Online HR training saves time, lowers costs, and ensures Cal/OSHA compliance. Learn how digital platforms reduce HR risk for California employers.

Recent legislation in California has changed the guidelines around workplace violence prevention training. To keep your employees safe and stay compliant, updating your training is essential.

Safety training creates numerous challenges for California employers, many of which can be remedied by online workplace violence training. 2025 safety standards require businesses to not only understand new laws, but the emerging demands of remote work.

Under the latest Cal-OSHA guidelines, employers without a compliant Injury and Illness Prevention Program (IIPP) can face civil penalties of up to $25,000 per violation. In serious cases, inspectors may even shut down the jobsite on the spot, adding the cost of lost productivity to the price of citations. Even worse, overlooking essential safety measures can put your workforce in danger. With an IIPP compliance checklist, you can walk through each section to spot gaps in your plan before an inspector (or even worse, an accident) finds the mistakes for you.

Ready to rethink your team-building approach? Dive in and discover how to make remote work... work

In today’s evolving workplace landscape, anti-harassment training remains more important than ever. As organizations strive to build inclusive, respectful, and equitable environments, this training serves as a foundational tool to ensure that every employee feels safe, valued, and empowered.

As we reach the midpoint of the year, it's essential for organizations to conduct a comprehensive Human Resources audit to ensure all policies, procedures, and practices are up to date and compliant with current laws. A mid-year HR audit provides an opportunity to address potential issues, make necessary adjustments, and plan for the remainder of the year. This article explores the key components of an effective mid-year HR audit, focusing on pay/minimum wage, PTO/sick time, benefits deductions, and training review and revisions.

As Pride Month unfolds each June, many organizations raise rainbow flags, change logos, and celebrate publicly with vibrant displays of support. But for LGBTQIA+ employees, real inclusion goes far deeper than seasonal campaigns; it lives in the daily policies, culture, and values of a workplace.

As workplace inspections and ICE activity increase, preparing your workforce is more important than ever before. Without training, an unexpected visit from an immigration agency can quickly spiral into confusion and expensive mistakes. The consequences of these mistakes vary, ranging from extensive fines and repeat audits to damaged employee morale and reputational harm. To protect both your people and your operations, and to meet workplace immigration compliance standards, the most effective option is to establish an Immigration Enforcement Response Plan.

May is Employee Health and Fitness Month—a timely opportunity for organizations to recommit to supporting the holistic well-being of their teams.

In today’s hybrid and often always-on work environments, the challenge of staying healthy, physically and mentally, has only grown. Yet, research consistently shows that prioritizing employee well-being leads to higher engagement, better performance, and lower turnover. As we move through 2025, the business case for wellness is more apparent than ever: healthier employees build healthier companies.