Compliance System Training Implementation Plan

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Running head: Implementation Plan for Compliance System Training






Implementation Plan for Compliance System Training
Richard Romberg
CMGT/410
September 18, 2015
VINOD KANDANCHATHANPILLI
















Introduction
We do appreciate the staff of Romberg Inc. taking the time to learn our new implementation plan for the newCompliance System. This system is much better than our last system. Generally speaking, the training project shall require two-way transportation, logistical, lodging, meals, training material and speaker resources for a training duration. This memo will properly explain each step along the way.

MEMORANDUM
TO: All Employees
FROM: Richard Romberg
DATE: September 18, 2015
SUBJECT: Implementation Plan for Compliance …show more content…

Owing to varying laws, separate training sessions shall be conducted later for Asia and Europe.
The entire coverage of the training program shall be to create awareness of the EEOC and Title VII non-discrimination laws in hiring, evaluating performance and terminating employees. The end-goal is to minimize the incidence of lawsuits across the entire value chain of the company in the United States and territories.
As part of this initiative, the company will establish an online knowledge base accessible via the company intranet and hard-copy memory aids and reference in decision-making and conflict resolution.
Task and Resource Requirements
Given the next open slot of senior management staff who will give opening and closing remarks, the next feasible schedule appears to be seven weeks after the mid-June Microsoft Developers Conference or in early OCT 2013.
In order to achieve the below deliverables, four classes of resources shall be …show more content…

Where the former is concerned, the project deliverable shall be no less than 100 % attendance and accommodation (no turn-aways) at the Microsoft Campus Retreat Facility. As to the training outcomes, every participant must pass the Level 1 post-test which requires knowledge of nondiscrimination standards in hiring and firing. At the minimum, this means awareness by employee relations front liners that there are inclusion laws with respect to sex, age, race, religion and even physical disability and that the burden of proof lies with the Company that there was no deliberate bias to exclude applicants, arbitrate harassment disputes or terminate employees by reason of those

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