There's something about the figure "$100,000" that just has a magical ring to it. Since the 1980s, a $100,000 income has been a benchmark of financial success. It used to buy a nice house in a posh neighborhood, two cars in the driveway, family vacations, college tuition for the kids, and a fair level of luxuries. Only about 20% of American households...

Small steps make a big difference.




In 1993, I started a small restaurant hood and duct cleaning business. I was a nurse manager, and everybody called me crazy for doing work where I had to really get my hands dirty and work like a dog.

By 2010, My brother and I had a large multi-million dollar fire protection company. We had several crews doing the hands on work. And hood cleaning only made up about 5% of our revenue by then. We worked and traveled all over the world.

We also owned a franchise in Utah.

We sold it and retired for about 3 months. Retiring in your early 40's is boring at best. So, I started business and marketing consulting and coaching.

Over the years I learned marketing, branding, advertising, management, and copywriting from some of the very best in the world. I also wrote and sent out countless direct Mail campaigns and email ads.

I have written tons of books (warning , some are better than others). I got better with time.

One of the startups that I was paid to do in NY, sold for $25.5 million in less than 2 years.

As I said, small steps make a big difference.

The best marketing tip you will ever learn.


Years ago, my brother and I were looking for a location to open an automotive and brake repair franchise.

We talked to a gazillion realtors. We searched through traffic flow counts down at city hall. We spoke with the
mayor's office. We did everything we could do to try to get the perfect, but affordable location for our business.

Then we asked an Israeli friend who was an ex-Mossad intelligence agent what he thought about how to find the
best location. What he told us was genius and changed my marketing life forever.

The great thing is, you don't have to be an ex-CIA, Special Ops, or ex-Mossad agent to come up with clever ideas like our friend did.

The solution was simple, "Find out where Walmart, K-Mart, Sears, JC Penny's and other top brands are located and get as close to
them as you possibly can. Of course, start with Walmart and work your way down."

Bam! That was the solution that we were searching for. Why spend thousands of dollars on market research when others with
much deeper pockets have already done the work for you?

Okay, before you say, "But I'm an online marketer, how does that help me?" or "This won't work for my business." Let me answer.

This morning, a friend of mine asked if it was better to use landing pages on your own website or to use Click Funnel.
(no this is not an ad for Click Funnel)

So, I did about 3 minutes of research. Actually less than 3 minutes. I clicked on Frank Kern's email link that he sent me this morning.

Bam, again!

There it was. Frank Kern uses Click Funnel.

Question answered quickly, painlessly and without even having to use up too many brain cells or spend a dollar.

(no, this is not an ad for Frank Kern either) This is just good ole friendly marketing and business building, brand building
advice.

Now with that said, I also have an easy solution for finding out who your target audience is without having to waste a ton
of money experimenting with Facebook ads. Want to know what it is? I thought you did. I'll tell you later.

For now, take care

Background Check Compliance : Rules for Adverse Action


What is Adverse Action?

As it relates to background investigations for the purposes of screening an applicant prior to hire, the term “adverse action” refers to the hiring company taking the action of declining an applicant or withdrawing an offer of employment. The use of the term adverse action in the remainder of this discussion refers to both options.
Adverse Action - Know the rules
Adverse Action Compliance Under the Fair Credit Reporting Act

Rules for Adverse Action

Step 1: Notice of Pre-Adverse Action

Written notice and authorization Before you can order a consumer report for employment purposes, you must notify the individual in writing – in a document consisting solely of this notice – that you are using the report. You must also get the person’s written authorization before you ask a CRA for the report. (Special procedures apply to the trucking industry).

Step 2: Pre-Adverse action procedures

Pre-Adverse action procedures If you rely on a consumer report for an “adverse action” – denying a job application, reassigning or terminating an employee, or denying a promotion – be aware that: Before you take the adverse action, you must give the individual a pre-adverse action disclosure that includes a copy of the individual’s consumer report and a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act” – a document prescribed by the Federal Trade Commission. The CRA that furnishes the individual’s report will give you the summary of consumer rights.

Step 3: Post-Adverse Action

Post-Adverse Action After you’ve taken an adverse action, you must give the individual notice – orally, in writing, or electronically – that you have taken the adverse action. The notice must include: the name, address, and phone number of the CRA that supplied the report a statement that the CRA that supplied the report did not make the decision to take the adverse action and cannot give specific reasons for it a notice of the individual’s right to dispute the accuracy or completeness of any information the agency furnished and his or her right to an additional free consumer report from the agency upon request within 60 days.
adverse action

What’s your responsibility?

In any case where information in a consumer report is a factor in your decision, even if the report information is not a major consideration – you must follow the procedures mandated by the FCRA. In this case, you must provide the applicant a pre-adverse action disclosure before you reject his or her application. When you formally reject the applicant, you must provide an adverse action notice.
The applicants for a sensitive financial position have authorized you to obtain credit reports. You reject one applicant because his or her credit report shows a debt load that may be too high for the proposed salary, even though the report shows a good repayment history. You turn down another because the credit report shows only one credit account and you want someone who has shown more financial responsibility.

Are you obliged to provide any notices to these applicants?

