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A Bank Secrecy Act (BSA) officer has the responsibility to design, develop and implement all aspects of an effective BSA compliance program. Her primary task is to ensure that the compliance programs in her bank are up to date. However, it is common knowledge that most BSA officers lack the resources needed for creating their own compliance program. Implementing a BSA compliance program is complex also because it requires: Annual updates A board appointed BSA officer A BSA policy Face-to-face training, and A system of internal controls (checklists) to monitor for suspicious activity. Because of this, BSA officers need to have a deep understanding of this Act. The BSA officers are expected to display a good level of logic and reasoning into their compliance program. This requires them to not only understand what they need to do, but to also have a grasp of why and how they need to do it. Traininng.com, a leading provider of professional training for all the areas of regulato...

This training program will analyze these three seemingly different bodies of law that often overlap leading to ambiguity and confusion. What are the eligibility/coverage criteria under the FMLA and the ADA/ADAAA and workers comp? When might an extended leave be a reasonable accommodation? When might it be an undue hardship? Undue hardship can mean different things to different employers. If you are in healthcare, pharma, banking and finance, to name a few examples, accommodations of leave requests that may be feasible for many other employers, might, for you, be an undue hardship. If it's not deemed an undue hardship are there steps you can take to mitigate the burden? What are the notice requirements? In this webinar, participants will get answers to these and many other questions. The Family Medical Leave Act (FMLA) requires covered employers to allow eligible employees up to 12 weeks of unpaid job-protected leave and benefits to care for their own or a family member's s...

Managing employees who are not represented is quite a daunting task for most managers and supervisors. When they fail to take the warning signs of an emerging union, they end up allowing it to snowball into a major force that could stunt their productivity and harm their organization’s prospects. It is therefore imperative for them to read the early signs of the formation of a union, which should ideally be before a union gets the appropriate number of signed Authorization Cards and the NLRB conducts a secret Election. It is said that the best election is one that is never held. At a webinar that is being organized by Traininng.com, a leading provider of professional training for all the areas of regulatory compliance on July 23, Gerry McLaughlin, who brings over three decades of experience as a negotiator, will explain which early telltale signs management should look for in anticipating the creation of a union. Please enroll for this highly  valuable session by logging ont...

A gap in the effective cleaning procedures raises critical concerns over the integrity of product quality, safety and efficacy, in just the same way critical data integrity issues result from a gap in data. The perception in validation circles that cleaning validation is a generic version in the list of validations may not be right, since cleaning validation requires the use of different Acceptance Criteria for deciding the effectiveness of cleaning. Having said this, cleaning validation professionals are left wondering how to fix issues, how effective the correct approach is, how to design and perform the cleaning validation studies, etc. How valid are the traditional concepts in the light of changing expectations from the regulatory agencies? The way out is to employ a risk based approach to design a cleaning validation plan, as the rationale and procedures being used by most companies are turning out to be low on reliability. A meaningful learning session from Traininng.c...