• Why documentation is important, when, what and how to document correctly
• The critical role of effective communication
• Giving feedback and asking questions
• Behaviors that help or hurt communication
• Techniques for communicating the review with strong, average or poor performers

• A look at the discipline steps
• The importance of a good investigation of the facts before the conversation
• The importance of accurate documents

• A look at interviewing styles
• Different types of interviews
• Different legal precautions needed
• Guidelines to comply with ADA
• Ratings sheets

• Be aware of the requirements of fair employment laws and the company’s equal employment opportunity policy.
• Understand that your evaluation of applicants must always be based on job-related criteria.
• Know how to conduct all phases of the hiring process to avoid discrimination.

• Recognize the benefits and objectives of new employee orientation
• Realize the supervisor’s critical role in this process
• Understand the basics of how adults learn
• Know how to plan and execute an effective orientation program

Perimeter physical security should include the most vulnerable area of any structure, the windows. A comprehensive security survey and analysis should include the respective vulnerability of the occupants and property adjacent to the windows.

Since September 11, 2001 all of the federal buildings in Washington D.C., have had security widow films installed

America is the First In World In All The Wrong Categories: More incidences of murder, other violent crimes, more divorces, abortions, teen suicides, sexually transmitted diseases, more cocaine consumption, more pornography production, more kids killing kids than any other nation in the "civilized" world.

This presentation reveals "why" this trend is growing and what are the solutions in our homes, schools, work and society to turn it around.

As a business or corporation, you must now understand and implement security strategies for every person, employee, and package/mail that comes through your door. You must now ensure the safety of every human being that enters your business premises and engages in business with your organization and employees.

But, how do you begin to defend against biological (anthrax) threats, copycats, violence, bombs, destruction, risky corporate travel, mentally disturbed persons and a host of other real dangers? Where do you start? How far do you go and how much do you spend? Can you really win this new challenge and instill confidence in their safety back to our workforce?

This presentation will give you answers and provide a road map to putting you "back in control" of corporate America!!!

"Crime Takes Place ONLY When Opportunity Presents Itself"...Tim Dimoff

• Learn several techniques that can increase your sales.
• Do you know what separates your business from the rest?
• Learn the "Little Things" that can make a world of difference.

At the Power Networking Session participants will learn the finer points of taking their elevator speech from the two minute drill down to 15 seconds that will be a more effective presentation of your company and/or services than your current pitch.

In addition, the participants will also be explained several “Gold Nuggets” of specific techniques that can be incorporated along with the verbal networking presentations.

Sexual harassment can happen in a number of circumstances and the person doing the harassment can be either a woman or a man and does not have to be of different genders. Harassment can be conducted by a victims manager, supervisor, even if not the manager or supervisor of the victim, and can include a vendor or outside source coming into the workplace.

The harassment must be unwelcome advancement which includes request for sexual favors or other conduct of a sexual or hostile nature. The submission or rejection of the advancement in any manor can affect an individual's employment, work performance, or creates a hostile or offensive working environment.

Companies must set up policies to prevent sexual harassment or hostile environment from occurring in the workplace. Policies must be established to communicate the companies' position and communicate this policy to all employees that harassment will not be tolerated. They must establish a complaint / grievance procedure and take action when a complaint is made.

The courts do not look favorably on a company that does not have a policy in place and avoids complaints from workers. By having a policy in place and knowing what to look for can support an Affirmative Defense for an employer.

PROGRAM OFFERING:

This program provides for an introduction and explanation of Title VII of the Civil Rights Act and a definition of the types of harassment in the workplace, the obligations of employers and rights of employees in harassment situations and what may not be considered harassment. There are major liabilities to the employer if the situation is not handled properly.

FMLA today has brought both help to the family structure and also one of the most litigated acts in the courts today. FMLA is a very complex act and provides for restrictions on a company's treatment of employees that take FMLA leave and return to work.

FMLA applies to company's with fifty or more employees and requires the employer to extend to employees that meet the requirements with up to 12 (twelve) weeks of unpaid leave for specific reasons during each 12 (twelve) month period. This period can be calculated in several ways.

During the FMLA leave the employee is entitled to protection of his job benefits including health benefits under the same terms that existed prior to taking the leave. Leave can be taken in a number of ways and companies can determine what they may consider FMLA leave.

Companies need to determine if they are covered under the law, determine the proper need for notice of a leave, certify the health condition, determine that the leave is FMLA, decide on a policy for substituting any paid leave in place of unpaid leave and determine the rights of FMLA for the employee as well as the employer.

The Department of Labor recently issued "opinion letters" concerning the substitution of paid sick leave for unpaid medical leave and the position of the Department of Labor with respect to an employer's right to require a "fitness for Duty" test for employees returning to work.

PROGRAM OFFERING:

This program will explain the requirements of the act and will give insight in the types of FMLA leave available to employees and the notice requirements. This includes protection of the employee's benefits, health care and return to work. We discuss the unlawful acts by employers and how FMLA is enforced. The requirements of the employee and employer will be explained and the various methods for calculating FMLA leave (to avoid stacking). This is the joining of multiple leave periods back to back.

In the interview process there are questions that an interviewer is legally not allowed to ask.

Interviewing can be a "loose cannon" that can cause legal problems if not properly conducted.

Preparing, conducting, and evaluating a pre-employment interview should be conducted in a proper format. The ultimate goal of the interview is to help make better hiring decisions so that we select the best candidate for the position based on skills, knowledge and abilities of the applicant.

PROGRAM OFFERING:

The seminar addresses the right way to conduct an interview and provides information on the questions that must be avoided during the interview. Today many candidates are aware of what an employer can not ask and watch for these questions.

This program will discuss how EEO discrimination laws affect how an interview is conducted..

We will expand how you can interview to get the best results and the most information to make a more definitive decision about a candidate.

• An understanding of diversity as it applies to work/ life issues.
• Greater understanding of social and demographic shifts in the community and workplace.
• Managing diversity and appreciating the differences in people.
• The value of bringing compassion and respect in the workplace.

DO'S AND DON'TS OF INTERVIEWING:

There is a right and wrong way to interview. Interviewing can be a "loose cannon" because it can cause legal problems for the interviewer and the company if it is not handled properly.

Who is doing the interviewing in your company? Are they properly trained?

Do they ask questions that should not be asked? What is the process for preparing, conducting and evaluating a pre-employment interview?

Can you discriminate in hiring in certain situations? What topics should you avoid during the interview?

These and many other questions will be answered in this program. the types of interviewing methods will be discussed.

Today candidates are knowledgeable of their rights; you need to make sure those interviewers do not make a legal mistake.