Which type of person are you? Are you the type of person who sits back and waits for the economy to get better so you can prosper, or are you the type of person who does something about it by being proactive and positioning yourself for success? According to the speaker, most people are of the reactive bent, the “Ostrich approach”. Instead of doing everything within your ability to overcome an impending lay-off or continued unemployment, you hope that it doesn’t happen to you or hope that the next company you apply for will find favor with you.

In this sort of economy where the large majority of people take on the Ostrich approach, that is unacceptable for you as a job-seeker. You need to step out from the pack, make yourself out to be a marketable and sought-after employee, and do everything within your power to position yourself as a visionary--- one who is proactive about fighting their way out of this recession. For a growing number of people, this means going back to school to polish off your resume and touch up on old skills or learn new skills that will make a prospective employer seriously consider you.

Have you ever thought about going into the Accounting and Finance field? This industry is always in demand and now is as good of a time as ever to acquire these sought-after skills. A Certificate from Accounting and Business School of the Rockies can be completed in as little as three months at an affordable price. You can come in for live classes to get hands-on, individualized assistance from an experienced teacher. Or you can work at your own pace with our Virtual Online programs. Perhaps you would like to start up your own Bookkeeping business. We are having a FREE Seminar on July 24 th from 10am to 12pm on the topic of “How to start your own bookkeeping business”. Or if you would like to come by for our monthly Open House to get a chance to talk with staff, teachers, and alumni you can come by on July 31 st from 3pm to 6pm. Be sure to ask about our Summer Specials and we’ll see you soon!

Daniel Seatvet is the Community Relations Liaison at the Accounting and Business School of the Rockies (ABSR). ABSR offers five distinct Certificate programs in Professional Bookkeeping, Administrative Assistant, Office Manager, Microsoft Power User, and Call Center/ Customer Service. To learn more about ABSR, please visit our web-site at http://www.ABSRschool.com or call 303-755-6885.

From informal polls (taken by me over coffee with friends who are also working moms) the only thing less glamorous than being a working mom is, perhaps, being a working nursing mom.

What does this statute mean to employers?

As an employer, if you take the time to work with a woman in this situation, you will gain the loyalty of an (usually exhausted, occasionally embarrassed) employee. Which begs the question: Do you have a policy? It has been almost a year since the law went into effect, yet most Colorado employers have yet to address this requirement. It’s awkward, at best, but a clear policy makes difficult situations easier to deal with.

So, what should your policy address? It should address whether the break time used will be paid or unpaid. It should address whether the time will be meal time, break time or both. Consider whether your employees are allowed to work while on this break time (because if they are allowed to work and they are non-exempt, then the break time must be paid under the FLSA). Employers must make "reasonable efforts" to provide a room, close to the work area, for the employee to express breast milk in private. That room may not be a toilet stall. Employers need not adopt a policy that creates an "undue hardship. Whether something is an undue hardship takes into account the size, financial resources and the nature of the business, and also takes into consideration special circumstances of public safety.

One employer with which I am familiar has a "pumping room." That room has a computer complete with Internet, a comfy chair and, most importantly, a lock. Employees (most exempt from the FLSA) may express in privacy and productivity.

Resources are available for employers and employees on the Department of Labor's website: http://www.coworkforce.com/LAB/nursingmothers.asp

lhazen@irelandstapleton.com or by phone at 303-623-2700.

This article is intended as a general discussion and information on the topic covered, and is not to be construed as rendering legal advice. If legal advice is needed, you should consult an attorney. This article may not be reprinted or reproduced in any manner without prior written permission of the author.

Laura J. Hazen is a Director at Ireland Stapleton Pryor & Pascoe, P.C. In her employment practice, Hazen provides day-to-day advice and coaching to public and private companies on various employment matters. She also has an active litigation practice where she concentrates on representing business in all aspects of complex business and employment disputes. You can contact her by email at

Why?  

If you're not taking advantage of social media for recruiting and employment branding, you're missing out on a world of opportunity.  That’s why we’ve decided to launch Jobing Social Media Solutions.  

