Employers know they must train employees to do their jobs well. That goes without saying. But employers also should train employees in other ways to comply with certain federal requirements and, in some cases, state laws, or to keep employees safe. Here are some of the areas to address with in-house training for employees.
Prevention of sexual harassment and violence
Employees who experience sexual harassment or violence on the job can seek redress from the company that can cost thousands or millions of dollars in payments to victims and harm to the company’s brand. There is no federal law requiring employers to provide training to prevent sexual harassment and violence, although the EEOC encourages it.
State law may mandate in-person training to prevent sexual harassment and violence. For example, California’s law has different criteria for supervisory and nonsupervisory personnel (e.g., a minimum of 2 hours of training for supervisory personnel and one hour for nonsupervisory personnel). There are also recordkeeping requirements (e.g., retaining for at least 2 years the names of those trained and the materials used). A list of states requiring or encouraging this training can be found at AdminAssist.
Safety
Remember the old fire drills when you were in school? They were designed to provide a course of conduct in case of emergency to ensure the safety of students, teachers, and other staff. That same thinking can be applied to safety training in your company.
- Machinery and equipment. OSHA says: “Machine operators who understand a machine’s hazards and how to control them will have a reduced risk of injury.” Clearly, this translates into safer conditions for employees and reduced workers’ compensation and insurance claims. Adapt your in-house training to the particular machines and equipment. It’s helpful to provide periodic reviews.
- Weather. To ensure the safety of your staff, understand the risks of certain weather conditions—extreme heat and extreme cold—and train your employees on the best practices to handle them. OSHA has information for workers outside or indoors with extreme heat and for cold stress.
- Emergencies. There are several types of emergencies to consider: fires, an on-premises shooting incident, a health emergency, storms, and more. Be sure employees are trained on what to do when an emergency arises (e.g., how to exit quickly for a fire, shelter in place for a tornado). It’s also helpful to train employees who are willing to learn CPR—and conduct practice drills to ensure that the training has been sufficient. (In one company I know, several employees were trained in CPR by Red Cross instructors. When they ran a drill in the company cafeteria with a person acting out a heart attack, none of the trained employees stepped up to help.) Be sure employees know how to use the AED machine, and of course, where it’s located. CPR and AED training should be conducted annually.
Training related to employee benefits
Do your employees understand their health coverage options? Do they know about contributions—theirs and the company’s—to a retirement plan, and their investment options? Handing out paperwork may meet federal law requirements about notification, but may not be sufficient for employees to make informed decisions about their options. In-house explanations about benefits likely will be appreciated.
Final thought
““Job training empowers people to realize their dreams and improve their lives.” ~ Former Secretary of Health and Human Services
Job training doesn’t only mean learning better sales techniques, how to operate a forklift, or other essentials to perform a job. It extends to training designed to keep employees safe and put them in a better position. What can you do?
