Long-term results.

With corporate compliance laws on the rise, employers must be prepared to abide by them or face potentially severe penalties. Issues such as sexual and racial harassment, corporate ethics and workplace safety require not only corporate attention, but also action.

A recent example of a major law that requires employee training is the Health Insurance Portability and Accountability Act. HIPAA requires covered entities to train their employees on those policies and procedures by April 14. Failure to do this can subject the organization to substantial statutory penalties.

Crucial to observing laws such as HIPAA is ensuring that employees fully understand basic elements of the Act's guidelines and requirements, as well as the company's own policies and procedures. For a company to educate its employees on the most up-to-date policies and procedures, the return on investment far outweighs any cost associated with training programs.

At your own risk

Employers who ignore formal training and hope that the short-term savings will result in a healthier bottom line do so at their own risk. Employees who do not understand the complexities of HIPAA, sexual harassment or other laws place the company in jeopardy of myriad violations.

E-learning is a highly effective teaching method, whatever the subject. Employers who acknowledge today's technically advanced culture can educate employees with a computer-based, interactive program that only maximizes computer literacy and exposure. This "immersion" approach facilitates exchanges of information, which employees can apply to additional areas of their work responsibilities.

Further, e-learning programs can be tailored to clients' specific needs, delivering lessons and generating discussions in real time. As students/employees actively participate in their companies' e-learning programs, they realize the benefits of computer technology. As a course of action, e-learning is convenient, customized and cost-effective.

Visit the Detroiter online at www.detroitchamber.com for more information on e-learning and compliance, including a comparison of the proactive vs. reactive costs of a sexual harassment case. Click "Detroiter" on our home page and go to: "E-learning: You do the math."

RELATED ARTICLE: Worth noting

A study by the American Society of Employers and Wayne State University's Institute for Learning and Performance Improvement showed 17 percent of 136 surveyed employers are now using some form of e-learning and another 31 percent are considering it. The three main barriers to implementing e-learning: (1) employees who aren't motivated to use online learning methods, (2) employee lack of Internet access and (3) cost.

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Joe Hart is an attorney and founder and CEO of InfoAlly in Troy, a member of the Detroit Regional Chamber.