Courses for Federal Government Compliance Training

Federal agencies have a wide range of human resource (HR) capabilities that can be used to help manage workforce challenges. The US Office of Personnel Management (OPM) is a federal government agency that helps other government agencies recruit and retain federal employees, provide with training and personal development programs, and overcome staffing challenges. The OPM also designs and implements key human resource-related polices across all government departments. This course provides an overview of the many personnel options and services available to applicants, existing employees, and managers in the federal government. This course was developed with subject matter support provided by the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

The merit system principles are the standards that underpin federal management practices. They help ensure federal employees are treated fairly and equitably and that the federal employment system is based on merit. This course provides an overview of the merit system principles - what they are, how to apply them, and the prohibited personnel practices to avoid. The course also describes the regulatory and administrative structures that enforce the merit system principles. These course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Employees of federal agencies must remain aware of possible fraud, waste, and abuse of government funds and resources so as to report such activities when discovered. As an employee, you need to have a basic understanding of what fraud, waste, and abuse are, so that you can properly identify them and recognize when to report them. In this course, you'll learn how to recognize fraud, waste, and abuse and how to identify ways that you can prevent such conduct. You'll also explore the importance of promoting ethical behavior and the potential consequences of fraud. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

The Freedom of Information Act (FOIA) encourages accountability through transparency – considered to be vital to the health and success of a democracy. In the United States, each federal agency is responsible for processing FOIA requests for the records it holds and for disclosing records unless they are subject to an exemption. Employees of federal agencies need to be prepared to handle FOIA requests. This course provides an overview of the FOIA and how to meet obligations for processing FOIA requests, while also encouraging employees to become familiar with the particular guidelines and resources held by their agency's FOIA Office. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

The role of the Office of Government Ethics (OGE) is to help promote ethical behavior and work practices within the executive branch, and to raise awareness about the Government's commitment to ensuring that all of its operations are carried out equitably and with integrity. This course provides instruction on how the OGE defines ethical behavior within the government and how it works with executive branch agencies to implement ethics programs and guidelines. It also explores the OGE's key objectives including preventing conflicts of interest, ensuring impartiality in the performance of duties, and promoting high standards of integrity in the day-to-day operations of all executive branch departments and agencies. This course is intended to meet the training requirements under Executive Order 12674 and Executive Order 12731 outlining agency responsibilities on the principles of ethical conduct for government officers and employees. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Discrimination and harassment at work can have a corrosive effect on an organization's culture and can lead to low employee morale, reduced productivity, and even criminal liability. This course addresses federal anti-discrimination and anti-harassment law. In addition to providing an overview of the types of behaviors that can give rise to discrimination and harassment -- including sexual harassment -- this course will discuss the benefits of and strategies for promoting a respectful work environment. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Harassment and discrimination can have a devastating impact on an organization's work environment and enormous personal consequences to those involved. Managers and supervisors have a responsibility to both their employees and their company to know their role in preventing and responding to all forms of workplace harassment and discrimination, including sexual harassment. This course is intended to help develop a set of values in managerial and supervisory employees that will assist them in preventing and effectively responding to incidents of discrimination and workplace harassment. Additional customization may be required in order to fully address all relevant state and local requirements. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Introduced in 1939, the Hatch Act is a federal law designed to protect all federal employees from political coercion. This course provides a high-level overview of the essential provisions of the Hatch Act, including its purpose and key definitions. It describes the political activities that federal employees are prohibited from engaging in, as well as those they can participate in.These course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Federal employees must be aware of the potential threats to the information systems they use in their daily work. To do so, federal employees must understand how to adequately protect data that is collected, processed, and used by the agency, including personally identifiable information (PII). In this course, you'll learn about the threats to information systems and the responsibility of federal employees to protect information and ensure the secure operation of federal information systems.This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Government agencies face a dual threat to their security - that from outsiders trying to access data and systems, and from insiders - employees, contractors, or partners - who misuse, whether intentionally or not, their authorized access. Insiders represent a substantial threat because they have knowledge and access to systems, allowing them to bypass security measures through legitimate means. This makes them difficult to detect. To manage potential insider threats, government agencies and departments must establish a security framework that protects, detects, and responds to insider risks to systems, assets, and data. This course introduces essential concepts related to insider threats, focusing on employees' role in protecting their agency's sensitive data and systems. The course provides an overview of common characteristics and indicators associated with malicious insiders and effective ways to respond if you suspect someone inside your agency poses a threat.This course was developed with subject matter support provided by Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with statutes, regulations, or other legal authority. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

All federal employees should be aware that the federal government starts the retirement planning process immediately upon employing an individual in a permanent position. The government has passed legislation that each employee covered by the Federal Employees Retirement System (FERS) will be mandated to contribute into the Civil Service Retirement and Disability Fund (CSRDF), the Social Security Fund, and the Medicare Fund. Legislation was also passed to establish a savings and investment plan – the Thrift Savings Plan (TSP) – which is voluntary, in order for each employee to have a supplemental annuity in retirement. Although the government starts the planning process, each employee also needs to plan and prepare for retirement. It is a full career process, from the date of employment to the date of retirement. This course will provide federal employees with sufficient information to enable them to make informed decisions about retirement planning.These course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

