t feel like starting work in the morning, you are suffering from burnout. Even when you have started work, you might have trouble concentrating on it.

Physical issues: If you can’t sleep properly at night or have headaches, then these are also symptoms of burnout.

There are many reasons behind a burnout, one of which is circumstantial, which includes an employee feeling frustrated with his work because he has been asked to do the job of another colleague who has left.


It means that you are in urgent need of a break because you are overworked. It’s better that you take a long break, at least for a week. But if your office isn’t allowing it, then you require a prescription for it from the doctor. In 2020, also, 25% of the employees gave up on their vacation time because layoffs were very high and some of them had to substitute for others.

The other set of reasons is structural. This means that your current job profile or industry is not about supporting staff health, but only about getting results from you. For example, if they are making you work on weekends or holidays, then it’s time for a job change.


This means that it’s better to look for another job.

The third reason is skill set related. It could be true that your skill sets are not aligned with your job. Hence, you are stressed because you have to attune your skills to the job, which necessitates re-skilling all the time. If you are not naturally good at something you do, then you might be putting in more hours to yield results, which also causes burnout.


You will indeed have to get another job because otherwise you will always be stuck in a job without getting any growth.

How can Great Resignation be stopped?

Employees want work-from-home, apart from a lesser number of workdays in a week. When a survey by the investment firm Jefferies was conducted for employees leaving their jobs, two major reasons, a four-day workweek (31.6%) and lack of a raise(42.8%) were found. However, the rest of the employees didn’t quote any reason to leave the job. It’s true that in this survey, it was discovered that a major reason for the voluntary turnover of the employees was the large number of layoffs that happened in 2020. Hence, a four-day work schedule is an ideal way to prevent burnout because the remaining employees are already working for laid-off employees too. The companies might feel that working for only 4 days a week means lesser productivity, which is not true because in Iceland when such a scheme was implemented, productivity rose.

15 Dec 2021
ethics and compliance

Can a company benefit from ethics and compliance training?  

Ethics and compliance have become important matters for companies.

Any compliance fraud can lead to a lot of repercussions for a company because it can lose many customers apart from creating an adverse image for it. Hence, how can companies ensure that their compliance training programs are followed, knowing that any non-compliance can be detrimental to their success? The problem of following ethics and compliance regulations has intensified even more due to the multiple branches of multinational companies located in different countries. So, non-compliance can be caused by the actions of these stakeholders. The companies have started investing significantly in the implementation of compliance rules, which involves hiring compliance officers to oversee enterprise-wide compliance.

If employees have certain issues dealing with customers or other stakeholders, then they can get information through this program from the ethics compliance officer. He can act as an ombudsman when employees are worried about something unethical happening in the company.

Ethics and compliance training refers to educating the employees about the laws in place for their business domain, which can cause serious repercussions if not followed. Hence, employees must conduct their daily operations based on such compliance laws. 

The employees must have been given a handbook, which should include the company ethics. They must also sign an acknowledgement form that they comprehend everything written in the handbook.

Setting up a corporate compliance team 

Organizations can only take matters into their own hands when the employees are evaluated continuously. Apart from that, any changes in compliance rules must be provided to all departments. The businesses must be ready to provide employees with ad-hoc assessments to know how much they are aware of the ethics and compliance updates. A corporate compliance team is a necessity that can ensure that all the departments are taking their compliance processes quite sincerely to avoid any violation.

Hence, for this purpose the ethics and compliance training of management is necessary. 

In fact, the senior employees should be continuously reminded of the ethical behavior by issuing a memorandum to them. When its copies are pasted on the bulletin board, employees know what is expected of them when dealing with customers and vendors. The managers should be informed repeatedly that the company is an equal opportunity employer and any applicant cannot be rejected on basis of his caste, color, religion, sexuality.

Taking timely action 

The organization should be willing to act in time because any violation can cost it heavily. Hence, the businesses must have established processes so that it is easy to detect the source of non-compliance e.g., automated tools can be used for this purpose. There might be many branches of a company, but it is crucial to ensure that the compliance procedures have been developed considering the location. When the policies can be easily followed, there are no gaps in sticking to them. 

Establishing ethics and compliance hotlines 

Employees can become more compliant when they are given opportunities to complain about any non-compliance, which boosts their confidence in the system. Hence, a company can have hotline numbers where employees can report any incidents of bribery or discrimination they have seen. Once the complaint has been filed, the management can see to it that justice is done. Often giving the employees the freedom to complain can help organizations prevent the development of such conduct into something big in the future. 