What? 

Jobing Social Media Solutions will help you build your social recruiting platform quickly and easily with our industry-leading social media tools.  It is essentially social media outsourcing at its finest.

How?

Whether you need a little assistance or a lot of help, Jobing Social Media Solutions is here to help you build and maintain your employment brand online.
Here are just a few of the services we can offer you:

·     Recruitment Social Media Assessment

·     Account Creation Management

·     Account Integration

·     Social Media Training

·     Account Promotion Strategy & Implementation

Who? 

Brett Farmiloe and Zach Hubbell are the social media managers for Jobing.com.  They consistently consult with companies, organizations, and associations on how to incorporate and implement a social media strategy that best benefits their business.    They’ve created over 1,000 Twitter accounts as a part of the Jobing.com social media strategy and provided internal training for each of the Jobing.com community team members. They are a couple of Gen Y’ers who frequently speak on the topic of how to use social media to attract and retain top talent. They are about as expert as can one can be in the emerging social media field.

Where? 

To get more information and have either Brett or Zach contact you to assess your social media needs, please go to http://denver.jobing.com/socialmedia and fill out the contact form.

Brett Farmiloe and Zach Hubbell can also be reached on Twitter, Facebook, Linkedin, or email if you have any questions about social media.  We look forward to hearing from you and launching your social media strategy.

WHAT ARE YOU WAITING FOR?

This year’s 2009 SHRM Colorado State Conference theme is “Elevate to Excellence”.  Your organization has the unique opportunity to elevate your exposure and define your excellence to a potential audience of 500 HR top managers, practitioners and consultants. 

Some sponsorships still available are: 

WHAT ARE YOU WAITING FOR?

This year’s 2009 SHRM Colorado State Conference theme is “Elevate to Excellence”.  Your organization has the unique opportunity to elevate your exposure and define your excellence to a potential audience of 500 HR top managers, practitioners and consultants. 

Some sponsorships still available are: 

Keep in mind that most companies have various screening systems in place so that only the most qualified candidates are asked to come in for a face to face interview. The resumes are combed through meticulously because it can be very detrimental and costly to hire someone who doesn't work out.

Think of it as running a race. You can grab your sneakers and just start running BUT if you didn't stretch and map out your course more than likely you're going to end up with a cramp and loose your way. Just as you would prepare to run a race you must also prepare for your career search. Here are a few things to consider.

Your Resume: When you submitted your resume did you include a cover letter that explains your strengths and why you are interested in that particular position? This is very basic, if you have not done this then you could have already been screened out. Remember the company you are applying to doesn't know you and if you don't give them a hint of who you are then you can totally miss the mark. Also, what about the email address you are using - what does it say about you? Choose wisely is all I can recommend. Make sure your resume is updated and accurate. Proofread and double check address, phone number, and content. Follow up.

Your Voice Message: Let's say you do receive the call BUT you missed it and it went to voice mail. Was you greeting clear and professional? Did it go to a cell phone number with on-hold music before the line is picked up? These are all things to consider to polish up. Be sure to leave a good impression with the company or person calling you. Follow-up as quick as possible.

The Phone Interview: Finally you were able to talk someone and they wanted to set up a phone interview to ask you some questions to better understand your qualifications and see if you understood the job you were applying for. This is where you have to be very careful. When accepting a phone interview be sure to go to a quiet place where you cannot be disturbed or interrupted. If possible do not use a cell phone or at least make sure it's fully charged and has good reception. Be LIVELY! This is your time to shine so keep in mind that this is the time that you need to open up and think about what impression you want to leave the phone interviewer with once you hang up. Give them a take-a-away to remember. Ask if you can follow-up. A nice hand-written note is also a great way to leave a great impression. Make sure you know what address to send it to. Be BOLD and ask for that face to face interview. If they say sure then it might be a good idea to ask if it's okay if you show up in a suit (and tie if male). As companies grow more and more casual it's difficult to know appropriate attire, don't be afraid to ask. If you were not able to secure a face to face immediately be sure to ask if you can at least follow-up with a call or email.

