Workplace Training
Workplace training is usually planned around delivery. What gets covered, by whom, in what format. The evidence side is treated as administration and it is not.
Where an obligation turns on what an organisation did to prevent something, the answer involves training. Not that training exists, but that this person completed this content on this date and that the organisation followed up when they did not.
Sessions delivered in a room with a sign-in sheet that nobody scanned do not produce that. Neither does an email attaching a policy.
What does is an assignment record, a completion record, a date, a version of the content, and a documented process for chasing non-completion. The last one matters, because a completion rate of sixty with no follow up is worse evidence than a lower rate with a clear escalation trail.
The Australian Human Rights Commission covers employer obligations. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s learning management system and compliance training courses.
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