As the UK becomes increasingly committed to meeting energy conservation standards set forth by the International Organisation for Standardization, local governments are requiring their contractors to be likewise committed. When seeking contracts with local councils, it is becoming progressively more important to be independently certified as an ISO14001 compliant organisation.

A bespoke Energy Management System (EnMS) or Environmental Management System (EMS)is able to provide a framework which is structured to manage a company or organisation’s impact on energy and the environment with a carbon reduction commitment . This means a Denning Cycle plan is established for that particular business or organisation which follows practical steps states as “plan, do, check and act.”

One of the first goals is to reduce business carbon footprint by utilising less energy manufactured with fossil fuels while taking advantage of sustainable energy such as solar power and biomass fuel. However, each business meets sustainability in different ways which means a tailored approach should be established. Apollo Enviro is able to establish a plan for any organisation, public or private, to meet environmental and energy conservation goals.

Not only can Apollo Enviro create a bespoke plan for your business or organisation, they can also help to have your organisation independently certified as ISO14001 compliant. Not only can this open doors which were hitherto closed to your business, but you truly will be doing your part in saving the world on which you live and breathe.

Initially, it is felt that alternative heat and energy sources will make the UK less dependent on fossil fuels from countries known to be the centres of geopolitical unrest. As well, using renewable heat sources lowers the UK’s overall carbon footprint which works towards a greener earth. Many families and businesses have therefore become interested in the benefits of installing renewable heat systems such as a Wood Pellet and Log Boiler.

Of course it is apparent that the UK is working towards finding viable solutions to the growing concerns of an economy that is floundering. Not only are many people being made redundant but wages are not in keeping with the rise in the cost of living which makes it even more important to save money on the cost of heating one’s home or business. Even so, the RHI can provide tariffs that will help renewable heat sources to literally pay for themselves over time whilst reducing the amount of CO2 released into the atmosphere.

One of the most efficient systems to be marketed in recent years is a Borehole ground source heat pump but the benefits of this particular pump go beyond the typical Horizontal Array Heat Pumps that have been commonly employed. A Borehole is vertically placed in the ground and takes up so much less space as a result. If there is room to get drilling equipment to the area where the pump is to be located, whether in a new build or retrofit, a Borehole can produce 4kW of heat for every 1 kW of electricity. What this means is that ground source heat provides cost effective green energy that the government is willing to provide incentives for and that is reason enough to investigate the potential in renewable heat sources.

There are times when it seems like the phone system itself is having some sort of issue while other times it seems like the carrier network is down. It can take days to get to the root of the problem if the problem lies with the telecom company unless you have phone systems installed by the same company that provides your telecom services. How many times have businesses placed calls to providers such as BT only to be told they were ‘working on the problem?’

Companies such as Abbey Telecom provide both telecommunications services and phone systems for businesses of any size so everything is seamlessly handled by just one company. If there is a problem, Abbey Telecom will be able to get to the root of it almost immediately to keep your phone systems business applications operational.

Whether you have a traditional analogue PBX or a VOIP telephone system for your business, everything can be handled from one centre of operations so that you can be assured your system will provide the functionality you need to keep business flowing smoothly. It could be a matter of call management software, a hardware malfunction or even wiring which needs to be rerouted or seen to.

In any case, having the same service provider that also is responsible for the business phone system makes diagnosing and repairing problems a whole lot easier and much more convenient. If communications are vital to the lifeblood of your business, this is the optimal solution to keep your phone system up and running at all times.

The defense an employer could use depends on the claim the employee files. A good legal practitioner is the best judge of when to use a particular defense strategy. Moreover, he/she also has the necessary knowledge and expertise to implement it and argue on your behalf. Here are a few instances, and possible defenses.

If the lawsuit concerns a violation of the Fair Labor Standards Act (FLSA), which provides for things like minimum wages and hours, overtime pay and so on, the defenses that could work are as follows:

Establishing that the employee belongs to the exempt class – the FLSA does not apply on certain employees.

Who is within this category? Executives, administrative employees, computer specialists, professionals and such others belong to this class.

Using § 10 of the Portal-to-Portal Act as good faith defense – if you were paying an employee less than the minimum wage because of the administrative rule, order, ruling, interpretation or approval of the Wage and Hour Division of the U.S. Department of Labor, it may work for your defense.

Using § 11 of the Portal-to-Portal Act as good faith defense – for this, the Fort Lauderdale attorneys need to prove that the employer was taking the step in good faith (without any intent to violate a law) and did not know of any violation.

