The Millennium Group
International, LLC
46169 Westlake Drive
Suite 240
Sterling, VA 20165
ph: 703-260-6716
info@tmgi.net
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The Millennium Group International, LLC
46169 Westlake Drive
Suite 240
Sterling, VA 20165
ph: 703-260-6716

info@tmgi.net

A Manager's Introduction to Business Law
Description: This course introduces managers to the fundamental concepts of business law. It
begins by exposing some prevalent legal misconceptions shared by management and establishes
the true role that law plays in society and business.  The relationship between business ethics and
law is explained and how managers serve as vital role models for demonstrating ethical business
practices.  This course also presents the basis and structure of the U.S. legal system and
introduces relevant areas of business regulation.  It outlines management's legal responsibilities
and presents practical strategies for researching legal resources, for supporting legal counsel, and
for proactively avoiding legal complications.
Duration=3.0

Anti-Money Laundering
Description: This course provides basic information on US money laundering laws and international
anti-money laundering efforts. It also discusses actions that those working in banks, insurance
companies, and other financial institutions can take to better identify and manage risks associated
with money laundering.
Target Audience=The courses in this series cover a variety of subject areas that affect all
employees with an emphasis on management and human resource personnel who need to
understand and implement compliance policies
Duration=1.0 hours

Antitrust--Overview
Description: Antitrust laws legislate against business practices that undermine competitiveness or
are considered to be unfair.  The term "antitrust" derives from U.S. legislation that was originally
formulated to combat business trusts--now commonly known as cartels.  There are three major
federal antitrust laws: the Sherman Antitrust Act, the Clayton Act, and the Federal Trade
Commission Act.  Essentially, these laws prohibit business practices that unreasonably deprive
consumers of the benefits of competition, resulting in higher prices for inferior products and
services. The Antitrust Division of the U.S. Department of Justice (DOJ) and the Bureau of
Competition of the Federal Trade Commission (FTC) share responsibility for enforcing antitrust laws.
This one-hour course enables participants to recognize the basic provisions of antitrust legislation
and how they are enforced.  Skillsoft's Legal Compliance courses are developed and maintained
with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group
of the law firm of Sheehan Phinney Bass + Green PA.
Duration=1.0

Code of Conduct Awareness
Description: A code of conduct is a key part of the ethical framework in any organization.  It should
outline an organization's key ethical principles and provide detailed guidelines on the expected
standards of behavior for employees.  The code must be effectively distributed to all employees in
order to be useful, and should include a clear statement of penalties for breaching it.  The
existence of a well-written code of conduct is beneficial to all employees as well as the
organization.  This one-hour course teaches participants the concepts and benefits of a corporate
code of conduct, and offers practical advice on how to apply the code to ethical dilemmas in a
business environment.  SkillSoft's Legal Compliance courses are developed and maintained with
subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of
the law firm of Sheehan Phinney Bass + Green PA.
TargetAudience=All employees
Duration=1.0 hours

Conflicts of Interest in the Workplace
Description: This course is designed to raise employee awareness about conflicts of interest in the
workplace - what constitutes a conflict of interest, how a conflict of interest can be avoided, and
the appropriate action to take to ensure that a conflict of interest does not negatively impact the
employer or the employee.  An employee has a conflict of interest with his or her employer if the
employee has any type of personal interest - financial or otherwise - that may impair the
employee's judgment, causing the employee to consider his or her own self-interests over those of
the employer, when performing job-related duties.  A conflict of interest may also exist if the
employee has any potential personal interest that may impair the employee's judgment, whether
the employee realizes it or not, and even if the employee does not intend to have a conflict of
interest.  Conflicts of interest do not have to be acted upon to exist - they can be inherent in the
relationships and interests an employee has.  An employee may have a conflict of interest if the
employee's personal interests create the appearance of an impropriety, regardless of whether the
employee's judgment is actually impaired.  For example, an employee with a conflict of interest may
make an impartial decision that benefits the employer, rather than his own self-interest.  However,
because of the employee's conflict of interest, the decision might create the appearance of
impropriety and the employee's intent or the decision might be called into question.  Accordingly, it
is best to proactively avoid, disclose and resolve conflicts of interest that may exist, rather than
wait for them to be exposed.  It is critical for employees, and managers, and executives in
particular, in an organization to understand and be able to identify the activities or actions that
may create conflicts of interest for their organization, so they can ensure that effective, fair, and
legal practices are followed when making or reviewing business decisions.  In addition to enabling
employees to recognize conflicts of interest they may have with their employer, this course will
enable decision-makers in organizations to identify potential conflicts of interest and develop
policies to help employees understand how to avoid, manage, and resolve conflicts of interest.  
This course was developed with subject matter support provided by the Labor and Employment
Practice Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC.  Please note,
however, that the course materials and content are for informational purposes only and do not
constitute legal advice.  Nothing herein, or in the course materials, shall be construed as
professional advice as to any particular situation or constitute a legal opinion with respect to
compliance with any federal, state, or local laws.  Transmission of the information is not intended to
create, and receipt does not constitute, an attorney-client relationship. Readers should not act
upon this information without seeking professional counsel. The information contained herein is
provided only as general information that may or may not reflect the most current legal
developments.  This information is not provided in the course of an attorney-client relationship and
is not intended to constitute legal advice or to substitute for obtaining legal advice from an
attorney licensed in your state.
Target Audience=All employees who have personal interests involving finances, personal or
job-related activities outside the company, that may conflict with the interests of their employer.
Duration=1.0 hours