Assessing what are the chances of a compliance risk 

The companies should be able to categorize compliance risks caused due to non-violations. It is because once such risks have been segregated, the companies can then see whether the internal controls for their prevention are sufficient or not. Based on the penalties levied for non-compliance in a certain geography, process, or business(impact) there can be a separation of compliance risks. The organizations can also divide risks based on the probability of their occurrence. Hence, controls can be devised and evaluated based on the effect and the likelihood of compliance risks. 

Businesses have a lot at stake as far as compliance risks are concerned. So, no business can ensure that it can take care of them overnight because employees can find loopholes. Moreover, new compliance risks arise overtime when the laws change. Hence, businesses must change their compliance goals over time when there is law modification. They also must use the updated technology to attain these goals, check the results and if there is a lack of compliance, check the control in place and upgrade them. 

Set up an ethics program

Once a company has an ethics program, the employees and stakeholders can be taught through it. An ethics program can inform employees about how much value of gifts they can accept from vendors because an excess amount would constitute a bribe. There should also be certain occasions mentioned on which employees are allowed to get gifts from vendors.

02 Dec 2021

Steps for creating a training-plan

The companies are focusing on e-learning now to ensure that their employees boost their skills. But companies have to understand what managers want in terms of training due to which needs analysis is quite important.

Assess the needs of managers

A company must collect information about how the managers are to be trained. That can help it in preparing the most relevant training for them. That’s why managers can be asked questions about what can improve their performance which is relevant because they only know what the competition is offering to their clients.

Collect evidence about such needs


Once all the data given by the managers has been aggregated, then the company can corroborate it by using managers’ goal sheets and where they are lacking. Even customer satisfaction surveys do tell where they require a better performance from the company and hence such gaps can be covered through training. The managers can also be questioned about negative client views and what sort of skill and infrastructure support they need to convert them into positive ones.


A company can also collect data from external sources because there are specific industry surveys that let them know which skills are necessary given the technological changes and the market conditions. An organization operating in prevalent turbulent conditions needs to know which change would be permanent so that managers need to be trained to cope up with it. Moreover, the company can gain knowledge about the upcoming technologies through various publications.

Create a training plan

The company’s next job is to create a training plan. Now what’s a training plan? This plan includes an in-depth listing of all the activities and resources used to guide a group towards a specific goal. This includes the budget, the time devoted to training, and how it is to be popularized among the employees.

E-learning companies USA can help you formulate such a training plan and can even provide you with samples of their training modules developed for other companies.

A training plan also includes the perfect training program which can be VILT training, instructor-led training or simulation, etc. Preparing such a plan also includes deciding about the training content. Since the right training program requires time and investment, it’s better to get approval from the leadership.

Get the support of the management

The training department can only convince the management about the importance of the training program through the goals that can be achieved.

There are a lot of decisions that have to be taken during the drafting of the training plan like the content curator has to be outsourced, or the organization has a better person suited for the job. If the organization wants faster results then is it better to have a training program with a short implementation time. The company might also need any new training tools like an LMS. The company also requires some support staff for creating training-based content, or a trainer. In that case, if the existing employees feel overburdened by the additional training responsibility then the company has to hire resources. The company can get the desired results through professionals who are keener to do the training job because they are being paid. Also, unlike the employees, they have expertise in this field which makes sure the training outcomes are attained.

Hence, management support has to be enlisted who should be willing to spend money to get effective training.

25 Nov 2021
compliance training

How can compliance training protect an employer from unauthorized video recordings?

Video recordings have become critical for organizations ever since online meetings started happening. Now, such meetings are the norm for the office culture. How should organizations go about such meetings? It’s because they can record them for future reference.

How can compliance training of IT staff help?

Although the recording of video calls is allowed, it can’t be done without the consent of both parties in some US states. Apart from that, organizations also need to decide where to store such video recordings because it’s highly confidential and can’t reach the wrong hands. Hence, e-learning of the IT staff is important in such matters. The companies can now use any of the platforms for storing such content. When a company conducts meetings through Microsoft Teams and records them, they are automatically uploaded to Microsoft OneDrive, so they can be shared with anyone. You can share such a recording with someone who attended the meeting. But the person who is recording the meeting must have enough storage in the OneDrive so that the recorded footage is uploaded.

The danger of unlawful video recordings has increased ever since employees have been allowed a BYOD(bring your own devices) to the workplace policy. This is actually dangerous for companies because employees can record everything that happens on company premises and upload it to social media. The employees can also use such footage to support the fact that a manager treated them with a bias for salary appraisal. They can sabotage a company’s reputation through such recordings. An employee can record an employer firing somebody and use social media to tarnish the company.

The company can create rules by providing compliance training for the IT staff who can draft the video recording rules, but that’s not an easy way out.

It’s because the employer has to take action when the employee was seen recording something, not after he uploaded it to social media it’s because that is revenge.

What about employers recording employees?

