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10 Tips for Researching a Franchise Operation
A franchise operation can be an excellent investment for people dreaming of self-employment. Franchise opportunities fall into three basic categories: Product, Service and Wholesale Distribution. The franchise you select must be one that will maintain your interest through years to come. Not even a lucrative franchise opportunity will work for you if you find the business dull or boring. However, like all business opportunities, there are risks involved. You'll minimize the risks by doing your homework before you sign on the dotted line.Conduct Preliminary Research Ask the franchise company to send you brochures, pamphlets and videos, if possible. Then, locate the nearest two or three franchise operations and visit each. Talk with the franchise holder, the employees and the customers to get their reaction to the product or service. Hint: Ask the franchisee if he or she would purchase the same franchise again.Study Company Documents US franchisors are required by law to provide you with documents offering full disclosure of the franchise opportunity. (Laws may differ in other countries). These documents could be called the Offering Prospectus (OP), the Disclosure Document or the Franchise Offering Circular. These papers provide you with a wide range of information about the franchisor. Look for a company that is three years old or more. Senior executives should have positive business experience in the franchise field and have a good record regarding previous litigation

a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharge because of the compliant. Complaints of such retaliation will be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially common in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or rank differences. Sexual harassment, however, can also occur between peers. Both women and men can be victims of sexual harassment, although it is most common for women to be harassed by men. Sexual harassment also occurs between members of the same sex.

Diesel Fuel Taking out the Sulfur
In 2006 sulfur will no longer be in diesel fuel as per legislation signed into law by President Clinton. The EPA laws will soon be effective. So you want to take the Sulfur out of Diesel Fuel? Great, but not now; we need to phase this in. Perhaps require in two years that every truck manufactured not need it, and then eliminate the fuel in six years by raising the cost slowly as trucking companies trade in old units and retrofit those before re-sold. By that time we will all be looking into other technologies anyway. Slowing down the dollar and having a weak dollar may seem like the answer to improve the impending trade deficit, but at what cost?Why should we give back all of our economic expansion because other currencies and countries cannot legitimately control their corruption or protectionism long enough to improve themselves? We are allowing those who are not forthright with their own affairs to be rewarded and the United States who is doing everything correctly and a Fed, which has controlled its growth to be penalized. How can we tell other nations to follow our lead when we purposely screw up our own success. If the IMF cannot get the European community in line and the Asian Markets wish to play games, why should we slow down now? We are great and we earned our right to be the best. Let us take some of this expansion to improve the systems we use to produce more, faster and therefore we can sell for less.We are a sophisticated and brilliant group of entrepreneurs and we

Sexual Harassment Policy Guidelines – Part I

Permission is hereby granted to modify and use the information in this draft sexual harassment guideline, provided you include reference to the author as shown at the end.

We shall take all reasonable steps to see that this sexual harassment policy is followed everyone in our organization who has contact with employees. This prevention plan will include training sessions, ongoing monitoring of the work site and a confidential employee survey to be conducted and evaluated each year.

Sexual harassment refers to all types of unwanted sexual attention. Sexual harassment does not mean occasional compliments of a socially acceptable nature. Sexual harassment refers to conduct which is offensive to the individual, which harms morale, and which interferes with the accomplishment of our organization mission. This includes pressure to provide sexual favors, and offensive, intimidating comments or actions concerning one's gender or sexual orientation.

Four basic types of sexual harassment:

1. Verbal harassment: Sexually suggestive comments, e.g., about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's clothes or the way their clothes fit; comments of a sexual nature about weight, body shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; repeated unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be feeling bad because you didn't get enough" or "A little Tender Loving Care (TLC) will cure your ailments"; continuous idle chatter of a sexual nature and graphic sexual descriptions; telephone calls of a sexual nature; derogatory comments or slurs; verbal abuse or threats; sexual jokes; suggestive or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

2. Physical harassment: Sexual gestures, e.g., licking lips or teeth, holding or eating food provocatively, and lewd gestures such as hand or sign language to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3. Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines.

4. Sexual favors: Persistent pressure for dates, unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.

It is not permissible to suggest, threaten or imply that failure to accept a request for a date or sexual intimacy will affect an employee’s job prospects. For example, it is forbidden either to imply or actually withhold support for an appointment, promotion or change of assignment or suggest that a poor performance report will be given because an employee has declined a personal proposition. Also, offering benefits such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

Any employee found to have violated this policy shall be subject to appropriate disciplinary action according to the findings of the complaint investigation. If an investigation reveals that sexual harassment has occurred, the harasser may also be held legally liable for his or her actions under provincial and federal law. Anyone making a false claim of sexual harassment will also be subject to disciplinary action.

