Your company is only as good as your peopleas good as your people.

Your mission is our mission Your mission is our mission. Cost effective Human Resources solutions

for small businesses.

We understand your business…

We understand the challenges you face in today’s business climate.Effective Human Resources practices are more critical now than ever before. It is essential that your employees are motivated and understand before. It is essential that your employees are motivated and understand what is expected of them.

Increasing competition, ever-changing technology, and continuing need to do much more with fewer resources are just some of the trends that may be placing extraordinary demands on your organization.

SWK’s HR ADVISOR has developed a broad variety of services that get your employment practices back in compliance, prepare your company for the challenges of tomorrow, while improving performance today. Our commitment is to quality and excellence---your excellence.

Let us help you not only survive but succeedLet us help you not only survive, but succeed.Success starts with your people.

We have what you need.

We Understand Your Business HR HotlineTable of C t t

Employee Handbook

We Can Help

Performance Management

HR Webcast Series

HR Learning Roundtables

Other Services

ContentsRecent Employment Related Settlements

Human Resources Audit

Screening & Selection Pricing (Limited Time Only!)

Contact Us

Nascar 225 Million Walmart 151 Million Allstate 120 Million Citigroup 98 Million Microsoft 97 Million Shell Oil 90 Million UBS 89 Million

S 8 illi UPS 87 Million Enron 85 Million Boeing 72.5 Million Georgia Pacific 67 Million US Postal Service 61 Million AIG 58.5 Million Morgan Stanley 46 Million M d 42 5 Milli Medco 42.5 Million Staples 38 Million Merrill Lynch 37 MillionUnited Airlines 36 Million

Wallgreens 20 Million

Empowering your business

We can help.Our Human Resources services empower small businesses with knowledge, solutions and tools for success. If you have a small businesses and do not have the resources for a professional HR department; or have to reallocate

l t th i b i tt h lemployees to other pressing business matters, we can help.

We offer solid Human Resources advice and services that small businesses sometimes neglect but critically need.

Internet misuse at work is costing American corporations more 

than $85 billion $85 billion 

Introducing Kathleen Weiss, SPHRKathleen holds the designation of Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute. She offers 17+ years of experience in HR and management positions. Her experience extends to performance management, compensation, state and federal compliance employee relations hiring and termination issues and

annually in lost productivity.

Of time spent online at work

compliance, employee relations, hiring and termination issues and Kathleen specializes in employee handbooks.

She is member of the Society of Human Resources Management, Morris County SHRM Chapter, NJ Organization Development Network, New Jersey HR Networking Group, iCouldbe.org, New Jersey Compensation Association New Jersey Department of Labor Employers Committee online at work, 

1/3 1/3 isis personal. personal. ‐Websense, 2003

Association , New Jersey Department of Labor Employers Committee, Human Capital Institute, New Jersey Business & Industry HR Policy Committee, Gibbs College Advisory Board and has completed the United Way certified mentorship program.

Set the foundation for success.

Employee H db k

An effective and well written employee handbook is the foundation of your employees’ success. Additionally, it provides the safest protection for the employer.

Handbook The handbook provides standards, expectations, declares employer rights, highlights employee rights, and offers a written employee acknowledgement for all standard practices relating to the employees. One of the most important roles a handbook can play is to preserve the at-will nature of employment.“Class actions“Class actionsThe handbook improves communications between employers and employees. A carefully drafted employee handbook can be an effective motivational tool - it can provide employees with a company history, set forth the company's objectives, and core values, and explain what role the individual employee plays in achieving them.

in ʹ08, employers continue to pay the price.”

‐HR Weekly, Jan 09

Class actions Class actions explodedexploded

Through a thorough analysis, we can revise or create a customized employee handbook that is in alignment with your company’s policies and culture. We offer flat rate services specifically designed for small businesses.

f i f i

“New Jersey “New Jersey is one of states the hardest 

hit.”‐ Sayfarth Shaw Law Firm 

Call now for more information.

Top 10 reasons NOT to have an employee handbook (or an outdated one)

Employee H db k

If you have an outdated employee handbook or none at all… great! Here are the top 10 reasons you should keep it that way.

employee handbook (or an outdated one)

Handbook #1 You would like your employees to be as confused as possible.#2 You don’t mind the cost and distraction of litigation. #3 It’s OK for HR to be inefficient, you can afford it.#4 You have stock in Tylenol.#5 It’s fun to play “Guess the Benefit” game. #6 Your favorite song is “Flirtin’ With Disaster ” #6 Your favorite song is Flirtin With Disaster. #7 “Fired at-will” means William was a victim of a drive by.#8 Setting expectations is so “yesterday”.#9 You have no standards, so why bother.

