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Build a Culture of Integrity with Code of Conduct Training

Our video training on Code of Conduct offers three engaging paths to fully inform your employees on workplace ethics and behavioral norms.

G2 Mid Market Leader in Ethics and Compliance Learning
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Ethic sand Compliance Learning High Performer
Recommended to build skills for Code of Conduct: Establishing Healthy Norms of Behavior
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One Course. Three Ways to Train.

STANDARD

Off the Shelf & Ready to Launch

  • Launch in minutes, not weeks
  • Recommended, key curriculum
  • Access to our policy acknowledgment tool
  • Ask the Expert Feature
  • 40 Minutes
Tailored

Lite Custom Training

  • A custom introduction, plus your mission & values
  • Recommended, key curriculum
  • Access to our policy acknowledgment tool
  • Custom reporting information
  • Ask the Expert is Included
  • 40-43 Minutes
Tailored

Fully Custom Training

  • Pick all of your topics from our extensive lesson list of lessons
  • A custom introduction, plus your mission & values
  • Recommended, key curriculum
  • Access to our policy acknowledgment tool
  • Custom reporting information
  • Ask the Expert is Included
  • 30-60 Minutes

Trusted by HR, DEI, and L&D professionals

Your code of conduct lays out the values, principles, and rules that guide employees’ decisions and actions.
And it requires annual, effective code of conduct training to create ethical norms of behavior that everyone follows.

Janine Yancey, CEO of Emtrain

New 2024 Topics include:

  • Mental Health
  • Pronouns
  • Cancel Culture
  • Ableist-Free Language
  • Parental status/Childcare
  • Culture Conflicts
  • Emojis & Digital Communication
  • Natural Hair
  • Ageism
  • Veteran Status
  • And More
Updated Annually.

Code of Conduct Training as a Risk Assessment Tool

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Relatable content and compelling video scenes

Relatable content to help guide employees’ actions and video scenes reflecting the most current ethical dilemmas and showing what good decisions look like.

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Easy Mix and Match Configuration and Policy Acknowledgment

Select the topics you need to reinforce in your code training by our mix and match lesson configuration. And our policy acknowledgment tool makes it easy to show all employees’ review and acknowledgment of your code of conduct.

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Measure and Lower Compliance Risk to Report to the Board

Boards of Directors are asking for risk measurements and proof of behavior change.  So is the Department of Justice. Emtrain’s code training and accompanying risk analytics measures risk throughout the organization, recommends microlessons to address hotspots and provides downloadable analytics to present to your Board.

Recommended Management

Embedded Risk Surveys

Embedded risk survey questions highlight behavioral risk areas that can be measured, benchmarked and scored. Launch Emtrain’s code training and get a risk survey and training combined into one employee activity.

What our clients have to say

"It is an easy to use platform, I had the opportunity to work as an administrator of a course that my company was going to teach and it is very friendly and I always had the support of the Emtrain team to guide me in a timely manner and so I could move forward with my project and the established dates."

5 stars
AnonymousMid-Market
"The customer service teams are amazing. They are always a phone call away, are willing to go above and beyond to find the best solution for your business."

5 stars
Amy S.
Amy S.Mid-Market
"I highly value Emtrain for their cutting-edge approach in delivering high-quality training through their Revolutionary Compliance and Anti-harassment programs. Their innovative approach is something that I truly appreciate."

4 stars
Sujith B.
Sujith B.Small Business

Code of Conduct Resources for Compliance Pros

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Training

Code of Conduct Training Course

Clearly define a set of values and business conduct standards.
Get Your Training
Creating a Speak-Up Culture
Webinar

How to Foster a Speak-Up Culture and Track the ROI

How to leverage compliance training to reported incidents or complaints.
Get Your Webinar
code of conduct
Template

Code of Conduct Policy

This Sample Code of Conduct is comprehensive: it contains all the basics you need to have, plus the language savvy employers need to connect the policy to a healthy workplace culture
Get Your Template
code of conduct
Checklist

5 Steps to a Modern Code of Conduct Program

This guide, co-created with legal experts at In The House, gives you a step-by-step process on how to modernize your code of conduct
Get Your Checklist

Frequently Asked Questions

Yes, Emtrain’s course covers all protected characteristics required by the state.

