Ethics, Anti-Bribery and Anti-Harassment Bundle

Ethics, Anti-Bribery and Anti-Harassment Bundle

This bundle consists of three of our most popular training courses. Collectively they cover key workplace behavioral training, including our California AB1825 compliant Workplace Sensitivity Training.

With this bundle your team will receive comprehensive training covering the workplace behaviors expected of them and the local legislation governing their business conduct. This bundle provides a foundation for your staff to help foster a professional, productive and friendly working environment.

Our courses will teach your team how to: 

  • Identify,  report  and prevent  harassment and discrimination. 
  • Create a safe, respectful and enjoyable working environment.  
  • Manage disagreements  in a professional manner. 
  • Behave in a way that represents the company in the best light, both inside  and outside of work. 
  • Identify and prevent potential instances of bribery and corruption within the business and supply chain.

What  are the business benefits of this training? 

  • Create a friendly, respectful and professional working environment to attract and retain diverse talent .
  • Mitigate the risk of harassment and discrimination in the workplace .
  • Protect your business from the legal implications of harassment and discrimination  occurring  in the workplace (dependent on your local legislation) . 
  • Prevent instances of bribery and corruption in your business and the legal implications that go with it. 

Why take a  Sovy AcademySM  course? 

  • Mobile-ready eLearning solution  for on-the-go training  
  • Available  in a range of languages  
  • Written by experts  
  • Trusted by Fortune 500 companies globally  
  • Tracks, saves and reports progress
  • Receive  certificates on completion  

Course Contents:

Video: Ethical behavior creates a positive working environment, which helps us to be more productive and to serve our customers better. Doing the right thing is not always easy. But being ethical always pays off in the end.
Scenario: Expensing a lunch with a friend as a working lunch.
Key Learning: It is unethical to charge a personal expense to the company.
Scenario: Finding a competitor’s confidential documents.
Key Learning: It’s important to remember that just because something is legal doesn’t mean it’s the right thing to do.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: The days of using gifts and entrainment to win business are long gone. Real-life examples of the consequences of using gifts and entertainment to influence business decisions.
Scenario: Offer of concert tickets from a supplier.
Key Learning: Accepting an inappropriate gift could impact the entire company. Don’t accept gifts that will influence your objectivity.
Scenario: Offer of luxury accommodation.
Key Learning: Ensure that it’s OK for you to receive gifts or hospitality on behalf of the company. Be aware that others may use gifts in an effort to influence your objectivity.
Assessment: Five-question quiz on the content presented in this topic.

Video: Define conflicts of interest. Disclosing conflicts. We have guidelines to help you avoid conflicts of interest.
Interactive Screen: Real-life examples of conflicts of interest.
Scenario: Contract renewal when family member is involved with prospective company.
Key Learning: A potential conflict of interest is authorizing, or causing another to authorize, a business transaction with a relative or any business organization with which the employee or relative is associated.
Scenario:Hiring a family member.
Key Learning: A potential conflict is hiring a relative to fill a vacant position. It makes no difference whether your relative was the most qualified applicant; were it not for your relationship, you might have posted the position.
Scenario: Offer of consulting work outside normal office hours.
Key Learning: A potential conflict of interest is maintaining outside employment with, or providing consulting services to, any competitor, vendor, or customer.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Define what diversity means. Innovative ideas and solutions to challenging issues can come from seeking input from those whose perspectives are different from our own.
Scenario: Encouraging diversity in the workplace.
Key Learning: It’s important that every member of the team is supporting and contributing to workplace diversity.
Scenario: Question on religious attire.
Key Learning: It takes time and patience to commit to diversity in the workplace. Grasp the opportunity to learn.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Creating an inclusive workplace. Include everyone. Take time to learn. Participate. Broaden your horizons.
Scenario: After-work drinks that compromise a team member’s beliefs.
Key Learning: Social activities and practices that are comfortable for you, may not be for everyone, and vice versa.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: A workplace that promotes inclusion gains true value from its diverse workforce. Inclusive managers value diversity. What does an inclusive workplace look like? Promoting inclusivity. Fostering inclusion. Benefits of a diverse workplace.
Scenario: Team member considering a transfer because he doesn’t fit in with the team.
Key Learning: Actively support inclusion by encouraging a diverse group of employees to learn about their colleagues.
Scenario: Making a team member feel part of the team.
Key Learning: You are responsible for providing opportunities for staff to interact, inside, and sometimes outside, of work.
Assessment: Five-question quiz on the content presented in this topic.

