This training assessment consists of a series of yes/no questions designed to identify the best training courses to meet compliance requirements and identify best practices for all levels of your organization.
We have organized the questions by topic (ex. Harassment Prevention or Employee Rights). You can skip topics or questions, but for the most accurate results, we recommend at least reviewing each topic.
When you are finished with the assessment, you will get a printable report listing both the recommended and applicable HSI training courses for your managers and employees. Other details will be provided for each question as applicable.
You can complete this assessment for your entire organization or for a specific location or department, take it as many times as you would like. You will be able to download your reports each time you finish/submit an assessment, and provide them to the appropriate personnel at your organization.
Any questions or feedback, please contact marketing@hsi.com
These questions help identify tailored course recommendations for managers, ensuring they understand employee rights under the guidance of the EEOC and the Department of Labor.
Do your employees or managers make decisions related to hiring, promotions, layoffs, or workplace policies that could affect individuals of different age groups?
Do your employees or managers interact with individuals with disabilities or make decisions related to hiring, accommodations, or accessibility in the workplace?
Do your employees or managers have roles in setting and discussing salaries, determining raises, or making compensation-related decisions?
Do your employees or managers oversee tasks such as scheduling, wage calculations, overtime assignments, or compliance with labor laws?
Do your employees or managers handle requests for time off, manage leave policies, or make decisions about accommodations for employees dealing with family or medical needs?
Would employees and managers benefit by having clarity around employee rights as it pertains to military family and medical leave?
Do your employees or managers make decisions regarding hiring, promotions, job assignments, or accommodations that could impact employees who are pregnant or recovering from childbirth?
Do your employees or managers handle requests for accommodations related to breastfeeding or pumping at work, including designated spaces and break time for nursing mothers?
Do your employees or managers make decisions related to hiring, promotions, or benefits for individuals who serve or have served in the military, or manage leave for military service?
Do your employees or managers handle workplace injury reports, claim filings, or accommodations related to workers' compensation?
Do your employees or managers oversee scheduling, overtime, meal and rest breaks, or payroll practices in compliance with California's specific labor laws?
These questions help identify tailored course recommendations for employees, ensuring they understand their own rights under the guidance of the EEOC and the Department of Labor.
Would your employees benefit by having a better understanding of their rights under the Age Discrimination in Employement Act (ADEA), including protections against age discrimination in the workplace and how to address any concerns?
Would your employees benefit by having a better understanding of the rights under the Americans with Disabilities Act (ADA), including their rights as individuals and what to do if they feel their rights are being violated?
Would your employees benefit by having a better understanding of their rights under the Equal Pay Act (EPA), including how to address concerns about potential pay disparities in your workplace?
Would your employees benefit from a better understanding of their rights under the Fair Labor Standards Act (FLSA), including wage and hour regulations, overtime, and recordkeeping requirements?
Would your employees benefit from a better understanding of their rights under the Family and Medical Leave Act (FMLA), including eligibility, job protections, and how to request leave?
Would your employees benefit from a better understanding of their rights under the Military Family and Medical Leave Act (Military FMLA), including eligibility, job protections, and the process for taking leave related to military service?
Would your employees benefit from a better understanding of their rights under the Pregnancy Discrimination Act (PDA) and the Pregnant Workers Fairness Act (PWFA), including protections against discrimination and the process for requesting accommodations related to pregnancy, childbirth, and related medical conditions?
Would your employees benefit from a better understanding of their rights under the PUMP for Nursing Mothers Act, including the right to breastfeeding accommodations, break time, and a private space for pumping at work?
Would your employees benefit from a better understanding of their rights under Uniformed Services Employment and Reemployment Rights Act (USERRA), including protections related to military service, reemployment, and job security?
Would your employees benefit from a better understanding of their rights under workers' compensation laws, including the process for reporting workplace injuries, filing claims, and receiving appropriate benefits and accommodations?
By answering these questions, you'll receive a customized list of recommended HIPAA courses tailored to employee roles and their level of exposure to PHI.
Is your organization considered a covered entity, or do your employees or managers interact with PHI (personal health information) as part of their duties, requiring an understanding of HIPAA?
Are your employees or managers involved in implementing an electronic health record system, ensuring confidentiality of private information, or involved in IT security for a healthcare organization requiring a comprehensive understanding of patient privacy protections and/or cybersecurity measures in healthcare?
Do your employees or managers work with genetic information in healthcare, or are they responsible for protecting genetic privacy, requiring an understanding of the specific protections for genetic information?
Are your employees or managers responsible for preventing or responding to information security incidents specific to personal health information (PHI)? Or do they oversee risk management for patient information?
Are your employees or managers responsible for patient information during emergency care, requiring an understanding of HIPAA compliance in high-stress, time-sensitive situations?
Are your employees or managers involved in managing medical records or health-related employee data requiring an understanding of HIPAA's impact on HR practices?