Possible defenses that may work in almost all employer-employee disputes would include the following:

Putting forward a voluntary/involuntary waiver – this could work as good defense if an employee files a suit claiming back wages. This works in many cases where employees try to recover on frivolous grounds.

Arguing on grounds of time limit set by the statute of limitations – like every state, Florida also has such limits when it comes to filing a claim.

Questioning the failure to arbitrate – if the contract between the employer and the employee makes it essential to opt for arbitration before filing a suit, this failure may work in your favor.

However, establishing any of these defenses is no easy task. You need a competent attorney to deal with the case the proper legal way. Sometimes, the dispute may reach a resolution with negotiation; however, you need an attorney for defense in case it reaches the trial phase.

Although most employers take great pains to provide a safe, healthy, and professional workplace for all employees, problems and disputes are bound to arise. Problems in the workplace may stem from disputes between employees, between employees and supervisors, and complaints by the employee about company practices and procedures.

When it comes to employee issues and complaints, it is important for managers and supervisors to thoroughly document and track any problems that arise through the course of the employee’s term with the company. In the event of an employment lawsuit, employers who have accurate documentation of incidents, progress reports, and attendance records are often able to build a strong case to justify any actions that may be questioned by the court.

If an employee is fired for repeatedly missing work, failing to perform up to required standards of the job, or continuously causing unnecessary problems in the workplace, such incidents should be recorded by the employer.

If such actions are not on record, it may be hard for the company to justify the person’s firing if called into question.

If a person loses their job due to discrimination, unfair practices, or illegal means, he or she may be able to pursue legal action against their former employer. Likewise, persons currently employed by a company may pursue legal action if they experience harassment or are made to feel uncomfortable or unwelcome in the workplace. In addition, it is against the law to punish an employee for “whistle-blowing” or exposing illegal practices performed by their employer.

Supervisors often are required to keep records of employee performance reviews, time sheets, and any disciplinary action that may have been taken in the past.

Such records are often important when it comes to legal disputes, and if the employer cannot justify the person’s firing, there may be legal ramifications.

It may seem like common sense, but it is important to make sure that no employee feels threatened in the workplace or feels like they have been discriminated against. Supervisors and managers should provide an “open door” policy to workers to allow them to voice concerns and complaints without fear of retribution from higher-ups or their peers.

If you would like to know more about employment law and lawsuits, visit the website of the San Antonio employment lawyers of Melton & Kumler, LLP.

For example, someone goes into a hardware store to buy a drill bit. Do they really want a drill bit? No. They want a hole. Approaching the person from this perspective will help you to best fulfil their needs and thereby make a sale.

Marketing is about connecting with customers. The aim of marketing is to know and understand the customer so well that the product or service fits him and sells itself. Marketing is knowing what to build and for whom, the rest is easy. Marketing is powerful when it sells a product to someone who discovers more joy or more productivity because he bought it.

Distinguish yourself or your business. What is unique about what you are offering? What are you bringing to the marketplace? Why should someone listen to or buy from you?

Online marketing is marketing that utilizes the resources of the internet to find and fulfil the needs of people surfing the net.

Examples of tools used in marketing online are:
Websites
Email
Forums
Articles
Social networking
Banners

One of the tasks of your marketing is to devise ways that your messages can be the one that is there when a prospect decides to finally “scratch an itch”. Sometimes the secret to marketing is just being there.

The internet provides an excellent structure for viral marketing. Viral marketing is a campaign that builds upon itself by engaged users involving other non-engaged users. An example of this is where someone emails their friend telling them about a cool site.

The core of marketing is research and fact-based analysis.

If you do it right, your investments will pay huge dividends, and doing it right requires patience and planning. Some great tools you can use in your online marketing research are:
Google Keyword Tool
Quantcast
Market Samurai

As Zig Ziglar put it, “You can have anything in life that you want, if you help enough other people get what they want.” Follow this rule and you will do well with your marketing.

“I am not supposed to be an expert in every field. I am supposed to be an expert in picking experts.” – Moshe Dayan

ACTUAL CASE HISTORY: Twice this year we have been retained to negotiate employment agreements for senior executives with a new corporate title: “Chief Continuity Officer.” One was for a new hire; one was for a promotion. This new title – “Chief Continuity Officer” – is a clear reflection of our perilous times. This new title may also yield insights to a subtle yet significant change in how organizations are reshaping themselves. Regardless of your own position and industry, you may find advantage in understanding where this new title came from, and how and where other such “chief officer” titles may arise, perhaps even in your own special area of special expertise.