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharge because of the compliant. Complaints of such retaliation will be promptly and thoroughly investigated.

How Can You Create a Healthy Healthcare Organization? Treat It Like a Patient!
Quality improvement should be a system-wide initiative. Many healthcare facilities think of quality only as it applies to the clinical side. They concentrate on outcomes defined by accrediting bodies such as JHACO. Many businesses are like this too. However, the best organizations use quality tools throughout their organization. I want to show you the benefits of doing so.As a healthcare professional would you even think of just treating one part of the body to keep a patient healthy? For instance, do you think that just by concentrating on the heart that you can keep the rest of the body healthy? Certainly not! Healthcare professionals know that to keep a body and mind healthy they must concentrate on the whole body. That’s why we give patients regular physicals.A healthcare facility or site is much like a human body. All parts much function well to insure positive outcomes—patient health, a good bottom line, and time and staff to get things done. A hospital is more than just the doctors and nurses. The administrative staff and all other supporting staff are important too. For instance, in a recent issue of Quality Progress an article highlighted a change in food delivery which greatly impacted profit and patient satisfaction. The hospital decided to let patients order food from a menu much like any commercial restaurant at any time convenient to the patient and not too unreasonable for the hospital. They responded to patient needs and wants and

gender or sexual orientation.

Four basic types of sexual harassment:

3. Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines.

4. Sexual favors: Persistent pressure for dates, unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.

Tales From the Corporate Frontlines:The Importance of a Competitive Wage and Benefit Package
This article relates to the Compensation and Benefits competency, commonly evaluated in employee satisfaction surveys. It tells the story of a company that needed to attract new employees and discovered how a competitive wage and benefits package was integral to this process. The Compensation and Benefits competency focuses in detail on how your employees feel regarding their compensation and benefits packages. The questions included in this competency will help your organization determine whether your employees feel they are fairly paid for the work they perform when compared to a similar job at a different company. This competency also queries their feelings regarding the adequacy and quality of their benefits package. A fair and attractive compensation package is critical for hiring and retaining quality employees. A high satisfaction level in this competency requires that your compensation structure and benefits package be fair, balanced, and understood by your present employees.This short story, The Importance of a Competitive Wage and Benefit Package, is part of AlphaMeasure's compilation, Tales From the Corporate Frontlines. It illustrates how one company discovered the importance of evaluating its wage and benefits package and adjusting it to stay competitive and attract new employees.Anonymous SubmissionThe Importance of a Competitive Wage and Benefit PackageMy business partner and I recently took control of a small company that provides products an

Sexual gestures, e.g., licking lips or teeth, holding or eating food provocatively, and lewd gestures such as hand or sign language to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3. Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines.

4. Sexual favors: Persistent pressure for dates, unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.

The End of Contract Law?
It could be argued that the history of business began with the introduction of the legally enforceable contract. Prior to then, commerce had been a free for all, and the side with the biggest army usually won. After contracts were introduced, some 4,000 years ago, business began to have the predictability it needed to flourish. A number of contracts survive from this time period, and they all tend to be concise and remarkably clear in their meaning. The same cannot be said for many of the contracts of today.There are several new trends in the creative use of contracts by telecommunications corporations that not only threaten to vastly limit the growth of Internet commerce, but also threaten the very foundations of contract law. The idea that a contract should spell out what is to be purchased, and for what price, as agreed to p by buyer and seller, is all too frequently viewed as ancient history by the sellers of telecommunications services.For instance, a number of American phone companies have adopted a tactic of making it close to impossible to cancel any kind of phone service, despite printed assurances that customers had the right to cancel the contract at any time.As Business Week recently reported, some companies are going even farther, and billing customer's credit cards for goods and services they never agreed to purchase in the first place. This is fairly easy to do once the company has acquired the customer's credit card number, and difficult for a customer to

ct an employee’s job prospects. For example, it is forbidden either to imply or actually withhold support for an appointment, promotion or change of assignment or suggest that a poor performance report will be given because an employee has declined a personal proposition. Also, offering benefits such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

The Difference Between Typical Project Management and Six Sigma Project Management
The Project Management Body of Knowledge (PMBoK) became an accepted standard (as established by the Project Management Institute) that is still widely used in many industries around the world. At a basic level, many of the methodologies advocated by PMBoK and Six Sigma have a great deal in common. Both seek to establish a sound plan; identify and communicate with stakeholders; conduct regular reviews; and manage schedule, cost, and resources.Six Sigma is not just another project management initiative or process improvement program. Six Sigma is not just a new term for project management nor is it a mere repackaging of old concepts. It is more than that because it is a robust continuous improvement strategy and process that includes cultural and statistical methodologies. Six Sigma is complementary with existing project management programs and standards but differs in significant ways. Both disciplines seek to reduce failures, prevent defects, control costs and schedules, and manage risk. Generally, professional project management attempts to achieve these goals by encouraging best practices on a project-by-project basis, often through the mechanism of a project office that promulgates policy, provides templates and advice, promotes appropriate use of tools such as critical path method, and perhaps performs periodic project reviews.Too many project management methods have failed not because they weren't adding value but because you couldn't measure the effectiveness of the method