Every year! Our team ensures we hit topical, timely, and relevant issues and cover specific state mandate requirements.

Yes! We have an in-house video team, actors, and producers to create the most compelling workplace scenarios.

Yes. Emtrain’s trainings come equipped with over 60 machine translation options available.

Sexual harassment prevention training is required in 8 U.S. states: California, Connecticut, Deleware, Washington D.C., Illinois, Maine, New York, and Washington. It is also required in every Canadian province, and a number of countries across the globe. For more information on specific training requirements in the US, Canada, and globally, click here.

Bystander intervention training is required in Chicago, IL, but we recommend it regardless of location.

From ‘Ask the Expert’

Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. Search the questions below and see the Experts answers.

Q
Do you recommend having Board members take this training? If a Board member has a complaint against them by a staff person, does HR handle that like any other complaint against a manager?
Board members should absolutely take this training and if there's a complaint against a Board member, then the organization is best served by hiring an independent, third party investigator who is in a better position to investigate a Board member. The challenge of leaving that project to a member of the HR team is the lack of power of HR vs. the Board member.
Q
Given there's a tangible difference between a conflict of interest, and the appearance of a conflict of interest, shouldn't the question about Susan's relationship with her subordinate (which, according to the module, is kept professional during work) reflect that it is equally concerned about the appearance of a conflict?
Good feedback and yes, the appearance of a conflict is often just as harmful as an actual conflict... so questions about the nature of a superior/subordinate relationship are relevant to the issue of an appearance of a conflict, as well as the question of an actual conflict.
Q
I have reason to believe that 2 of my direct reports are involved in a personal relationship (no direct reporting between them) and they continuously do their work from conference rooms (together) rather than sitting at their desks. Although I have no reason at this time to believe they are violating time keeping policies, they have no common work to do together. I do not feel this is appropriate, however wanted some advice.
Here's a best practice: if you're concerned that two direct reports are involved romantically, you may want to take each one of them aside individually and provide an overview of what's appropriate versus inappropriate workplace conduct and identify workplace behavior stemming from a workplace romance as being inappropriate. If questioned why you're addressing the issue, you can say that workplace romance is always a possible situation so you thought you'd address it proactively in case it ever came up as an issue for that person.
Q
Is it unethical to recommend your significant other for a position in the company if you truly believe they are a fit for the role?
No, it's not unethical -- as long as you're transparent about the personal relationship and explain why the person would be a good fit for the role.
Q
Is it a viola*on of our code of conduct to under report the hours worked systemically across an account ? Even though we do not receive over*me compensa*on, shouldn't we report our hours worked honestly? My thought is that corporate should know the level of effort required to support a client. This is what I read on page 35 in the Code of Conduct. DO NOT • enter informa*on in the Company’s records that hides the true nature of any financial or non-financial transac*on or result; • establish any undisclosed or unrecorded fund, account, asset or liability for any improper purpose; • enter into any transac*on or agreement that could affect the accurate and *mely recording of revenues or expenses. PS - I am afraid to ask this ques*on for fear of retalia*on. That is why I am using this email account. Thank you.
That's why this service is available - to allow employees to feel comfortable asking questions! Great question on under-reporting of hours and whether it's an ethics issue. It only becomes an ethics issue if your employer is getting an financial benefit from the under-reporting. So either the employer is saving money on labor costs or making their financials look better than they are, etc. If the under-reporting is a result of managers cutting time from the bill -- that's a business decision that is typically made to better support that particular client. Hope that provides some context for you. And thanks again for a good question!

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