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Asset Protection for Entrepreneurs
If you are a small business owner, you have assets to protect. Usually associated with high income individuals and medical professionals, asset protection planning is just as necessary for owners of start-ups and small businesses.Unfortunately, asset protection is often ignored or lost in the long list of things to do

ticipation and compliance

The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AN

Things to Consider Before Starting a Franchise
IntroductionBuying into a franchise is an exciting and challenging experience. The thought alone of being your own boss may more than make up for the hard work it takes to support your own business. Unfortunately, many new franchisees put themselves at an immediate disadvantage by not taking into account certain asp

I was speaking recently at a business network meeting when a business owner asked whether she needed to be concerned with California's new Sexual Harassment law, AB1825. This business owner runs her company with 18 full-time, 20 part-time employees, 8 temp workers, and 5 sales subcontractors who are located in several states.
Requirement: 50 + employees
On the surface it appears that she does not meet the 50+ employee requirement that determines whether she must train her supervisors. Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AN
Business Ideas
Richard Branson, billionaire founder of Virgin Records and Virgin Atlantic Airlines, may be better known for his efforts to circle the globe in a hot-air balloon than for his business successes. He suggests that “Being an adventurer and an entrepreneur are similar… You’re willing to go where most people won’t dare.”Bu
ted in several states.
Requirement: 50 + employees
On the surface it appears that she does not meet the 50+ employee requirement that determines whether she must train her supervisors. Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AN
5 Lessons I Have Learned From John Chow
Who is John Chow?Well, as far I know he?s a pretty successful entrepreneur and dot com mogul from Vancouver, Canada.Apparently he rose to fame with The TechZone. But I?ve never visited that website, so…I am however a fan of his blog JohnChow.com.In fact it’s the only semi-personal blogs that I rea
ractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AN
Multimedia Job Descriptions
Given that Hollywood hosts the most vibrant motion picture industry in the world, it can be expected that there is a high demand for television, video and film camera operators. There are bright career prospects for people in this field. However, there is also fierce competition among professionals in Hollywood, that can mak
rassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AN
How to Become a Successful Entrepreneur on the Web
Becoming a successful entrepreneur in the online world is no different than becoming a successful entrepreneur in the brick-and-mortar world. Both tasks require vision, determination, and hard work.The online world of the web offers many exciting opportunities for entrepreneurship because it is fresh, new, and excitin
ticipation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AND you can provide proof, then yes, continue to train as in previous years.
A business owner, one on a very tight budget, commented "it is good that I only have to train 5 supervisors, because I can't afford to train more."
Requirement: Businesses must provide a harassment-free workplace for everyone
With this in mind, how harassment-free will the workplace be if this owner only trains the supervisors? . And if a claim is made by the employee, will the money saved by training only supervisors, be enough to pay for attorneys, lost production time, and/or punitive damages? Probably not.
Conclusion:
Regardless of the number of employees, location of employees, or previous training, employers need to both protect their company from harassment and discrimination claims and comply with the law. Ensure that your company is protected by training all employees in harassment and discrimination prevention.
Visit Chrome Zebra for more information on AB1825.

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Added for You - Are You in Compliance? California's New Sexual Harassment Law AB1825

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