As far as an employer’s right to record his employee is concerned, it can be done when there is no reasonable expectation of privacy by the latter. However, there are designated areas in an office where privacy is expected, such as bathrooms, changing areas. In every state, it’s not allowed by law to record an employee in the above-mentioned areas. Hence, a company can install video surveillance systems until and unless they don’t violate an employee’s right to privacy. For installation of audio surveillance, the laws are different.

But when an employer is not aware of the recording happening?

Sometimes companies might not be aware also, that an employee is recording something because he is using a wearable to do it. Gadgets like a pen that has a voice recorder installed on it can be used easily for recording without catching anyone’s attention.

Also, every US state has different laws for recording without the consent of all the parties. Some US states don’t even require the consent of both parties for the recording to be legal. Employees can record their managers without their knowledge, and it will still be permissible as evidence in the court. So, if your manager does not know of being recorded in such states, he can’t file a lawsuit against you. A majority of US states have this one-party consent law, where recordings can be done without informing the other party.

The government organizations such as the Department of Labor have also allowed an employee to record an employer’s activities without the latter’s consent when it’s done under special circumstances. Such circumstances include that when an employee is recording any radiation contamination activity happening in his company; it’s not illegal as per the Energy Reorganization Act.

NLRB(National Labor Relations Board) has already declared that although a company might have stated that surreptitious recording is illegal, it is legal under the circumstances where

  • You are recording an employer’s unequal usage of his official rules.
  • If an employee needs some evidence to support him in a case filed against an employer.
  • Recording dangerous work conditions present at the workplace

So an employer cannot stop an employee from recording anything, even without consent, when it pertains to the above-mentioned conditions. This makes compliance training of the staff crucial that prohibits employees from bringing recording devices to the workplace. Hence, there can be policies in place to ensure that employees are not allowed to bring recording devices where confidential business information is exchanged.

24 Nov 2021
compliance training

Should compliance training activities happen throughout the year? 

“It takes less time to do things right than to explain why you did it wrong.” Henry Wadsworth Longfellow

Over the years, compliance training has become prominent for companies. It’s because organizations have to make employees recall their training for which it has to be shifted to the online mode and held several times during a year through various modes like webinars, podcasts, etc. In offline training, the employees tend to forget everything within a year.

Hence, when employees are provided with a compliance training calendar, they keep in sync with the ongoing training process.

Why a calendar?

Because compliance laws get changed all the time:

The companies should take measures to ensure that the employees are informed of the compliance laws as soon as they are updated. The language of such an explanation should be understandable by employees. A training calendar can be decided based on the availability of employees and trainers. With the changes in compliance rules, having a pre-decided training schedule can’t be helpful because sometimes ad-hoc sessions are needed. So, having a calendar adds spontaneity to the schedule.

After an internal or an external audit happens:

Sometimes a company can get insights into how it’s performing as far as compliance laws are concerned because an audit might have been conducted due to which an emergency training session is required. A compliance audit happens through an auditor who needs to check company records. The auditor can also ask for the company employee and management to answer auditing questionnaires. An organization can schedule an audit itself if it’s internal by contacting an auditor. It’s generally done to determine whether the company’s employees are following all the checklists issued for compliance to them. So, such audits are conducted by a company’s discretion as and when it deems them a requirement. They can be preplanned at the beginning of a year and included in an audit calendar. For example, financial audits happen once in a year for every publicly listed company, but they can also happen unplanned, for example when someone files a complaint against the financial misconduct by a company. For example, shareholders can criticize that they are not being shown the financial statements prepared as per GAAP standards.

Why is a compliance calendar necessary?

The practitioners of such compliance training may find it difficult to prove to the C-suite that is the CEO, CFO, CTO, etc. about the value of the calendar. It’s because they can’t understand why the training needs to be a continuous process. That’s when the compliance training advocates need to show why making compliance an all-the-year event will be helpful.

For the C-suite, having compliance training as an annual event is costly enough and when it’s done throughout the year, the company budgets explode.

But having multiple compliance activities is useful because sometimes some employees might not find some methods of training useful. For example, they might need other training formats apart from offline compliance training.

For them, videos might be an effective way of learning rather than webinars. So, for such employees, it’s better, that when a new law comes into force, its videos are emailed to them which also showcase the results of noncompliance. The vendors of the company also require such training videos. These videos are a part of micro-learning where users are delivered 5-8 minutes nuggets for them to grasp information easily.

18 Nov 2021
compliance training

How has compliance training for the aviation industry changed after the pandemic? 

The aviation industry has suffered some landmark changes after the Covid-19 pandemic emerged. Therefore, this industry had to impose mandatory compliance training for the flight operators in different countries regarding their aircrew.