Summary screen that wraps up the module, and attestation screen where learners attest that they will always behave ethically.

Video: Overview of what bribery and corruption are. Impact on society. Never acceptable. Everyone is responsible for conducting business in an ethical and honest manner.
Scenario: Taking a foreign government official for a lavish dinner as a show of appreciation.
Key Learning: Business dinners may be appropriate but must be within guidelines. Contact details for questions around offering hospitality.
Scenario: Invitation from a local government official to a fundraising dinner for a local charity.
Key Learning: It is your responsibility to know what type of situations you need to escalate, and who you need to escalate to.
Assessment: Five-question quiz on the content presented in this topic.

Video: Overview of what the fraud is. Three main types of fraud. Consequences of fraud.
Interactive Screen: Overview of factors that cause people to commit the fraud.
Scenario: Employee submitting expenses report from business trip.
Key Learning: Examples of fraudulent acts committed by employees.
Scenario: Questionable sales figures discovered by internal auditor.
Key Learning: Importance of employee's responsibilities to help fight the fraud. Examples of internal and external red flags for fraud.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Economic and social effects of bribery & corruption and the fact they are crimes around the world. Consequences for companies and individuals found guilty. Our policies help protect us.
Scenario: Working with an overseas agent.
Key Learning: An intermediary cannot shield you or the company from acts of bribery or corruption.
Scenario: Vendor offer of an internship for a family member.
Key Learning: This could give the appearance of, and possibly result in, a corrupt situation.
Scenario: Low-cost gifts for clients, i.e., cheap ballpoint pens to T-shirts.
Key Learning: Value of the gift in giver’s eyes is irrelevant – the value to the recipient is the important factor.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Types of risk; location based or country specific, industry related, situational or activity based, and people or relationship based.
Scenario: Possible facilitation payment.
Key Learning: A facilitation payment can be considered a bribe. Always identify and assess the level of risk by considering the countries and people you are dealing with.
Scenario: Risk of bribery or corruption for a high-risk role within a high-risk industry for a company with well-structured policies, procedures, and systems to prevent bribery.
Key Learning: Always assess the level of risk by considering the industries and people you are working with.
Scenario: Risk of bribery or corruption for company that went through rigorous screening process to become an authorized supplier.
Key Learning: Due diligence is a continual task and not just a one-off exercise. You must be able to identify high-risk activity and understand when and how to escalate this type of issue.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Some locations pose a greater risk than others. CPI, assessing risk, red flags, and mitigation.
Scenario: Conducting a corruption risk assessment.
Key Learning: CPI ranks countries by the perceived levels of corruption. If you work in a high-risk location, be aware of the heightened risks. Contact details for questions.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What is considered a bribe? What counts as gifts or entertainment? What to do if you have any doubts.
Scenario: Identify the expenses that could be perceived as bribes.
Key Learning: There is no minimum value for an improper payment in any form to be considered a bribe. Any offer or promise of something of value is sufficient to be considered a bribe.
Assessment: Five-question quiz on the content presented in this topic.