Employment and Labor Law
Description: Management sometimes finds itself in a sensitive position involving the treatment and
rights of employees.  But how does management legally handle a precarious situation with
employees without the legal ramifications exploding in their face?  This course is an overview for
management about the essentials of employment and labor law.  It includes introductions to
current federal laws regarding employee safety and health protection, equal opportunity, and labor
management during unionization.  Managers will use strategies to protect the organization from
legal liability and protect the employee's civil rights in the workplace.
Duration=3.5  

Fair Labor Standards Act (FLSA)
Description: The Fair Labor Standards Act (FLSA) establishes specific minimum requirements in
relation to employees' wages, hours of work, overtime entitlements, and payroll records. The act
was passed to set and enforce federal requirements on minimum wages and overtime.  The FLSA
became federal law in 1938 as part of President Roosevelt's New Deal--its primary aim was to
respond to growing concerns about poor working conditions in many industries.  The FLSA
regulates wages, maximum hours of work and overtime, as well as child labor.  This one-hour
course enables participants to understand the main provisions of the act, helping both employees
and employers understand their rights and responsibilities in relation to those provisions.   
SkillSoft's Legal Compliance courses are developed and maintained with subject matter support
provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan
Phinney Bass + Green PA.
Duration=1.5

Family and Medical Leave Act (FMLA)
Description: Have you or a family member ever been seriously ill and needed to take medical leave?
 Did your employer give you the leave you deserved without it affecting your job?  It is essential to
understand the law of the Family and Medical Leave Act (FMLA) in order to protect yourself from
losing your job or benefits.   FMLA is only relevant to U.S. based employers and their U.S. based
employees.  In this course, you will learn the guidelines of FMLA and how they apply to you.  This
course will educate you on who is eligible and covered under FMLA, benefits and employer
obligations, medical certifications, and what notices need to be posted in the workplace.  This
SkillSoft product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass +
Green.  As of the date reviewed, the content of this course is in compliance with federal law and
court decisions.
Duration=3.0

HIPAA Privacy Rules
Description: Personal privacy is now a major issue to people, particularly where medical information
is concerned.  This course presents an overview of HIPAA (the Health Insurance Portability and
Accountability Act), outlining the main components and identifying who is covered by the act.  The
course examines the privacy provisions under HIPAA for patients and employees involved with
covered entities.  Under HIPAA, covered entities are now expected to provide notification to
individuals before the routine use of health information.  HIPAA offers patients the right to a copy of
their medical records, to request amendments to them if necessary, and to know the history of
disclosures.  This course helps covered entities recognize the key provisions of HIPAA, how their
organizations are affected by HIPAA, and how the privacy rules impact upon them.  The course also
explains their notification requirements and the penalties of noncompliance.  SkillSoft's Legal
Compliance courses are developed and maintained with subject matter support provided by the
Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass +
Green PA.
Duration=1.0

Insider Trading
Description: Illegal insider trading is harmful to the marketplace.  The ethical arguments against
insider trading draw attention to the disparity of information between the two parties to the
transaction, the violation of property rights, and the undermining of investors' confidence in the
market.  This course will provide examples of illegal insider trading and list the main provisions
under law governing legal insider trading.  It also discusses the civil and criminal penalties incurred
by insider traders and the companies that they work for.  It identifies the main procedures that
companies should take to prevent insider trades generally and specifically during pension fund
blackout periods.  The main rules regarding the reporting of insider trading are also discussed.
SkillSoft's Legal Compliance courses are developed and maintained with subject matter support
provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan
Phinney Bass + Green PA.
Duration=1.5