As a federal employee, you have access to citizens' personal information – federally employed or not – and you're responsible for its protection and safe keeping. In this course, you'll learn about Personally Identifiable Information, or PII – what it is, and how to identify it. This includes personal information about both federal employees and private citizens. This course will help federal employees follow federal privacy laws and ensure Fair Information Principles, or FIPs, are followed.This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Charge cards enable US federal agencies to provide a low-cost, efficient way to make small purchases of goods and services directly from vendors. The government charge card program is known as the GSA (General Services Administration) SmartPay® program. Federal cardholders can use this program to pay for work-related commercial goods and services, travel expenses, and fleet expenses. This course provides an overview of the GSA SmartPay program. It covers how to use government charge cards properly, what your responsibilities are as a cardholder, and how to keep cards secure.These course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Leading and managing employees in an increasingly diverse workplace can be both rewarding and challenging. Federal agency managers must operate with sensitivity when handling accommodations for disabilities, religious practices, and medical leave. What do your employees expect? What legislation applies to accommodating their requests? What are the consequences of failing to comply? Answering these questions requires a basic understanding of the anti-discrimination and disability legislation. This course provides an overview of the Rehabilitation Act, the Family and Medical Leave Act, and Equal Employment Opportunity Commission guidelines that affect federal employers' responsibilities in these areas. The course will help managers identify the situations where these laws come into play so they can respond appropriately to specific requests.This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

This course provides telework guidelines for federal employees. It explains how to determine whether telework is a viable option for you, and how to prepare for a successful teleworking experience. This course also provides instruction on the best practices for teleworking, and how to manage the challenges associated with telework.This course was developed with subject matter support provided by the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, better known as the No FEAR Act, as amended by the Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020, requires that federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws. This course will outline the rights federal employees have under these laws and provide details on how the No FEAR Act is implemented.This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Confusing content, imprecise instructions, and unnecessarily complicated processes all cause problems for people who need to read and use government documents. The Plain Writing Act aims to address these issues by requiring executive agencies to produce documents that are easy to understand and use. This course will help you meet this requirement by introducing principles of effective composition for both paper and web content, such as analyzing your audience, organizing the presentation of information, and choosing clear words and phrases.This course was developed with subject matter support provided by the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

This course looks at how the US Constitution was established, as well as how the national government was formed and structured. It also explores the rights and liberties of the American people as enshrined in the Bill of Rights and subsequent amendments to the Constitution. Finally, the course looks at how the power was distributed and the creation of the three branches of government: the legislature, the executive, and the judiciary. Legislation proposed by West Virginia Sen. Robert C. Byrd and enacted by U.S. Public Law 108-447 on December 8, 2004 designated September 17 each year as Constitution Day and Citizenship Day. It requires each federal agency to provide new employees with educational and training materials about the US Constitution as part of orientation. The law also requires federal agencies to provide US Constitution education and training materials to all employees on Sept. 17 of each year.These course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments.

As uniformed service personnel are being deployed for service in many parts of the world, their employment rights are being protected on the home front. Federal law provides protection for these service members, and individual service members need to know their rights and responsibilities before, during, and after performing their duty in the uniformed services. And their employers – federal agencies, in this case – need to know their obligations under USERRA.This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass & Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.

Discrimination and harassment at work can have a corrosive effect on an organization's culture and can lead to low employee morale, reduced productivity, and even criminal liability. This course addresses federal anti-discrimination and anti-harassment law. In addition to providing an overview of the types of behaviors that can give rise to discrimination and harassment -- including sexual harassment -- this course will discuss the benefits of and strategies for promoting a respectful work environment. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Harassment and discrimination can have a devastating impact on an organization's work environment and enormous personal consequences to those involved. Managers and supervisors have a responsibility to both their employees and their agency to know their role in preventing and responding to all forms of workplace harassment and discrimination, including sexual harassment. This course is intended to help develop a set of values in managerial and supervisory employees that will assist them in preventing and effectively responding to incidents of discrimination and workplace harassment. This course addresses federal anti-discrimination and anti-harassment law. Additional customization may be required in order to fully address any relevant state requirements. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.

Every year occupational injuries and illnesses involving civilian federal employees occur. This course outlines the occupational safety and health requirements for federal employees. It covers the essential responsibilities federal government agencies have with regard to creating safe and healthful working environments. This course also provides information on the types of occupational safety and health training agencies should provide for their employees. It also addresses compliance and documentation of workplace safety incidents, the importance of accurate record-keeping, and the submission of annual reports to the Secretary of Labor. The course explores whistleblower protection with regard to occupational injuries and illnesses, and provides an overview of the compliance requirements mandated under OSHA Regulation CFR 1960 and Executive Order 12196.This course was developed with subject matter support provided by the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.