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➤ Personal;records. SSAOs know that any employee whose duties might include access to student records must understand the basics of the Family Educational Rights and Privacy Act (FERPA). Knowledge of FERPA, however, is just the beginning. The Health Insurance Portability and Accountability Act (HIPAA) deserves attention as well. Moreover, proper handling of both student and employee records, with an eye toward preventing identity theft, is key for virtually all employees in the academy.

➤ Harassment. Throughout the 1990s, campus officials were keenly aware of the need to provide employees instruction about sexual harassment. At some institutions, however, that awareness has abated. Sexual harassment, as well as other forms of harassment prohibited under either law or institutional policy, is just as serious a liability potential as ever, and staff training is as critical.

➤ Employment;issues.;Every student affairs professional with supervisory duties, including those who oversee student workers, can benefit from fully understanding employment law basics: What are institutional policies regarding employee rights and obligations? What are the best ways to document employee activities? How can one avoid the potential land-mines in the hiring process?

A school can implement its comprehensive employee training program for student affairs professionals in a variety of ways. Many companies market offerings on a host of topics, but the cost-conscious institution may prefer to develop its own program. Home-grown training resources pose the added advantage of incorporating an institution’s unique history and culture.

Increasingly, colleges and universities are utilizing online training programs for their employees. While professional training organizations offer these programs, institutions, with the help of in-house experts and able web designers, can create web-based instructional tools.

Whether the institution’s training program is on site or online, it must be truly comprehensive. Content must be meaningful, subject matter should be relevant, and the composition of the audience should be as inclusive as possible.

Finally, the SSAO should maintain records of training efforts. In the event a college’s or university’s training program is material to a potential lawsuit, evidence of when the training occurred and who attended is essential.

Despite the grumbling of supervisors and staff, there are many rewards to be reaped from an institutional commitment to employee training. Perhaps the greatest reward is an institution’s dedication to excellence among its professionals. LE

Peter Kushibab is the former general counsel for the Maricopa County Community College District in Arizona. Among other things, he now teaches classes in education law and public administration at Northern Arizona University.

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