Privacy and Information Security
Description: Information about individuals is used by businesses to provide customers with a huge
array of targeted goods and personalized services that consumers have come to expect.  If it lands
in the wrong hands, this same information can result in harm to the very individuals it was meant
to serve.  The protection of an individual's personal information has business implications that
extend beyond the privacy of any one individual.  Private information relative to certain businesses
and industries is protected by various laws.  For example the Health Insurance Portability and
Accountability Act (HIPAA) laws protect private medical information.  Many states have enacted their
own laws, and the federal government is regulated by the Privacy Act of 1974.  Legislatures are
increasingly responding to calls for greater protection of private information, and stories of
improper disclosures of large volumes of private information receive prominent media attention.  At
present, there is no broad, general federal law protecting the privacy of customer information;
most protections are aimed at particular types of information (such as medical or student records,
for example) or particular types of businesses (such as medical providers, banks, and financial
services businesses, for example).  Customers and consumers expect their information to be
protected and businesses that recognize the need to make privacy part of their business strategy,
are ahead of the game.  Many companies have gone to great lengths to protect information using
technological advances.  However, the ability of a business to protect private information it collects
as part of its business is only as strong as its weakest link - the human factor - something that
technology just can't overcome. This course is aimed at helping individuals who work with private
information understand the ways that this information can be disclosed inadvertently.  It will
ensure that private information doesn't fall into the wrong hands. SkillSoft's Legal Compliance
courses are developed and maintained with subject matter support provided by the Labor,
Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green
PA.
Target Audience=All employees, especially those who have access to private information.
Duration=1.0 hours

Rightful Employment Termination
Description: One of the most difficult things you will do as a manager is to terminate an employee.  
Understandably, employees who are being terminated - regardless of the reason for the
termination - may feel angry, frustrated, or betrayed.  They may want someone to blame for their
plight, and if the termination is not handled properly, your company could find itself defending
against a wrongful termination lawsuit.  Further, even if the termination is handled properly, an
employee may file a claim anyway, and your company must be prepared to successfully defend the
termination through appropriate decision making and documentation.  It is important for a company
to be able to manage its workforce to accommodate the demands of its business. If employees are
not performing as expected - or if the company experiences a change in the business and fewer
people are needed to perform the work - some hard decisions must be made.  Employers can
minimize the risk of being involved in wrongful termination lawsuits, or being held liable in the
event that they are defending wrongful termination lawsuits, by following some basic guidelines
during the hiring process and managing employees' performance during their tenure.  Although
most employees are at will (meaning that an employer can terminate them at any time, for any
reason or no reason, as long as it is not an illegal reason), in reality, a termination for no reason is
likely to result in a wrongful termination claim.  It is much more practical, as well as legally
defensible, if there is a legitimate, well documented reason for the termination, and if the
termination is handled in an ethical and fair way.  This course is designed to give you an overview
of how to rightfully terminate an employee due to a layoff, performance problems, or misconduct
while avoiding or being able to successfully defend wrongful termination claims.  This course was
developed with subject matter support provided by the Labor and Employment Practice Group of
the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC.  Please note, however, that
the course materials and content are for informational purposes only and do not constitute legal
advice. Nothing herein, or in the course materials, shall be construed as professional advice as to
any particular situation or constitute a legal opinion with respect to compliance with any federal,
state, or local laws.  Transmission of the information is not intended to create, and receipt does not
constitute, an attorney-client relationship. Readers should not act upon this information without
seeking professional counsel.  The information contained herein is provided only as general
information that may or may not reflect the most current legal developments.  This information is
not provided in the course of an attorney-client relationship and is not intended to constitute legal
advice or to substitute for obtaining legal advice from an attorney licensed in your state.
Target Audience=Supervisors and managers.
Duration=1.5 hours

What to Consider When Hiring
Description: Recruitment is a complex and important activity for a manager.  Effective hiring requires
effective preparation.  The recruitment process must be fair and safe, and there is plenty of
legislation to trip up the unwary manager.  Getting any part of this wrong is expensive, time
consuming, and damaging to the good name of the company.  This course will give you a brief
overview of the major employment legislation that affects recruitment.  Then the course will explore
the options that any manager has when faced with hiring a new employee.  Hiring is an expensive
process, so the course explores a cost-benefit analysis of the various hiring methods, examining in
detail internal hiring and contingent workers as two particular options.  Defining a job in terms of
competencies and then rating them provides the foundations for effective hiring, and this course
will show you how to use these methods in creating a structured interview.
Target Audience=Managers, team leaders and human resource professionals responsible for
recruiting, interviewing and hiring new employees.
Duration=2.0 hours
TMG Learning Management System
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