Harassment, OSHA, HIPAA, and state-mandated training, auto-assigned, tracked to completion, audit-ready the moment a regulator calls.
HR advisor maps your state + industry training requirements. Client success lead runs rollouts. Compliance lead refreshes content as laws change.
Four phases. Mandated training happens on a cadence regulators expect, without you managing a spreadsheet.
Your HR specialist maps the training matrix by state (CA, NY, IL, CT, DE + federal), industry, and role. New hires, managers, healthcare, construction: different matrices.
Role-triggered assignments during onboarding. Employee sees the training queue on day one. Due dates set.
Progress tracked per employee per module. Automated reminders at 30, 14, 7, 1 day. Manager visibility.
Annual renewals (harassment prevention, OSHA) auto-assigned. If a regulator or auditor asks, specialist pulls completion records by employee, course, date.
Questions about the process? Let’s talk →
Training catalog maintained and updated as laws change. You see completion; we handle content.
HARASSMENT PREVENTION
Harassment-prevention statutes are state-specific. California, New York, Illinois, Connecticut, Delaware each have their own. Federal baseline plus state-specific manager variants assigned by work location.
5 statesMandated variants + federal baseline
OSHA SAFETY
General-industry and construction-standard training. Hazard communication, bloodborne pathogens, PPE, lockout/tagout, scoped to your actual exposures. Not generic.
1910 + 1926Standards · exposure-scoped
HIPAA
HIPAA Privacy Rule and Security Rule training for covered entities and business associates. Refreshed annually per statute. Exempt if you're not a healthcare-industry client.
AnnualHIPAA refresh · privacy + security
WORKPLACE VIOLENCE
California SB 553 requires workplace violence prevention plans + employee training for most employers. Other states have comparable laws. Your specialist maps your obligations.
SB 553CA · plus comparable states
WAGE + HOUR
FLSA-driven training on meal/rest periods, off-the-clock work, exempt vs. nonexempt classification. Most wage-and-hour claims start here; training cuts off the claim at the root.
FLSAMeal/rest + classification training
MANAGER COMPLIANCE
Manager-specific training: legal interview questions, progressive discipline, defensible documentation, termination conversations. The mistakes managers make cost the employer, not the manager.
Manager-gradeHiring + discipline + term training
Tell us your states, industry, and role mix. Your HR specialist pulls the required training matrix, tests your current completion rate, and flags gaps.
“Running HR for a 120-person nonprofit, I was a one-person department drowning in compliance changes and a handbook untouched in five years. VertiSource HR rebuilt our handbook and stood up a training calendar. Now I feel confident when our board asks about HR risk.”
Onboarding triggers the right matrix for the role. Completion records sit on the HRIS employee profile. Termination documentation pulls the full history.
Role-based training auto-assigned on day one. State + industry variants applied based on work location.
Completion records (course, date, score) stored with audit trail on the employee profile.
Separation documentation pulls the full training history for unemployment-claim + EEOC response if needed.
Want this for your team? Let’s talk →
Still have a question? Let’s talk →
Talk to HR specialists who’ve mapped state + industry training for 500+ employers across 50 states. New hire to annual refresh: tracked, renewed, audit-ready.