Video: Overview of tactics to prevent bribery and corruption. YOU are the most important control against bribery and corruption. Awareness of risk, ability to spot red flags, and willingness to speak up.
Interactive Screen:Red-flag statements and actions to watch out for. Always speak up.
Scenario: How to respond to a request for a gift from a government official.
Key Learning: Giving a gift of a bottle of wine, even a cheap one, to a government official to speed up the permit approval process could be seen as a bribe.
Scenario: How to respond to a request for a cash payment from an official to expedite a customs process.
Key Learning: If a payment is going to an official’s agency or department with some sort of agency form or application, it is likely to be a permissible payment; but if it is going in the pocket of the official, it is likely to be considered a bribe.
Scenario: How to mitigate risk in bribery situations.
Key Learning: Never comply with requests for extra funds for expedition of services. Making an agreement to comply with bribery requests still counts as a bribe, even though no bribe has been given.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Importance of accurate record keeping. National law and company policy set record keeping standards. Everything must be thoroughly documented. Dealing with government officials. Always keep proper records.
Scenario: Payments without receipts made by a third party on our behalf.
Key Learning: We can be liable for actions of third party. Unusual payment requests raise a red flag, and may indicate that the true nature of the transaction is being concealed.
Scenario: Handling a gift of dinner vouchers received as a goodwill gesture.
Key Learning: Check company policy around record keeping, and keep the right records in the right way.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Who are PEPs? How to identify a PEP. Dealing with PEPs. Obtaining senior management approval to work with a PEP.
Scenario: Risk of dealing with someone who is a close relative of a PEP.
Key Learning: A family member of a senior executive holding a position in government potentially exposes our company to the risk or perception of corruption and should be reported.
Scenario: What action to take when you discover an agent you are dealing with is related to a PEP.
Key Learning: Identifying a PEP does not mean you cannot do business with them, but it does mean that additional investigation and ongoing vigilance is required.
Assessment: Five-question quiz on the content presented in this topic.

Summary screen that wraps up the module, and attestation screen where learners attest that they will always adhere to anti-bribery and corruption policies.