FACE-to-FACE Interview: You made it! Now you are ready to meet with someone within the walls of your next potential employer. I hope you did your research well and have a list of very intelligent questions about the job and the company. If you have a sweaty hand issue it's okay just be sure to keep a cotton hanky or tissue in your pocket so that you can use it before you shake hands. Don't forget to breathe. Bring in your resume on GOOD paper and show up earlier in case you need to fill out paperwork (no more than 15 minutes earlier). Show your confidence and be prepared to talk about examples of things you have done that make you the best candidate for the job. Follow-up to offer your thank you for being able to meet with them.

Be Honest: Now that you had time to review your performance, evaluate what you just learned. Do NOT accept a position that you know very well that you may not truly understand. Honestly ask yourself if you can perform the duties that are required. In the same token maybe this is not the environment for you. BE HONEST and walk away but let the prospective employer know.

Like any great athlete, there are many things that need to be completed before you can just get out there. So prepare first that way you will achieve the desired results.

I wish you the best in your in career search!

This has been my routine for the last 3.5 years. In that period I calculate I’ve consumed somewhere in the neighborhood of 35,259 ounces* of coffee.

That’s 275 gallons of coffee.

1100 quarts.

Heck, if coffee came in beer kegs, I would have consumed almost 18 of them. By myself.

And I did it all one “tall” serving at a time

The point? The little things add up. In the same way continuous small doses of material goods accumulate, the same goes for people development. Training—effective training, that is—is not a one-time “hit and run” thing.

This isn’t a newsflash, or at least it shouldn’t be.  When you show up for the first day of Little League practice, you aren’t playing at the Major League level.  You probably can’t even stop that slow-rolling grounder from getting through your legs.  When you sit down at a piano for the first time, you don’t play like Liberace. You can’t even manage chopsticks. Building skills takes practice. We know this. So why don’t we more often apply it at work?

Effective people development programs aren’t merely about workshops, webinars, and e-learning courses. Those are necessary, but not sufficient.  True continuous skills development requires ongoing opportunities to learn. 

There are a wide range of effective ways organizations can offer bite-sized pieces of information to complement formal content delivery:

* As Gina Schreck of Synapse 3Di explains, “when utilized properly, entertaining podcasts, informative videos, internal discussion boards, social media tools, employee business book clubs and relevant and timely articles can give your brain a Triple Venti Espresso of energy with new ideas and action items to implement.”

* Todd Hudson of the Maverick Institute says, "Training needs to learn from manufacturing and 'Go Lean'. Let people pull the information they need exactly when they need it."  Whether it’s using face-to-face methods like peer mentoring or digital ones like wikis, organizations are retooling to eliminate waste and make every training dollar deliver measurable business results.

* Tara Powers of Powers Developmental Resources describes the efficacy of true blended learning solutions.  “Instead of stand-alone workshops, employees might participate in a pre-program survey, an e-learning module or online assessment and an instructor-led component, followed by facilitated action planning and regular accountability checkpoints to one’s manager.”

I’m sure there are some people out there who disagree. These are the same people who say “taking the stairs at work won’t make you healthier or lose weight. The only way to make a difference is to commit whole hog and start training for a marathon.” Well, marathon training works for some folks. But for a lot of people, that’s an overwhelming goal. And not everyone has either the time or the inclination to run multiple miles per day, week in, week out.

But a sprint isn’t the answer, either. Remember the fable of the tortoise and the hare?  Slow and steady wins the race. You can’t drink 275 gallons of coffee in one sitting.  And you wouldn’t want to even if you could. It’s better to savor the journey—12 ounces at a time.

* 12 oz/visit x 2.3 visits/day x 365 days/year x 3.5 years

Ashley Andrus is President of Zoe Training & Consulting. Besides coffee, her passion is making HR folks and meeting planners look like *rock stars* by providing one-stop access to speakers, trainers, facilitators, coaches, and consultants.

