Getting started

Time needed: about 30 minutes for a 50-person roster, most of it typing names.

Verity Train has no implementation project. The setup below is the whole thing: account, company, states, roster, assignments. The moment the first assignment goes out, your compliance clocks and your audit trail are running.

The five steps

1. Create your account. Go to the signup page and register with a work email and password. That person becomes the first administrator — the role that can set up the company, add employees, and assign training.
2. Set up your company. On first login you'll name the company as it appears on payroll. Use the legal or operating name you actually put on HR records — it's the name printed on every certificate, and certificates are the artifacts you'll hand over if a state ever asks.
3. Tell us where your employees work. Pick the states on your roster. This is per employee, not per company: a company with people in New York and California will run both rule sets at once. The state an employee works in decides their course and due-date clock — see Managing assignments.
4. Add your roster. Add each person with a name, work email, work state, and role (employee or supervisor). Paste a list for bulk entry instead of typing one by one. Roles matter because some states set a longer supervisor track — the details are in Adding employees.
5. Send the first assignments. Assign training to the roster. Verity Train picks the course from each person's state and role and sets the due date from the statutory clock. Each employee gets an email with their own sign-in, and their lesson progress, quiz results, and certificate start writing to your audit log immediately.

What employees see

Your people don't need accounts created for them ahead of time — the assignment email carries their sign-in. They work through short lessons, each one gated by a quiz at an 80% pass mark. The quiz gate is deliberate: the statutes require interactive training, and a recorded response is what makes your record show interaction rather than passive viewing.

After setup: the three things worth a weekly glance

• Dashboard totals — assigned, in progress, completed, overdue. The overdue number is the one that gets employers cited; keep it at zero.
• New hires — add them the week they start. California gives you six months; Illinois and New York expect training promptly, and an employee trained in week one is a fact that helps you, not hurts you.
• Roster changes — remove leavers, flip roles when someone is promoted to supervisor. A promotion to supervisor can change which track the law requires; the system reassigns when you change the role.