Both applicants are entitled to a pre-adverse action disclosure and an adverse action notice. If any information in the credit report influences an adverse decision, the applicant is entitled to the notices – even when the information isn’t negative. The applicant has the right to receive a copy of their background check.
Noncompliance There are legal consequences for employers who fail to get an applicant’s permission before requesting a consumer report or fail to provide pre-adverse action disclosures and adverse action notices to unsuccessful job applicants. The FCRA allows individuals to sue employers for damages in federal court. A person who successfully sues is entitled to recover court costs and reasonable legal fees. The law also allows individuals to seek punitive damages for deliberate violations. In addition, the Federal Trade Commission, other federal agencies, and the states may sue employers for noncompliance and obtain civil penalties.
EEOC Employment tests such as cognitive tests, criminal background checks and physical ability tests can often help employers sift through large pools of job applicants and employees seeking promotion. A new fact sheet issued by the U.S. Equal Employment Opportunity Commission (“EEOC”) reminds employers to be careful in deciding what tests to use and how to score those tests. While the fact sheet does not stake out new ground, the EEOC’s focus on an increase in testing-related discrimination charges should impel employers to ensure that their own procedures comply with federal anti discrimination laws.
For more information: http://www.eeoc.gov/policy/docs/factemployment_procedures.html 
The FTC works for the consumer to prevent fraudulent, deceptive, and unfair business practices in the marketplace and to provide information to help consumers spot, stop, and avoid them.
To file a complaint, or to get free information on any of 150 consumer topics, call toll-free, 1-877-FTC-HELP (1-877-382- 4357), or use the online complaint form. The FTC enters Internet, telemarketing, and other fraud-related complaints into Consumer Sentinel, a secure, online database available to hundreds of civil and criminal law enforcement agencies worldwide.
If you feel you are a victim of identity theft, the Federal Trade Commission (FTC) has information available to assist you. The following URL is the FTC’s identity theft website: http://www.ftc.gov/bcp/edu/microsites/idtheft/. In addition, the FTC has published a document that provides an overview of the identity theft issue. It is titled “Remedying the Effects of Identity Theft.
Federal Trade Commission for the Consumer 1-877-FTC-HELP www.ftc.gov

Drug Screening services


Thank you for your interest in our Drug Screening services. Orca worked hard to make drug testing easy and seamless by partnering with 4000 + drug-testing sites throughout the United States. With multiple locations available drug testing will be quicker and easier to complete. There are three attachments with the details. We know you will be impressed. But first here is an overview of the services.
Drug Screening Report
Drug Screening Report

There are three types of drug screening available:

  • Pre-employment
  • Post-accident
  • Random

Standard urine testing from 5 to 10 panels – $45 regardless of panel type

All positive hits receive a full medical review by a board-certified doctor.

8 SIMPLE STEPS!

Here is a brief description of how the medical review process works:

  1. You log onto your home screen on our website.
  2. Then email an invitation to the perspective employee.
  3. You can decide the location of the lab, date and time of testing.
  4. You can set preferences to include a time frame when you need the applicant to complete the drug-screening.
  5.  As an alternative, you can give the applicant the option of choosing the lab most convenient for them. They would then schedule their own appointment.
  6. Once the appointment has been scheduled, the applicant will receive via Internet what is called a “Donor Pass”. They can print it out or keep it on their cell phone.
  7. The applicant takes the Donor Pass into the lab location and the drug-testing takes place.
  8. You will be notified of the results by logging onto our website
We believe you will find this a fantastic solution for drug testing. Feel free to contact me for more information.
Summary
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Brand Name
Orca Information Inc.
Product Name
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Price
USD 45

USA Today NFL Arrest Database


USA Today maintains a database of arrests, charges, and citations of N.F.L. players for anything more serious than a traffic citation.It goes back to 2000 and covers instances in which pro football players have had a run-in with the law that was reported by the news media.
The data set is imperfect; after all, it depends on news media outlets, so some arrests may well fall through the cracks. Moreover, arrests are included even if charges are dropped or the player is found not guilty, so it presumably includes legal run-ins in which the player did nothing wrong.

California’s New Criminal Background Check Regulations to Go Into Effect July 1, 2017


California’s Department of Fair Employment and Housing (DFEH) recently enacted regulations that impose additional burdens on employers’ use of criminal background checks in employment decisions. The new regulations are expected to go into effect on July 1, 2017. The new regulations apply state-wide and, ultimately, will make it difficult for any employer in California to maintain no-hire policies for persons with criminal convictions.
The DFEH recently passed regulations prohibiting employers in California from using an applicant’s/employee’s criminal background history in making employment decisions. Specifically, the regulations require that, for any criminal background check policy that creates an adverse impact on a protected class (such as individuals of a particular race, national origin or gender), an employer must justify its use of a policy as job-related and consistent with business necessity.
According to the regulations, an employer must justify this policy or practice by demonstrating that its policy or practice bears “a demonstrable relationship to successful performance on the job and in the workplace and measure[s] the person’s fitness for the specific position(s), not merely to evaluate the person in the abstract,” and that the policy or practice is “appropriately tailored” to the job.
The regulations provide two ways for an employer to meet these requirements:
  1. conduct an individualized assessment of the applicant or employee; or
  2. demonstrate that any “bright-line” disqualification policy properly distinguishes those who do and do not pose an unacceptable level of risk.
Either method requires the employer to provide the impacted applicant/employee with notice and a reasonable opportunity to present evidence that the information is factually inaccurate prior to moving forward with the employment decision.
Additionally, an employer may still be found liable under the regulations if the applicant/employee can show that there is a less discriminatory alternative available to achieve the employer’s goals as effectively as the challenged policy or practice, such as a more narrowly targeted list of convictions that render the applicant/employee disqualified, or another form of inquiry that evaluates job qualification or risk as accurately without significantly increasing the cost or burden on the employer.
The regulations state that compliance with federal or state laws or regulations that mandate particular criminal history screening processes or require employees or applicants to possess specific occupational licenses constitutes a rebut table defense to an adverse impact claim under the Act.
Article from : The Background Investigator Newsletter SC
May 16, 2017 posted by Steve Brownstein