 FOR IMMEDIATE RELEASE  Denver, CO

530 Inc., a Douglas County-based human resources networking firm, is partnering with the Colorado Workforce Centers to provide a variety of free help to local job seekers.

The Colorado Workforce Centers, a division of the Colorado Department of Labor and Employment, provides career counseling, job listings and training for job seekers.

Starting in March 2009, the Arapahoe/Douglas Workforce Center began offering free resume critiquing.  530 Inc. provides the local HR professionals who volunteer to help the centers as part of their corporate and community giveback campaign. Anyone using a local workforce center can take advantage of the resume critiquing service. 

“With unemployment on the rise, more people are using the workforce centers to find a job or redirect their career," said Ms. Meier, President and co-founder of 530 Inc. "It’s a wonderful time to have our HR professionals give back to the community and the state of Colorado.  We are proud to able to make difference.”   530 Inc has been able to donate over $35,000.00 worth of services in three months.

Initially, the service were offered only at the Arapahoe County/Douglas County workforce centers on Wednesday’s from 9:00 AM to Noon.  Adams County will start offering services beginning July 1, 2009 on Wednesday from 9:00 AM to Noon.  530 Inc. is actively seeking volunteers so that they can expand this free service offering to other Colorado Workforce Centers, including Jefferson County, in the near future.  

Media Contact

Tracie Meier

tmeier@530inc.com  

About 530 Inc.

530 Inc.  connects people and opportunities.  The primary niche market is for human resource professionals.  However, they have launched a new networking connection with executive women and marketing professionals. The Company was founded in 2007 and is headquartered in Colorado.  For more information please visit www.530inc.com or contact Tracie at tmeier@530inc.com

About Colorado Workforce Centers

Colorado Workforce Centers are a Division of the Colorado Department of Labor and Employment. They provide a variety of free services to assist employers and job seekers alike. These include: job listings, computer & internet access, career counseling & training for job seekers; and recruitment of workers, pre-screening & referral services, tax credits, and training reimbursement for employers. For more information, go to: http://www.coworkforce.com/ 

Unfortunately for a lot of people though, the consistent concern is with cost for tuition. Many schools cost thousands of dollars for you to earn your degree. This can often times be a hesitance for people to pursue more education. For some people, it is not worth the hassle or worry of possibly going into some temporary debt--- even if it could mean that the reward on the other side of your degree is probable. It is up to the individual to decide if going to school is worth it or not. However, in this economy and the large amount of competition that is out in the work force today, obtaining continuing and adult education is becoming more and more necessary.

Many companies are recognizing the writing on the wall and the conundrum that their employees face. On the one hand, companies realize that their employees do want to continue their education to better their careers and contribute more to the organization. But on the other hand, they realize that many people cannot afford such a thing. So what these organizations have done is instill Tuition Reimbursement Programs. Typically (although it depends on the organization), if you are interested in a particular education program and want to take advantage of your company’s Tuition Reimbursement Program all you have to do is pay for the program yourself and then you will get reimbursed by your company.

The key thing is to check with your employer to see if they offer a Tuition Reimbursement Program and what the guidelines and steps are to take advantage of this incredible opportunity. A great way to use your Tuition Reimbursement Program money is to get a Certificate. A Certificate can be a quick and inexpensive way to bolster your resume to make yourself as marketable and attractive to future and current employers. Accounting and Business School of the Rockies offers five Certificate programs in areas such as Professional Bookkeeping, Administrative Assistant, Office Manager, Call Center/ Customer Service, and Microsoft Power User.

A Certificate from Accounting and Business School of the Rockies will provide the opportunity for you to get in, get out, and get on with your life in as little as three months. For more information about Accounting and Business School of the Rockies, feel free to look at our web-site (http://www.ABSRschool.com) and come by on June 30 th from 3pm to 6pm for our monthly Open House. You won’t want to miss a presentation at 5pm on the differences of Microsoft Office 2007 compared to Microsoft Office 2003 either! If you have any questions or would like to RSVP for the event, please contact Daniel Seatvet at Daniel@ABSRschool.com or 303-755-6885. We are located at 5420 S. Quebec Street, suite 100 in Greenwood Village, CO 80111. We are looking forward to seeing you there!