Compliance training for ground staff handling aircrew

One of such changes was introduced by the Indian aviation industry for the aircraft personnel, as per which the pilots had to get the DGCA(Directorate General of Civil Aviation) medical assessment before boarding a flight. This rule applied to those who had suffered from the Covid-19 virus and had mild symptoms. After displaying a negative RT-PCR report, they still have to be evaluated by the DGCA Medical Examiner and can only resume flying after the issuance of the DGCA Medical Assessment. But before getting such a medical assessment, the pilots need to be put under isolation management.

Compliance training for ground staff handling international passengers from India

Since the international flights have also started from India in September 2021 when Air India started its international flights to Canada, the flight operators had to provide ground staff with compliance training due to travel restrictions of this country.

For example, Canada has imposed strict rules for passengers coming from India. According to such it, the passengers have to get Covid-19 testing during 18 hours before their outgoing flight to Canada. This test is only acceptable if done by the Genestrings Laboratory located at the Delhi airport. The passengers who don’t have a positive Covid-19 test report at check-in will be denied entry to the flight. So, again, the ground staff deployed at the check-in points will have to be trained for checking this report.
The ground staff also has to be made digitally proficient in fetching the details of the passengers who have booked this test online. It’s because the slots for this test are booked online through the Delhi airport website.

Compliance training for ground staff handling international passengers to India

Similarly, for international passengers coming to India, some rules are mandatory. Either they have to upload a travel negative COVID-19 RT-PCR report done 72 hours before boarding the flight or be willing to undertake a test after they arrive at the Delhi airport.

So, again compliance training is required for the ground staff of flight operators to check these certificates because the copies of the negative RTPCR reports of international passengers are uploaded online. Apart from checking this report, boarding is only allowed to such passengers after the thermal screening. But the cabin crew also has some in-flight responsibilities, which include secluding a passenger who is exhibiting signs of Covid-19.

Again, thermal screening is mandatory for all passengers after the deboarding of the flight, an additional responsibility of the ground staff. But if any passengers fail thermal screening, they will be tested for the virus, and hence their family members informed if they test positive.


16 Nov 2021
healthcare compliance training

Why is healthcare compliance training so important now?

Healthcare compliance has become a critical concern for medical practitioners because their reputation is at stake.

Also, the rules are changing quite frequently for such practitioners.

As per OSHA guidelines, the doctors must take care of specific requirements according to which they can’t risk spreading infections. The doctors are required to follow specific protocols due to the contagiousness of the COVID-19 disease. This implies that they have to take precautions to prevent the spread of the disease. The healthcare employees must also ensure that they must be wearing PPE’s when they are in contact with such patients. If possible, the communication with such patients should be done through closed-circuit television systems if there is no need for a doctor to be in proximity to the patient. And even though the doctors might be wearing PPE’s, they should refrain from touching infecting surfaces such as doorknobs and light switches of the patient’s room. This is because they can spread the virus by touching other surfaces with their gloved hands. 

These guidelines have been issued specifically during the times of the pandemic.

But otherwise in general conditions also the healthcare workers are restricted from eating and drinking in those work areas where there is a high risk of exposure to blood-borne pathogens.

Hence, healthcare compliance training is critical in this regard because OSHA has mandated it. OSHA also requires that medical workers coming into contact with Hepatitis B patients must be vaccinated prior to such exposure.

Whenever doctors, nurses are treating patients carrying blood-borne pathogens, they are required to be trained for it. It’s the job of the employer to provide such training without any cost to the employees. The employees should not be expected to overstay for such training, and hence it should be arranged during the hospital hours.

Examples of such patients are those suffering from Hepatitis B and the Human immunodeficiency virus.

The medical employees must wash their hands after coming in contact with the blood of such patients.

Cleaning of hands

When the employer is not able to provide handwashing facilities, he must ensure that there is the provision of paper towels and antiseptics and handwashing must be done as soon as it’s available.

It’s an employer’s responsibility to ensure that even though workers in high-risk exposure to blood-borne pathogens are wearing gloves, they still wash their hands after taking them off.

Disposal of contaminated needles

If employees have used needles for injecting such a patient, these objects should be immediately stored in labeled containers so that they are not accessed.

Hence, it’s the responsibility of the employer who treats patients with such diseases that the risk of exposure is minimized. Therefore, it’s his duty as per the OSHA guidelines that all employees have hard copies of the Exposure Control Plan with them. This plan will be changed annually depending upon the possibility of the development of new technology which eradicates such exposure.

Adequate records of such training sessions have to be maintained, including the dates on which they were held, including who attended them. These training records should have the employer for 3 years since the training was held and hence provided to the employees or employee representatives if requested.

Therefore, medical organizations must provide healthcare compliance training to see no such rules are flouted.

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He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.