Awareness Materials  

When a customer expresses interest in ongoing education and awareness materials, Brightline Compliance typically engages them in a 30 to 45 minute conversation to gather information about the customer's goals, work environment(s), and ability to support such programs internally. This information, combined with knowledge of the customer's intended training program, is used to propose a mix of ongoing education and support tools tailored to the customer's specific circumstances and needs. The customer reviews the suggested program and provides feedback. An iterative process is used until the customer is comfortable with the content, media and timing of the suggested program.

Refresher training is the centerpiece of almost every ongoing education program selected by Brightline Compliance clients. Brightline creates entirely new content each year for its Preventing Workplace Harassment and Workplace Ethics courses. While this is a significant endeavor and one that none of our competitors undertake, we believe strongly that (i) periodic training is not only required under the law but is the most effective way to drive desired behavior, and (ii) that requiring employees to retake the same training that they completed previously actually undermines an employer's efforts to create an ethical and compliant work environment. Our clients agree and are excited not to have to change providers every year or two simply in order to offer fresh content (working through the selection and procurement processes takes a substantial investment of resources and transitioning between hosting technologies and record keeping systems can create logistical difficulties). Further, our past courses provide a substantial library of assets that clients can draw upon to tailor their training efforts to meet specific needs. 

Brightline's refresher training for Preventing Workplace Harassment is significantly shorter than the initial course (typically running 30-40 minutes), and thus allows employers to reinforce key principles without taking employees off task for an inordinate amount of time. The modular nature of Brightline's Workplace Ethics library gives employers remarkable flexibility in how they approach ongoing education-they can provide an entirely new full-length course made up of selected modules (based on the employer's specific needs or desired emphasis), or they can craft a refresher sequence that provides a series of shorter training experiences spread over the entire year. For example, an employer could choose to roll out 10 to 15 minutes (2 to 3 modules) worth of online training each quarter, or could deliver a single module every month. Indeed, there is growing momentum in training circles for such "short form" training, not only because it is less disruptive to the organization's daily work but also because there is evidence that small doses of reinforcement taken frequently has a greater long-term impact than heavier doses taken less frequently. Brightline works with the client to develop and implement the periodic training plan that best meets its needs.

In addition to additional training, Brightline is able to provide ongoing education and awareness support through a broad array of materials, such as:

• Electronic newsletters (quarterly) that highlight key issues and developments
• Initial launch packages (one for each employee)
• Posters
• Brochures
• Wallet cards
• Printed magnets
• Printed handouts
• Display centers

We do not offer a one-size-fits-all solution, but, as described above, the mix of materials actually provided is the result of consultation with the client and is tailored to the client's specific circumstances. Brightline can provide an "Implementer's Guide" for each location describing how to place posters, distribute individual materials, etc., so that the awareness program is implemented uniformly and appropriately across all locations.

Finally, in addition to refresher training and supporting awareness materials, Brightline Compliance offers a number of performance support tools within its course. These tools can be revisited and/or printed out to allow employees (typically managers and supervisors) to work through potentially problematic issues.  For example:

• Our Interviewing and Hiring Lawfully contains two important support tools that can be printed for future reference:
  • Guidelines for lawful interview questions, outlining subjects that carry legal risk (e.g., arrest/conviction record) and indicating the kinds of inquires that are potentially unlawful (e.g., "Have you ever been arrested?") and those that are lawful in certain circumstances (e.g., "Have you even been convicted of a crime?")
    
    
  • A list of sample lawful questions to use during an interview, sorted by topic area
• Our Avoiding Wage and Hour Violations course contains an interactive e-consultant that allows supervisors and managers to determine whether overtime pay is required in a variety of circumstances. The e-consultant can be customized to conform with an organization's specific policies. By using the e-consultant, supervisors and managers can get answers to important questions without having to rely on (or burden) human resources colleagues for answers.