What are the primary functions of a “Chief Continuity Officer?”: identification, evaluation, and preparation for all possible events and circumstances that might threaten the continued operation, or very survival, of the organization. With some variations, the Chief Continuity Officer is tasked with, first, identifying risks to the continued operation and existence of the organization, and, second, establishing plans, procedures and priorities to alleviate or eliminate those risks. Examples of catastrophic events that might imperil the continuity of a large organization would include terrorist incidents, internet interruptions, leadership succession stalemates, natural disasters, civil disorders, loss of critical confidence or funding, utility blackouts and credit meltdowns. Chief Continuity Officers are responsible for imagining the unimaginable, and advocating for resources to address potential problems that may never exist. Surely not an easy job, but what job could be more important?

It’s been only a few years since many companies starting hiring “Chief Risk Officers,” who are responsible for management of operational, market and credit risk. According to a recent article in American Banker Magazine, at the end of 2006 76% of the top 25 U.S. commercial banking companies had a Chief Risk Officer; just five years earlier, only 28% did. That’s a 48% increase. Chief Continuity Officers have a narrower purview, but a higher calling; they do not address all risks, or even most risks, but only those that might threaten the company’s continued existence. For example, in early 2001 most companies looked favorably upon having all personnel (or at least all senior executives) work together in one location, on a high floor, of a landmark building; since 9/11, that is considered imprudent if not foolhardy, reckless if not unforgivable. Shareholders deserve better, Boards demand better, and companies and organizations are thus hiring people to “think in a different way, and don’t let that happen again.” New concerns arise in new times. New times demand new titles. New titles are intended to address new concerns.

LESSONS TO LEARN: What’s in a title? Potentially, a lot. And a lot can also be learned from observing trends in titles, too. In my experience over many years, I find that titles are vastly underestimated as objectives during employment negotiations. Improving a title, adding a second title, and negotiating future title enhancements, should each be attempted more often than they usually are. In the same way that a prominent street sign can improve the fortunes of a roadside business, a more prominent title can enhance the probability of future career advancement and job security. But you must be “ready, willing and – most importantly – able” for the job, whether it’s an established title or a newly-minted one.

This new Chief Continuity Officer title will be of some interest to many people. To many others, this new title offers valuable insights into how a company’s needs can be foreseen, and in this way your career path adjusted. “Better data, better decisions.”

A. Observe Titles, Changes in Titles, and Newly Created Titles: Companies must be aware of their customers’ needs and desires. We all know that the best companies even anticipate their customers’ future needs and desires. So, too, should employees strive to anticipate potential growth areas of concern and opportunity at work. Companies continually strive to achieve greater effectiveness through reorganizing and reassigning duties. The most successful executives pay attention to these trends, and so can you.

Such new titles can also shed light on changing values and priorities in a particular industry. Did you know that more and more major medical centers are creating the position of Chief Nursing Officer? This seems to be a sure acknowledgment that the recruitment, retention and motivation of quality nursing staff is of paramount concern and primary importance to medical institutions.

Observing changing titles at work, and what they tell you about what your Board of Directors or your industry views to be important, can help you be in the “right spot” when significant opportunities arise, and be better prepared to accept those duties that your company considers to be of “Chief Officer” value.

B. Aspire to Higher Titles: The new Chief Continuity Officer title represents an adaptive response to new challenges – through the transfer of workplace responsibilities, functions, and resources. Some might say it is the “Secretary of Homeland Security” of the corporation. There’s no doubt, it’s a power shift, entailing a new distribution of scarce resources to a new and potentially important person with a front row seat at the senior management table.

This adaptive response also reflects a growing tendency by Chief Executive Officers to assign more of their own duties to experts in distinct fields. We have seen this before, in the recently-minted, now-common titles of Chief Information Officer, Chief Investment Officer, and Chief Marketing Officer. Generals cannot be experts in all aspects of military strategy and operations; they must locate and empower others with such expertise. Focusing your career and skills toward such elevated “Chief Officer” titles is the best way to get one.

C. Prepare Yourself for New, Higher Titles: Many of these new “Chief Officer” titles require three things: (1) special expertise, (2) broad-spectrum understanding of other functional areas, and (3) the uncommon ability to communicate across a multiplicity of perspectives. For example, a Chief Continuity Officer must have working knowledge of information technology to discuss computer systems, real estate costs to discuss back-up facilities, and corporate governance issues to discuss what to do if senior-most management is unexpectedly indicted, or perishes in a catastrophic event. Likewise, Chief Nursing Officers must understand and be able to negotiate union contracts, accreditation issues and government reimbursement policies.

