If you have employees in California, you have a mind-numbing array of training and certification requirements to impart on your staff to comply with California law. When faced with a complaint or a workplace injury, one of the first things a regulator or litigator will ask about is the currency of the training and certification of your staff. With multiple employees with varying hire dates and requirements, it’s a headache to stay on top of it all. But if you don’t, you’re liable.
At our state-licensed gaming facility, our training and certification requirements include annual employee ID renewals (via local law enforcement), Title 31 (money laundering) and Problem Gambling training, safety, emergency and evacuation training and security guard training. We also have biennial anti-harassment training and management badge requirements and health and safety food handling requirements of varying lengths, among other requirements. In addition to these state or locally mandated items, we have a variety of company-imposed requirements specific to gaming, food and beverage, facility, security and other disciplines.
Some of the above requirements are annual; others have 2–5 year expiration dates or a deadline established by management. Some deadlines are based off the employee’s date of hire (badge renewals, harassment, guard training, etc.), others are annual requirements (Title 31, Problem Gambling, safety, etc.) with no set due date. Some training and certification requirements have an application process with deadlines in advance of the expiration date; others expire on a given date.
With ongoing turnover, the completion and documentation of rolling requirements is a Sisyphean task. This challenge was the primary driver behind our development of the Requirements module in JobStats. Users can configure training and certification requirements for different job categories including trigger dates based on the employee’s date of hire or other date and receive reminders in advance of deadlines for individual employees. Once the requirement has been assigned to the employee, his or her manager receives regular reminders of pending expirations with plenty of time to address any laggards.
When a state agency or plaintiff’s lawyer asks about the currency of your staff training, it’s satisfying to pull out a schedule with all the relevant requirements completed and documented. JobStats won’t do the training for you, but it will help you stay current with all your staff requirements and position you to shut down a smug lawyer implying that you haven’t trained your staff in accordance with the law.
About the author
Kyle Kirkland is President of Brick HR, Inc., the developer of JobStatsdocumentation software. As owner, President and General Manager of Club One Casino in Fresno, California, Mr. Kirkland has extensive experience managing employees in gaming, food and beverage, facilities, security, administration and managerial positions. He has direct experience in dealing with the challenges California employers face and how to mitigate the related risk. Mr. Kirkland is also the president of the California Gaming Association, a non-profit trade association which represents California cardrooms.
Prior to joining the gaming industry, Mr. Kirkland served as the chairman of Steinway Musical Instruments, the world-renowned musical instrument manufacturer, a position he held for 17 years. Earlier in his career, Mr. Kirkland worked at Bain & Company, an international management consulting firm and Drexel Burnham Lambert, an investment bank specializing in high yield securities. Mr. Kirkland has served on the boards of several public and private companies and non-profit organizations.
Mr. Kirkland holds an A.B. degree from Harvard College magna cum laude in Economics and an MBA degree from the Graduate School of Business at Stanford University.
He can be reached at firstname.lastname@example.org.