Video: Definition of harassment. Examples of real-life stories that illustrate the impact of harassment.
Interactive Screen: What harassment includes and when harassment becomes actionable.
Scenario: Jokes based on an individual’s nationality.
Key Learning: Even if someone doesn't intend any harm, if the target of the jokes is hurt by the jokes and this is happening on a regular basis, this could create a hostile work environment.
Scenario: Risqué emails that sometimes contain jokes on religion and sexuality.
Key Learning: Jokes that offend some colleagues could contribute to an offensive, hostile work environment.
Scenario: Friendly conversation offering dating advice.
Key Learning: Intent and perception are key to determining if a statement could be considered harassment.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Definition of discrimination. Examples of real-life stories that illustrate the impact of discrimination. Discrimination is never acceptable.
Interactive Screen: Laws and enforcement. Title VII of the Civil Rights Act of 1964. US Equal Employment Opportunity Commission (EEOC). State-specific laws.
Scenario: Time off for a religious holiday.
Key Learning: Religious accommodation laws allow employers to engage in discussion about these kinds of issues.
Scenario: Promoting when pregnant.
Scenario: Age considerations when promoting someone.
Key Learning: You cannot decide against promoting or hiring someone because you think they are too old.
Key Learning: You cannot decide against promoting or hiring someone because you think they are too old.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Retaliation, protected activity, and adverse actions. Retaliation is never acceptable.
Interactive Screen: Real-life examples of retaliation and the impact it has.
Text & Image Screen: Definition of a “covered individual.”
Scenario: Senior colleague verbally abusing a junior colleague.
Key Learning: If you witness harassment or discrimination, you should report what you see and hear without fear of retaliation.
Scenario: What constitutes retaliation?
Key Learning: Any targeted action taken in response to being reported may be considered an act of retaliation.
Scenario: Action to take is subjected to retaliatory practices.
Key Learning: Speak to the individual. If actions continue, report them.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Outline the impact that harassment has on the victim, the workforce, the company brand and reputation, productivity and profitability, and on management.
Scenario: Overhearing two colleagues mocking another colleague about religious dress.
Key Learning: In some cases the perpetrators of inappropriate behavior don’t believe they’re doing anything wrong. If you feel comfortable, speak to the perpetrators and ask them to stop.
Scenario: Mocking over religious dress continues.
Key Learning: When the perpetrator doesn’t change their behavior, it’s best to report the incident before the situation escalates.
Scenario: Wider impact that discrimination has in the workplace.
Key Learning: Discrimination may cause a colleague to become withdrawn and less engaged in the workplace. This could have an adverse effect on the workforce, as it may make other colleagues uncomfortable and could cause a divide in working teams and groups.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Federal discrimination laws. Who’s protected? What’s included?
Interactive Screen: State laws. Examples: California, New York, Washington DC, Massachusetts, New Jersey.
Interactive Screen: What do we mean by protected groups? Examples of protected groups. Types of discrimination.
Interactive Screen: Types of harassment. Quid pro quo. Hostile work environment.
Interactive Screen: Affirmative defense – under federal law, an employer can avoid liability for discrimination if it can show three things.
Scenario: Drafting a job advertisement without discriminating against any protected groups.
Key Learning: Discriminatory conduct is prohibited in all aspects of the employment process, including recruitment.
Scenario: Candidate for an interview is in a wheelchair.
Key Learning: Unless it causes an employer undue hardship, refusing to accommodate an applicant or employee with a disability is discrimination.
Scenario: Consequences of rejecting a candidate because they might become pregnant.
Key Learning: Pregnancy is a class that is protected under both federal and state law. Marital status is a class that is protected under certain state anti-discrimination laws.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Definition of sexual harassment. It doesn’t have to be sexual in nature – could include offensive remarks about a person’s sex.
Interactive Screen: What constitutes sexual harassment? Verbal harassment, non-verbal (visual) harassment, physical harassment, teasing and offhand comments.
Interactive Screen: Does it have to be sexual? Who’s impacted? What does the law say? What is a hostile environment? What is quid pro quo? Are there specific laws to protect transgender people?
Scenario: A drunken proposal while at a work conference.
Key Learning: Just because an employee is not at work, they may not engage in inappropriate conduct that would otherwise be impermissible in the workplace itself.
Scenario: Spreading rumors about a colleague’s sexuality.
Key Learning: Offensive comments about a person’s sexuality are harassment, even if the victim doesn’t hear.
Scenario: Personal history interfering in a promotion decision.
Key Learning: Must have solid reasons for reaching a hiring decision.
Scenario: Same-sex harassment – one colleague sending another flirty emails and sticky notes.
Key Learning: Conduct constitutes harassment because the conduct is unwelcome and it has unreasonably interfered with his colleague’s work.
Scenario: Inappropriate physical touching.
Key Learning: Conduct may be considered harassment if it is unwelcomed and it makes the victim uncomfortable.
Assessment: Five-question quiz on the content presented in this topic.