With these new “chief officer” titles, and the people who are tapped to fill them, we see the culmination of years of effort to develop a deep, yet broad set of “unique human capital” in one person. We also see the kind of multi-disciplined “bridge person” who is often tapped to take the top spot in large organizations. Those who aspire to elevation of those top spots, and those too who seek true job security, would be wise to consider such trends in their industries, and consider whether they are perceived to be deeply skilled, multi-disciplined, and grand communicators by their management.

WHAT YOU CAN DO: Here are seven points to ponder, to gain both insight and advantage from the new titles in your field:

1. Be an expert in one developing discipline. There is no better way to rise in your company and your field than to be known as “the go-to person” on an important area of concern. Everything starts with others’ perceptions of your “unique human capital.” This is a fundamental building block of career negotiation. No matter what a “Chief Officer” does, he or she is always first known for special expertise in one specific area.

2. Avoid the “silo effect”: know what is going on in other areas. At the same time, avoid what is commonly called the “silo” effect. You always need to have a clear idea of what is taking place in other areas of your department, your division, your company, your industry and your world. No person and no endeavor exists in a vacuum. For example, if you work for a financial institution, it would only help if you knew and understood the workings of trading, retail and investment banking.

3. Seek out and take on cross-functional assignments. The best general contractors – and CEO’s – can draw upon experience in the different functions of the enterprise. Those who are offered cross-functional assignments where they can both learn from others, and share their own knowledge, are being tested – consciously or subconsciously – for greater responsibilities and higher titles in the future. Seek them out, and take them on. For example, if you work for a publishing concern, it can only help you climb the corporate ladder, and have true job security, to have experience under your belt in finance, operations, editorial and sales. A single assignment entailing cross-functional efforts can provide just such experience.

4. Observe what new areas of concern and interest are “bubbling” in your industry. If internet sales are the hottest topic of discussion, or if product placement in personal websites is the new trend in your field, “go to it quickly,” if only to be able to discuss it if and when the topic comes up. Even limited understanding of a subject area may make you the company expert, and the one to be assigned coverage of the area. Sooner or later you may be tapped to be the new Chief Officer in that “space.” Seek out others’ ideas about the “next waves” and consider catching them. Don’t be afraid to ask others – especially those at the forefront of your industry – what the industry will look like in the year 2020. They just might have insights that you can take advantage of to bring the industry to that place in 2020.

5. Seek title enhancements as an “alternative reward.” In negotiating employment issues, we encourage our clients to consider what they might request if the salary, bonus, equity, or other element(s) they are seeking are denied. Consider enhanced title as an “alternative” reward in these circumstances, and in other circumstances, such as after a bonus disappointment. They don’t cost the employer a penny, but to the employee they are priceless in both long-term advancement and overall job security.

6. Don’t be reticent to make up your own new title. “The world belongs to the bold.” If your employer or would-be employer uses only vice president, senior vice president and executive vice president, don’t be afraid to be ask to be named “senior executive vice president.” While politics may intrude, if you represent sufficient value, the title may be yours. Likewise, in companies with directors and managing directors, don’t be too shy to ask to be named “senior managing director.” If you hear that “We have never done that before,” your retort is a simple “Precedent often means progress.”

7. If you are given a newly-minted title, insist on a clear, publicly-expressed mandate. If there is one “trap door” to a newly-minted title, it’s not being given the mandate, authority and resources to “make it happen.” For example, a few years ago, senior-most management of a large investment firm observed that words such as “revenue,” “profit,” and “loss” meant different things to different departments within the company. A decision was reached to pursue the goal of uniform wording across the entire investment platform. Our client was hired to be the Corporate Lexicographer, and given the responsibility to get the job done. Unfortunately, she was given the responsibility but not the authority she needed: clear, strong expression of a mandate from top management that directed everyone to cooperate with her. Unfortunately, from day one the bond traders resisted the notion entirely, as did the investment bankers; worse still, the corporate tax department claimed it might violate federal tax regulations. The effort was soon aborted, and a severance package was offered to our client. Without the clear, strong, public mandate to get the job done, she didn’t have a chance of success, with or without the title she was given.

It’s wise to consider, understand and take every advantage of what a title may offer you. Though others may see no great significance or opportunity in titles, you understand that they are a matter of perception, and perception is sometimes more important than reality. There’s opportunities and problems in every aspect of life. Intelligence in taking advantage of, preventing and resolving opportunities and problems may make or break your career. Gaining maximum rewards without unnecessary risks is what business is all about. But it takes more than luck to make that happen. It takes forethought, care and prudence, the essential ingredients in good negotiating.