The reality of Starting a Business in this Economy

Starting a business is a great option for those who have lost their job in the recession

Louisville, KY- Starting a business is a scary proposition anytime but starting one in a recession makes it even more nerve wracking.  Such fear can freeze us to inaction unless we take a closer look.  The reality is that a slow economy can be the ideal time to start a business. With high unemployment rates starting a business is a great career alternative for many people but what are the realities and how can we deal with them?

The first reality is that recessions are a normal part of our economy.  According to the National Bureau of Economic Research we have experienced a recession about every 4.7 years since 1948.  Some recessions are mild and some more severe.  No matter when you start a business, you should expect to experience cycles in the economy.  The key is to see how a particular business does when times are slow.  

A second reality is that not all businesses are affected in the same way by a recession.  There are many types of businesses that thrive in a down economy. Many fast food operators are reporting increased business as casual dining customers "drop down" a notch to save money.  Fire and water damage companies are reimbursed by their customers insurance and are relatively unaffected by ups or downs in the economy.  Other industries like elder care or tutoring businesses are "must haves" which customers will make other sacrifices, if possible, to purchase such services.  The one strategy for dealing with the economy is to focus on industries that are not impacted as much by economic cycles.

A related reality is that franchises tend to be in fairly basic industries.  Contrary to popular belief successful franchises do not emerge in hot trendy industries where spending is more discretionary.  Restaurants, dry cleaners, haircuts, cleaning services are all things that will always be needed and have thriving franchise systems right now.  Even business to business franchises such as a sign business provides a basic service that their customers need in any economy.  Nothing is totally recession proof but a franchised business is less prone to extreme cycles both up and down.  The reality is that starting a franchised business minimizes your risk.

Another reality of a slow economy is that rent may be lower and more negotiable.  Suppliers may be more responsive and flexible on price.  Great employees can be available.  The truth is that no matter when you start a business, there will be a ramp up period before you make any money.  Taking advantage of the benefits of the slow economy can position you for greater success as the recovery starts.  

An additional way to create safety for yourself is to focus on established brands with a longer history in business.  Look for a business with a proven system that has weathered economic cycles. Starting a franchised business gives you that opportunity and these companies have probably been through several recessions and have experience adjusting to the market changes.

There is no denying that it is scarier and may take a little longer to start a business in a recession, but it doesn't mean you need to give up.  As always, careful research is the key to success. With any big decision you should always speak to experts and starting with a franchise expert in this economy is the reality check you need.

About FranNet

FranNet provides education and support to individuals who are interested in exploring self employment as a career option through franchised business ownership. Our role is to provide education on the franchise industry and help our clients find the right franchise for them and their goals. Our services are 100% free through our entire process. If you are thinking about starting a business, there is a significant benefit for you to talk to a franchise expert and get the facts first! We can give you tips, advice and help you make the right decision for yourself, your family and your goals. www.frannet.com

###

The Network of Indian Professionals (NetIP) is a professional, non-profit organization dedicated to the overall achievement and advancement of South Asian professionals. The primary focus of the organization is to foster a bond among South Asian professionals to unite and support each other locally, as well as to give back and contribute positively to the communities in which we live and work.

Join us this year at:

The 18th Annual NetIP Conference
Held in the Dynamic and Vibrant City of Toronto
Friday, Sept 4th to Sunday, Sept 6th 2009

• Engaging Panels and Workshops (covering finance, healthcare, entrepreneurship, culture, media arts)
• Film Screenings & Community Outreach Events
• Chic & Elegant Parties
• Captivating Entertainment (including a Bollywood-themed gala affair)

Create Memories of a lifetime and gain an opportunity to forge lasting friendships, as you mingle with elite South Asian professionals, network with industry leaders and meet top notch speakers!

For more information, visit www.NetIPConference.org.  