#10 You thrive on stress.

Yes we know we said Top 10 but we couldn’t resistYes, we know we said Top 10 …but we couldn’t resist.

#11 You hope your employees’ motto is, “Ignorance is Bliss.”#12 Harassment is OK as long as long as no one snitches.#13 Turnover rate = amount of pastries Uncle Joe can eat in an hour#14 Professionalism is overrated.# i i i

NJ Supreme Court awarded 

$520,000.00$520,000.00in back pay to one worker #15 No policy is a good policy. in back pay to one worker for Employee Handbook 

error.

Can you afford mediocrity?Generic performance reviews are for generic companies.

Performance M t

Accurate employee performance appraisals and goal setting is critical in helping organizations through an economic downturn.

Management Your employees should be actively engaged in goals and activities that directly relate to your company’s bottom line. Small businesses today can’t afford mediocrity. Productivity or lack of it can determine a company’s continued growth and prosperity. Now more than ever, it is essential that each employee is producing at full speed.

A ten year Harvard Harvard University University study 

Each position within your company requires a very different skills set to be successful. Simply put, you would not expect the administrative staff to have the same skill set or goals as a sales manager, or the manager to have the same skills as a customer service representative . Why use the same performance reviews for all your employees? ….and what about setting goals?

yyshowed 84% of those with no 

goals earned half as much as the 13 percent of those with goals in 

their head. 

The 3 percent with written goals  setting goals?

Your company is not one dimensional and your employee performance reviews should not be either. Taking a concentrated approach to performance management has never been as critical; since companies have to face doing more with less.

e pe e i i e goaand action plans were 

earning ten earning ten times times as much as the h b d

We offer a flat rate fee. We can customize your performance reviews to reflect the “picture of success” for the key positions within your organization.

other 97 percent combined. 

That’s impressive. 

The right person is everything.

Screening & S l ti

Hiring the right person really is everything. You just don’t have the time to properly read through hundreds of resumes, conduct telephone interviews, in-person interviews and reference checks. Not to mention the headaches Selection in person interviews and reference checks. Not to mention the headaches that go with it. In addition, are you sure you company’s interview process is complying with all legal guidelines of anti-discrimination laws?

Our services will allow you to concentrate on the business at hand. Our flat rate Screening & Selection package includes:

Consultation to identify the qualifications required for the position.The design of a customized interview model specific to open position. Job posting review and guidanceThorough screening of each resume provided within a specific time frame.Telephone interviews of candidates fitting your qualifications.Creation of a branded application bearing your company’s logohi dhi d Creation of a branded application bearing your company s logo.Conduct in-depth interviews with the most qualified candidates. Reference checks of prior employers and references.Deliver final and most qualified candidates with client consultation.Provide an offer-letter template to whomever you extend a final offer.

W l ff kill t t t f fi l did t A il bl t t

“Two Two ––thirds thirds of U.S. workers who 

call in sick call in sick at the last minute do so for reasons other than physical illness We also offer skills assessment tests for your final candidates. Available tests

include such items as MS Office, customer service, accounting, IT skills, medical knowledge, clerical, languages , typing and more.

other than physical illness.‐17th Annual CCH Unscheduled 

Absence Survey

Don’t leave anything to chance.

Human R

In today’s competitive climate, companies must operate within the confines of a heavily regulated employee environment. This includes dealing with a myriad of complex laws and regulations including COBRA NJ CEPA EEOC OSHA Resources

Audit

of complex laws and regulations, including COBRA, NJ CEPA, EEOC, OSHA, ADAAA, FMLA, FLSA, Title VII, exempt and nonexempt compensation, discrimination and harassment, just to name a few.

Other Human Resources responsibilities and functions, such as employee documentation, interviewing and hiring, organizational development, job descriptions performance evaluations workplace violence discipline descriptions, performance evaluations, workplace violence, discipline, termination, and an escalating number of employee benefit administration issues are also equally important.

Our 600 point comprehensive HR Audit will clearly detail the strengths and weaknesses of your company’s practices in the following 13 key areas: “Audit your pay practices

HR Administration

Recruitment & Selection

Education, Training & Development

Employee Relations

Organizational Development

Diversity & Equal Employment Opportunity

Safety & Environment

Security

now - before a wage and hour time

bomb explodes in your face.”