Video: Define gender identity. Discrimination against an individual because that person is transgender is discrimination because of sex.
Scenario: Hiring a new team member who is in a same-sex relationship.
Key Learning: You cannot treat individuals differently because of their sexual orientation or preference.
Scenario: Whispers about gender reassignment.
Key Learning: When someone at work goes through a gender transition, it’s important to have in-person training with the employee’s managers and the colleagues who work directly with the transitioning employee.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen:The difference between intent and perception. The burden of proof. The importance of perception.
Scenario: Proof of general discrimination.
Key Learning: Employees who assert discrimination claims must show that they suffered an adverse employment action because of their protected class or trait. Proof of this “causal connection” is at the heart of employment claims.
Scenario: Proof of age discrimination.
Key Learning: It’s important that a manager can show that they hired a candidate because the candidate was the best candidate for the job
Scenario: Legitimate nondiscriminatory reasons for not offering a promotion.
Key Learning: If required, you must be able to present a legitimate, nondiscriminatory reason why a candidate didn’t get promoted.
Scenario: Perception of a joke about nationality.
Key Learning: You might not intend a comment to be offensive, but it may be perceived in that way. The impact of a perceived offense can be given greater weighting in law than the original intent.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Explain the ADA. Define disability. ADAAA. Applicability and enforcement.
Interactive Screen: Evaluating performance. Essential job functions. Marginal job functions.
Interactive Screen: Explain reasonable accommodations. Qualified individuals. Undue hardship.
Interactive Screen: Examples of the ADA in action.
Text & Image Screen: Outline the steps required when an accommodation is needed or requested.
Scenario: Hiring and the essential job functions.
Key Learning: You can only ask questions that you would lawfully ask any applicant. You cannot ask a person with a disability questions that you would not ask any other applicant.
Scenario: Downturn in productivity due to a medical condition.
Key Learning: Both federal and state laws restrict an employer’s ability to make disability-related inquiries. All discussions about reasonable accommodation should include HR.
Scenario: Accommodation request from employee with carpal tunnel syndrome.
Key Learning: Reasonable accommodations vary based on the individual circumstances. Normally, only the manager needs to know the nature of the accommodation and that the accommodation has been approved. And remember, privacy laws and company policy protect the confidentiality of personal information, including medical details.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: A manager’s obligations, responsibilities, and reporting requirements.
Scenario: Educating your team on how to prevent harassment and discrimination.
Key Learning: We do not tolerate harassment or discrimination of any kind. Ensure that all of your team are aware that there are multiple channels for raising concerns.
Scenario: Handling a potential harassment and discrimination situation.
Key Learning: Empathize with an employee making a complaint and assure them that the company will investigate the complaint. Do not investigate any concerns or complaints yourself, even though your efforts might be well intentioned.
Scenario: Dealing with an offensive joke.
Key Learning: A key factor in preventing harassment and discrimination in the workplace is the faith an employee has in their manager to deal with such matters.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: How to recognize and deal with potential harassment and discrimination situations.
Scenario: Possible discrimination based on sexual orientation.
Key Learning: Discuss the situation with the individual to see what he or she says and also speak to the other team members. Then, you can make a decision on whether you need to take any further action.
Scenario: Dealing with possible retaliation.
Key Learning: We do not tolerate retaliation, whether it comes directly from the individual or individuals involved in the original incident or from their colleagues or friends.
Scenario: Assigning projects to groups from the same ethnic background.
Key Learning: Be on the lookout for instances of harassment and discrimination, and where such instances occur, whether real or perceived, report them. Treat everyone equally and apply the same rules to everyone.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Handling complaints. Keeping an open mind. Understanding approach. Never retaliate. Follow policies. Confidentiality. Malicious complaints.
Scenario: Handling a sexual harassment complaint.
Key Learning: Certain situations don’t immediately warrant launching a formal investigation. However, if talking to both parties doesn’t result in the required behavior change, you’ll need to inform the appropriate department.
Scenario: Continuation of scenario on handling a sexual harassment complaint.
Key Learning: You should never investigate any concerns or complaints that are brought to your attention. Always inform the employee making the complaint that the company will keep the complaint confidential to the fullest extent possible under the law.
Scenario: Handling a complaint about failing to obtain a promotion.
Key Learning: If you fail to handle a situation like this with tact and compassion, it could lead to the employee filing a discrimination complaint. It is also important to keep HR informed of any situations on your team that could potentially escalate into discrimination cases.
Scenario: Handling a complaint about harassing behavior.
Key Learning: Sometimes, employees can find it very difficult to raise harassment or discrimination issues, so it’s vital that you act in an understanding manner and let the person know that we will investigate thoroughly. It’s also important that you inform HR of the situation immediately.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Define what diversity means. Innovative ideas and solutions to challenging issues can come from seeking input from those whose perspectives are different from our own.
Scenario: Encouraging diversity in the workplace.
Key Learning: It’s important that every member of the team is supporting and contributing to workplace diversity.
Scenario: Question on religious attire.
Key Learning: It takes time and patience to commit to diversity in the workplace. Grasp the opportunity to learn.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Creating an inclusive workplace. Include everyone. Take time to learn. Participate. Broaden your horizons.
Scenario: After-work drinks that compromise a team member’s beliefs.
Key Learning: Social activities and practices that are comfortable for you, may not be for everyone, and vice versa.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: A workplace that promotes inclusion gains true value from its diverse workforce. Inclusive managers value diversity. What does an inclusive workplace look like? Promoting inclusivity. Fostering inclusion. Benefits of a diverse workplace.
Scenario: Team member considering a transfer because he doesn’t fit in with the team.
Key Learning: Actively support inclusion by encouraging a diverse group of employees to learn about their colleagues.
Scenario: Making a team member feel part of the team.
Key Learning: You are responsible for providing opportunities for staff to interact, inside, and sometimes outside, of work.
Assessment: Five-question quiz on the content presented in this topic.