We’ve all heard of the alpha male and female.  The dictionary defines them as the dominant person in a group, the one everybody emulates and follows.  The term was originally coined to describe behavior in wolf and dog packs, but for most of the 20th Century, it also accurately depicted the way we interacted in our careers.  One person was on top, and the rest of us brought up the rear.

While wolves and dogs are stuck with this leader-follower relationship, however, we humans have an option.  We can pull ourselves out of the back of the pack—out of the pack altogether, in fact—and assume a new role.  I call it the “alpha career athlete.”  It recognizes our innate ability to act as individuals and to set our own unique course in the world of work.

More often than not, the alpha career athlete still finds their employment in an organization.  Most aren’t free agents or independent contractors.  They work in teams, on projects and for departments and they report to a boss.  Their on-the-job experience is similar to that of every other person in the workplace.  What changes is their view of who they are working for and why.

An alpha career athlete works on themselves for themselves.  They are interested in learning just how good they can be in their profession, craft or trade.  They accept a job because it challenges them to be better than they have been, and they devote all of their talent to passing the test.  Moreover, that same commitment to self improvement also enhances the value of their contribution to their employer.  In effect, they protect their employment and preserve their paycheck by persevering in their determination to excel.

In Search of (Personal) Excellence

In 1982, Tom Peters wrote a business classic called In Search of Excellence.  The book’s popularity was largely based on the author’s research into how companies achieved superior performance.  It outlined a number of practices that other organizations could implement in order to achieve their own version of excellence.

What many readers missed, however, was the underlying premise of the book: success was best achieved through a commitment to excellence.  If you wanted your company to prosper, it wasn’t enough to be good or even very good and certainly not mediocre or just enough to get by.  The one sure pathway to prosperity was excellence.

What was true for organizations in the 20th Century is true for individuals in the 21st Century.  Success is not achieved by being loyal to one’s employer or by knowing how things get done inside an organization.  It is not assured with years of experience or even with a knowledge of the current state-of-the-art.  What produces sustained career advancement in today’s world of work is a commitment to personal excellence.

It is what drives the alpha career athlete.  He or she is “in search of excellence.”  They are on a quest to become the champion inside them.  This is not some quixotic adventure, but rather an entirely rational determination to express and experience the talent with which they (and all of us) were created.   Alpha career athletes believe that, just as every company can achieve superior performance, so too can they.  And they’re resolved to do so.

Companies, however, have Peters’ guidelines with which to work; alpha career athletes need something else.  They need a set of practices that will engage, refine and unleash the excellence within them.  What follows are what I think those practices must be:

I. Pump Up Your Cardiovascular System.  The heart of your career is your occupational expertise.  Re-imagine yourself as a work-in-progress so that you are always adding depth and tone to your knowledge and skill set.

II. Strengthen Your Circulatory System.  The wider and deeper your network of contacts, the more visible you and your capabilities will be in the workplace.  Make nurturing professional relationships a part of your business day.

III. Develop All of Your Muscle Groups.  The greater your versatility in contributing your expertise at work, the broader the array of situations and assignments in which you can be employed.  Develop ancillary skills that will give you more ways to apply your core expertise in the workplace.

IV. Increase Your Flexibility & Range of Motion.  Moving from industry-to-industry, from one daily schedule to another or even from one location to another is never easy, but your willingness to adapt will help to keep your career moving forward.

V. Work With Winners.  Working with successful organizations and coworkers enables you to grow on-the-job, develop useful connections that will last a career and establish yourself as a winner in the world of work.

VI. Stretch Your Soul.  A healthy career not only serves you, it serves others, as well.  A personal commitment to doing some of your best work as good works for your community, your country and/or your planet is the most invigorating form of work/life balance.

VII. Pace Yourself.  A fulfilling and rewarding career depends upon your getting the rest and replenishment you need in order to do your best work every day you’re on-the-job.  Discipline yourself and your boss to set aside time to recharge your passion and capacity for work.

All of us have the inherent capacity to be an alpha career athlete because all of us have an inherent talent that wants to be—deserves to be—discovered.  Humans are the only beings, however, who can willfully choose to ignore their gift.  And happily, they are also the only beings who can choose to recognize it.  So, become the alpha career athlete you were meant to be; put yourself in search of (personal) excellence.