Do your employees or managers access protected health information from non-medical locations, for example, do they work outside of a traditional office environment, requiring guidance on maintaining HIPAA compliance while working remotely?
Are your employees or managers responsible for creating marketing materials involving patient data, requiring an understanding of HIPAA restrictions on patient information use?
These questions will help identify course recommendations for individuals involved in hiring and termination processes.
Do your employees or managers participate in recruitment, hiring, or interviewing processes, and are they responsible for ensuring hiring decisions are fair, unbiased, and compliant with employment law?
Do your employees or managers handle employee terminations or disciplinary actions, and are they responsible for ensuring these processes are fair, consistent, and compliant with employment laws?
Some states have specific training requirements regarding human trafficking, answer these questions to see if your employees require this training.
Do your employees, particularly those in guest services, housekeeping, or security, interact with guests or visitors in ways that could help identify or prevent human trafficking, and are they aware of the specific signs and reporting procedures required by Florida law?
Do your employees, particularly those in maintenance, leasing, or management roles, interact with tenants or visitors in ways that could help identify signs of human trafficking, and are they familiar with the specific protocols for reporting suspected trafficking under Florida law?
Do your employees or contractors interact with individuals or groups who may be at risk of human trafficking exploitation, such as in hospitality, transportation, agriculture, healthcare, or other customer-facing industries?
Are your employees, particularly those in driving or delivery roles aware of the specific safety, legal, and regulatory requirements for drivers in Texas when it comes to human trafficking?
Determine if you should provide PII training in your organization.
Do your employees handle, access, or manage personally identifiable information (PII), and do they need to be aware of the best practices and legal requiresments for protecting sensitive data?
These questions will identify whether your team needs to take Title IX training.
Does your organization receive federal funding for educational programming requiring Title IX training, and are your employees required to foster an equitable and compliant education environment?
Answer these questions to get a tailored list of courses designed to prevent and address violent incidents in the workplace.
Do your employees or managers handle situations involving conflict resolution, employee safety, or emergency response, and are they equipped to recognize, prevent, and address potential workplace violence?
Do your employees or managers interact in ways that require fostering a respectful and inclusive workplace, and are they equipped to recognize, prevent, and address workplace bullying?
Do your employees or managers frequently handle situations involving disagreements, team dynamics, or interpersonal challenges, and should they be equipped with the skills to effectively manage and resolve conflicts in the workplace?
Do your employees or managers play a role in shaping workplace culture, team dynamics, or employee engagement, and would they benefit from training to foster a positive, inclusive, and supportive work environment?
Do you have employees, in the following locations, that have specific harassment prevention training requirements?
California
Connecticut
Delaware
Illinois
Maine
New York
Washington
Chicago
Should your employees or managers understand how to recognize, prevent, and address harassment in the workplace, and should they be familiar with their responsibilities under applicable laws and company policies?
Do you have managers overseeing employees in any of the following locations, that have specific harassment prevention training requirements?
California - Harassment Prevention Part 2
Connecticut - Harassment Prevention Part 2
Delaware - Harassment Prevention Part 2
Illinois - Harassment Prevention Part 2
Maine - Harassment Prevention Part 2
New York - Harassment Prevention Part 2
Washington - Harassment Prevention Part 2
Chicago - Harassment Prevention Part 2
Answer these questions to determine what training your employees need regarding drug and alcohol abuse.
Do your employees or managers interact with individuals who may be affected by addiction disorders, and would they benefit from training to recognize, support, and address these challenges in a compassionate and compliant manner?
Do your employees or managers encounter situations where recognizing, addressing, or preventing opioid-related issues in the workplace is criticial for maintaining safety, productivity, and compliance with company policies?
Do your employees or managers encounter situations where recognizing, addressing, or preventing drug and alcohol abuse is important for maintaining safety, productivity, and compliance with company policies or regulations?
Do your employees or managers work in an environment where they may need to respond to an opioid overdose, and would benefit from having training on how to properly administer NARCAN to potentially save lives?
Congratulations, your assessment is complete! Don't forget to click the "Submit & Download Report" button in the lower right corner of your screen to save a copy!
We understand that even experienced HR professionals have difficulty aligning employees with the right training for compliance. This tool was created to help you connect the dots between your workforce training program, HR compliance, and HR best practices.
The report contains recommendations on the areas you indicated apply to your organization and team, including information about the regulation, training frequency, and recommended HSI courses that can help you meet your training needs. The list of HSI courses is intended to help by providing a selection. The results are not implying that every course is mandatory, and the assessment is also not implying that this is a comprehensive list of training requirements for your state or city or organization-specific needs. This assessment is to help you make sense of key requirements and the resources HSI must support you.
You can complete as many assessments as you like, often it is helpful to fill one out for each location or division in order to create a customized, specific report. You can send the link to managers and supervisors to complete for their own teams.