Video: What is workplace conduct? Our company is committed to providing you with a safe, respectful, equitable, professional, and ethical workplace.
Interactive Screen: What is a Code of Conduct? Why do we need one? When will you need to use the CoC? What is your role?
Scenario: Manager asking for a favor in return for a promotion. Favor is unrelated to work.
Key Learning: If you are asked to do something that you think may breach our Code of Conduct, the best course of action is to politely and unequivocally decline.
Scenario: Overhearing a senior colleague using a racial slur.
Key Learning: It may seem obvious what to do in this situation. But, if you were in any doubt, our Code of Conduct explains that this type of behavior is unacceptable. Each of us has a duty to report inappropriate behavior and uphold our core values.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What is bullying? Examples of bullying. What to do if you are a victim. Subtle forms of bullying.
Interactive Screen: Real-life examples of the impact of bullying.
Scenario: Persistent and public criticism from a colleague.
Scenario: Constant public criticism can have an adverse effect on a person’s confidence in their work and may cause them to be less engaged in group activities or team meetings.
Scenario: Action to take when someone refuses to stop criticizing a colleague in public.
Key Learning: Bullying doesn’t always involve raised voices or threats of violence. It can take the form of repeated criticism, or even nonverbal actions, such as aggressive body language. Exclusion is also a form of bullying.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What is abusive conduct? Verbal. Physical. Protected characteristics.
Scenario: Identifying actions that constitute abusive conduct.
Key Learning: In situations that involve abusive conduct, employers must take affirmative action and, in some cases, disciplinary measures against offending employees.
Scenario: Identifying the actions that should be taken when abusive conduct is reported.
Key Learning: The company should act to ensure that all employees are aware of what constitutes abusive conduct and that this conduct will not be tolerated.
Assessment: Five-question quiz on the content presented in this topic.

Video: Workplace violence can happen to anybody, whatever their role and whomever they work for. It is any form of violent or aggressive behavior that creates a hostile work environment.
Interactive Screen: Prevention. Zero tolerance policy. Don’t stay silent. Don’t remain a victim. Know who protects you.
Interactive Screen: Real-life experiences of violence in the workplace.
Scenario: Identifying behaviors that may indicate the potential for workplace violence.
Key Learning: Overreacting to a normal request, abusing a customer, taking a lot of time off with no explanation, and obsessing with shootings in the news are all potential red flags for workplace violence. No single one of these signs is a sure indicator that someone may turn violent, but they should be enough to alert you to the possibility that action may need to be taken.
Scenario: Identify the actions to take when someone becomes verbally threatening.
Key Learning: It’s your duty to recognize the warning signs for workplace violence and to implement our zero tolerance policy by reporting all incidents and concerns immediately. You will never be asked to intervene with an individual directly.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Additional risks of harassment and discrimination posed by social media. Vicarious liability. Use outside of business hours.
Interactive Screen: Real-life example of the misuse of social media and the consequences that follow.
Scenario: Hacking into a colleague’s online dating profile and changing their sexual orientation.
Key Learning: Sexual orientation is a protected group. Mocking someone’s sexual orientation will likely upset many people and cause hurt.
Scenario: Posting inappropriate comments on social media outside of working hours next to a photo where the employee is wearing a polo shirt with a company logo.
Key Learning: Employees can be held liable for their actions outside of work hours and off work premises, as well as for their conduct within the workplace.
Assessment: Five-question quiz on the content presented in this topic.

Summary screen that wraps up the module, and attestation screen where learners attest that they will always adhere to AB1825 California policies.

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