Sexual harassment differs from healthy sexual attraction because it is unwelcome and unsolicited. Sexual conduct becomes unlawful only when it is unwelcome. The challenged conduct must be unwelcome in the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive. NOTE: An employee who was previously involved in a mutual consenting intimate relationship with another person maintains his or her entitlement to protection from sexual harassment, but s/he should inform the other party that any further sexual advances are unwelcome.

Sexual harassment degrades all persons and creates a hostile work environment. It is extremely costly for employers as well as damaging to employees. The effects of sexual harassment on the complainant may include loss of self-confidence and self-esteem, physical symptoms of stress, diminished work productivity, and low morale.

To fight sexual harassment, remember four tactics: confront, report, document, and support.

CONFRONT the harasser. Say No Clearly. Inform the harasser that their attentions are unwanted. Make clear you find the behavior offensive. If it persists, write a memo to the harasser asking them to stop; keep a copy.

REPORT the problem immediately, verbally and/or in writing directly to your supervisor, or to the supervisor of the accused, and to your union steward. Our door is always open and anyone who has been harassed or thinks harassment is occurring, can seek our confidential advice. We will speak with the accused at your request and inform them about illegal conduct and its consequences. We have a zero-tolerance policy for sexual harassment. If the incident is confirmed, the offending employee faces the following possible sanctions: verbal or written reprimand, negative evaluation, denial of promotion, poor recommendations, suspension, demotion, forced resignation, and termination. We will make every effort to create an atmosphere of comfort for recipients of sexual harassment to request assistance in the resolution of complaints, but at the same time we will also protect the rights of the accused until proven guilty.

Note: A single sexual advance, unless severe, may not constitute harassment unless it is linked to the granting or denial of employment or employment benefits. The unwelcome, intentional touching of a person’s intimate body areas is sufficiently offensive to be considered severe, and even a single incident can be considered as harassment. Asking someone for a date is not considered severe. But a repetitive series of non-severe incidents will be considered harassment if the offender was told to stop. It is important for the victim to communicate that the conduct is unwelcome, particularly when the alleged harasser may have some reason to believe that the advance may be welcomed such as a previous consenting relationship.

SEXUAL POLLUTION

There are some acts perceived by the recipient to have a "sexual nature" that are offensive and annoying, but may not be sexual harassment. These offensive behaviors in the workplace pollute the working environment. Therefore, these acts have been labeled sexual pollution. Sexual pollution has the potential of becoming a sexually harassing act. It is an offensive act and should be considered improper. Examples of sexual pollution are: continuous "pet" name calling, such as "baby," "sweetie, "or " honey"; referring to an individual as a "hunk," "fox," or "broad"; referring to men in general as "dogs," "swine," or to women as "bitches," "wenches, " or "chicks"; remarks of a sexual nature, open displays of written and pictorial erotica, or nude photographs or posters (such as a nude magazine centerfold) in the workplace, and continuous gift giving with the intention of getting sexual favors in return.

A single act of sexual pollution by itself may not constitute sexual harassment. However, continuous acts with the appearance of a sexual nature probably would be. The "reasonable person” standard will be used to determine if it is or not.

DOCUMENT the harassment. While the incident is still fresh in your mind, write down what happened, wher

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Like I said there shall be enough material to make this ad busting into a series. In fact I have to restrain myself on most occasions when watching some of the “new” stuff on air at the moment.

Employment as a Nursing Assistant offers you a unique opportunity to explore many avenues of the medical field. You will primarily be working with the patients, their families, and the Nursing staff. However, it is not uncommon that you will have interactions with many other areas including physicians, X-Ray, surgery, specialists, and emergency staff. The role of a Nursing Assistant is one of many hats. You will have the opportunity to provide quality care for patients as well as be exposed to many other arenas of the medical field. The more you are able to effectively communicate with these other professionals, the better service you will be providing to those in your care.

Most vitamin stores offer very good customer service and the people that work there are very knowledgeable about all the products. This level of customer service is something you do not see in most retail stores. The vitamin business requires special care and the customers always have lots of questions. Being able to answer these questions is indeed a major step in great customer service for a vitamin store.

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