Compliance

Improving the employee experience begins by focusing on employee experiences and their desired outcomes.

An ethics and compliance (E&C) platform solution that holistically manages your compliance tasks can help to collect, distribute, and make sense of information to create and maintain healthy workplace cultures.

This session will discuss how to enact a strong anti-retaliation policy and methods to ensure accountability.

How do you know if your ethics & compliance training program is advanced or not? Start by assessing where you are today based on the four stages of E&C program maturity.

There are universal components or steps of a risk management framework regardless of the type of risks your business focuses on to help get organizations started quickly and simply. Download our Getting Started with IT Risk Management Guide today.

Ensure employees have the information they need about workplace harassment to make ethical choices. Learn more about our Workplace Harassment Course here.

The post-pandemic hybrid workforce introduces new risks and extends existing risks from the reaction to COVID-19. A hybrid workforce also makes compliance requirements – especially HIPAA and CCPA - more difficult.

This workplace harassment policy sample will help you establish an anti-​harassment and anti-discrimination policy. This sample policy covers discrimination, harassment, bullying and retaliation.

Streamline HIPAA compliance and risk management, as well as increase audit readiness with the Lockpath platform.

A major health insurer helps shield itself from vendor risk by using the Lockpath Platform. Download the case study.

Evolve from inefficient compliance, risk and audit management tasks to a centralized, streamlined program with Lockpath.

Learn how Soneva extended its commitment to a healthy workplace culture by introducing a new line of communication with NAVEX EthicsPoint.

NAVEX delivers training that meets the needs and learning styles of its employees and complements NCCI’s learning development goals.

While managers may not typically have access to specific employee medical information, situations can arise where an employee shares this information, like when requesting leave or an accommodation. This information must be protected, both to comply with laws and to maintain employee trust.