Thanks for reading,

Peter

Visit me at Weddles.com

Peter Weddle is the author of over two dozen employment-related books, including his latest, Work Strong, Your Personal Career Fitness System.

© Copyright 2009 WEDDLE’s LLC.  All Rights Reserved.

I have a few suggestions that may help you in your efforts:

As you go through the want ads and start applying for jobs that sound good - do your research first. Make sure that you understand what you are looking for before you just send in your resume. Make sure the company you are applying to meets your basic criteria as well.

Most people look for jobs, instead of looking for a career path. Countless times I have meet with folks who are just looking for that paycheck and need to be employed. I sit and wonder as they speak if this is going to be the right fit for both the company and the individual.

Those candidates that have done their research and come in prepared to answer and ASK questions get my attention.

ENERGY - ENERGY - ENERGY

Don't be fooled into thinking that your energy level plays no part in the interview. Don't be a cold fish and expect the interviewer to bring out the best in you.

Take your time and look for the best fit for you and your life!

Training Overview

Organizations continually fail to recognize employees as their most valuable asset. Poor hiring decisions can lead to increased costs, potential litigation, and even safety issues. In this highly informative and fast-paced session, participants will discover the tools needed to hire the right people and ultimately minimize their organization’s risk of employee problems and litigation. This interactive half-day event will utilize real world scenarios to highlight the legal aspects and potential ramifications associated with recruiting, applicant screening, and interviewing. Attend this vital training and leave equipped and ready to hire the best!

Continuing Education Credits

This training has been approved for 4.25 HRCI* and CLE credits.

Register one attendee for $229 and bring a colleague for just $25. To receive the discount, please call 800.650.7005.

Registration includes continental breakfast, sample employment application and drug testing policy, new hire checklists, tips and other valuable tools.

June 26, 2009
8:00am-12:30pm
(registration begins at 7:30am)

Doubletree Hotel Denver Tech
7801 East Orchard Road
Greenwood Village, CO 80111

Please register online at www.BusinessControlsStore.com, e-mail sarchibald@BusinessControls.com, or call 800-650-7005.

Trainer Credentials

Business Controls, Inc. (BCI) is a leading provider of workplace investigations, training, technology, and consulting. Through the integration of professional services and state of the art technology BCI provides a suite of risk mitigation services to reduce employee misconduct and exposure to litigation. BCI offers training on the topics of employment hiring, fraud prevention, workplace violence, and the process of conducting ethical workplace investigations. An employee organization since 1994 BCI has served over a quarter of the Fortune 1000 companies and over a million client employees in 22,000 client locations in 92 countries.

Eugene F. Ferraro, CPP, CFE, PCI - CEO and Founder

Business Controls founder and CEO, Eugene F. Ferraro, is one of the premier experts on workplace misconduct in the country today. He is the author of eight books on investigatory techniques, and his most recent work, Investigations in the Workplace, is used as a textbook at universities across the nation. He frequently lectures on the topics of workplace investigations, applicant screening and employee misconduct prevention and intervention.

Ireland Stapleton includes attorneys practicing law in the full range of substantive commercial law areas including business law, employment, estate planning, litigation, real estate, and environmental law. Ireland Stapleton’s lawyers set themselves apart by forging close working relationships with clients, understanding their businesses, and personally attending to their needs. Ireland Stapleton has represented clients since 1926 with an unsurpassed level of integrity, sophistication and insight.

Laura J. Hazen, Esq., Director

Ms. Hazen is a Director with the law firm of Ireland Stapleton Pryor & Pascoe, PC. She works with companies proactively to decrease liability and then helps them when things go sour and litigation is inevitable. In her employment practice, she provides day-to-day advice to public and private companies on allegations of employment discrimination, non-compete agreements and other labor and employment matters. Her business skills were recently recognized with in her inclusion in the Denver Business Journal's list of "Top 40 under 40" in 2008.