Redstone Government Consulting has created an affordable, subscription-based solution for employee awareness of government contract compliance expectations. Regular training on employee responsibilities regarding their performance under government contracts is a critical control required in all business system areas. An educated workforce illustrates the company’s commitment to compliance with external auditors, provides an additional avenue for identifying employee concerns regarding potential non-compliances, and provides assurance that should a problem occur, the company has done its part to mitigate risks of non-compliance.

The Redstone Learning Management System is a turnkey solution for educating your employees on recurring compliance responsibilities and offers ease of use, value, and peace of mind for government contractors. Employee training is an essential element of developing a government compliance infrastructure. The use of courses accompanied by support from the Redstone GCI consulting team to develop compliant policies/practices while evaluating their effectiveness through recurring monitoring provides a total solution. This is effective for maintaining your business system adequacy and providing effective risk mitigation from costly non-compliance problems.


  • Training Packages Based on Your Company’s Unique Requirements
  • Affordable Subscription-Based Solution
  • Educates Employees on Recurring Compliance Responsibilities
  • Reduces Risk Against Costly Non-Compliance Problems
  • Easy to Access and Manage for Administrators
  • Easy to Access (from anywhere and at any time) for Employees on the Go
  • Real-Time Analytics, Reporting, and Testing Results
  • Immediate Access to The Most Up-To-Date Content
  • New Custom Courses Created by Client Request

Featured Courses

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course, we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary but essential for the protection of both the employee and the company. This course addresses critical controls around timekeeping and the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and Courts regularly emphasize the importance and, in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so they understand their rights and responsibilities in the workplace. Indeed, employers are obliged to exercise reasonable care to promptly prevent and correct any sexually (or other illegal) harassing behavior. Government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and that they are making good faith efforts to advance diversity, equity, and inclusion. Moreover, contractors subject to the affirmative action obligations of Executive Order 11026 are subject to more stringent requirements to address and prevent harassment in the workplace. This course provides an overview of equal employment opportunity law, “protected classes,” what “harassment” in the workplace means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers. A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties, up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-free Workplace Act, including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs or alcohol so that the organization can promptly address issues to avoid safety risks, maintain a healthy workplace and maximize productivity.

Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts and that the substance of this clause shall be included in all subcontracts and all contracts with agents. FAR clause 52.222-50 prohibits contractors, subcontractors, their employees, and their agents from, among other things, engaging in severe forms of trafficking in persons, using forced labor during the period of performance of the contract, using misleading or fraudulent recruitment practices, and charging employees for recruitment. The FAR clause requires contractors and subcontractors to notify employees and agents of the U.S. Government policy prohibiting trafficking in persons and the actions that will be taken against them for violations of this policy. Further, U.S. Government contractors working abroad on large contracts (valued at $550,000 or more) are required to have an anti-human trafficking compliance plan, according to FAR 52.222-50. This course will educate participants on what human trafficking is, how to recognize human trafficking situations, and what contractors and their employees are required to do to help stop this violation of human rights.

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National Registry of CPE Sponsors

Redstone Government Consulting, Inc. is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org.

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