Compensation

Human Resources Planning

Equipment & Facilities

Documentation & Information Systems

Benefits

y

HR Magazine: Employer Audit Thyself

Your Virtual HR Department

HR Hotline The HR ADVISOR Hotline is designed for small businesses that do not have expertise on staff. The HR ADVISOR Hotline will act as your “Virtual HR Department” with phone and email access to a seasoned HR professional who Department with phone and email access to a seasoned HR professional who can provide answers to your employee related questions.

We provide prompt, practical and confidential answers to your day-to-day human resource related questions. You can get professional assistance on issues such as discipline, discrimination, hiring, termination, wage and hour, benefits, recordkeeping compensation employee relations and more Our purpose is not recordkeeping, compensation, employee relations and more. Our purpose is not to provide legal counsel but to provide sound Human Resources advice and best practices from a certified Human Resources professional.

Most importantly, we help you think through the intricate human resource problems that are a daily reality in every organization. In most cases your issues can be addressed and solved immediately But even if further research is can be addressed and solved immediately. But even if further research is necessary, we will always fulfill your needs within 24 hours.

We offer pre-paid blocks of time or services on an as needed basis. Call us for more information. “NJ Supreme Court allows up to 

$20,000  per employee in d d NOdamages and NO cap on 

punitive damages for CEPA violations.

“An investment in knowledge always pays the best interest.” ‐Benjamin Franklin

HR Learning R dt bl

How it works…Our HR Learning Roundtable will be held monthly. Each participant will email Roundtables Our HR Learning Roundtable will be held monthly. Each participant will email their top three Human Resources related concerns or questions. Questions to be addressed will be selected prior to each meeting. All submitted questions will be reviewed and evaluated for group commonality, legal urgency, importance, and relevance. At each event, the groups challenges will be answered and group discussion time will follow. The group will be provided with such things as articles, white papers webinar information websites and information related to the event

f i h i

white papers, webinar information, websites, and information related to the event topics. Each participant will have at least one or more questions answered.

HR Learning Roundtables are an innovative and cost effective way to:

• Take advantage of low cost HR consulting services in a shared environment“The frightening part for businesses is that 

employees win of all employee related claims ”

• Take advantage of low cost HR consulting services in a shared environment.• Gain insight and solve your company’s specific HR challenges.• Help protect your company by learning HR’s best practices.• Be exposed to a diverse list of relevant and important topics.• Get real “how to” advice and not theoretical presentations.• Understand the challenges and solutions of other small businesses.

N t k ith th ll b i Y d h th ’ i !71% related claims.  ‐Markus and Associates

• Network with other small businesses. You may need each other’s services!

Your first event is free! For more information, call 973.758.6122

71%

“The only thing worse than …

Webcast S i

“The only thing worse than training an employee and seeing them go, is not training them and keeping them.”

Series In no time in American history has there been so much change affecting Human Resources. Additionally, employees are becoming more legal savvy. With so much litigation surrounding wage and hour, harassment, discrimination, ADAAA, wrongful discharge and others, how can we be expected to focus on productivity and motivation?p p y

It is critical to your business that the person responsible for your Human Resources duties is “doing things by the book.” This webcast series will give your company that crucial edge it needs.

Subscribe to our monthly webcast training series. Our webinars are extremely Subsc be o ou o y ebcas a g se es. Ou eb a s a e e e e y cost effective and designed for small business that need practical and relevant Human Resources knowledge. Our live or pre-recorded webinars, training videos and podcasts are offered at a fraction of the cost of ordering on your own. We offer up to $300 seminars for a fraction of the cost, due to our collective delivery structure.

At your disposal…

Other S i

SWK’s HR ADVISOR gives small businesses the opportunity to concentrate on growing their organization. Our HR services empowers your business with knowledge, solutions and tools for success. Services

Employee RelationsEmployee Documentation Review,

Employee Disciplinary Assistance, I ti t H t C l i t

Staffing & OutplacementInterview Candidates, Resume Development for Terminated E l P f R d ti

knowledge, solutions and tools for success.

Investigate Harassment Complaints, Termination Assistance, Coaching

ComplianceConduct HR Audit, Create

Employee Handbook, Develop

Employees, Prepare for Reductions-in-Force

Employees Compensation & Benefits Wage & Hour Compliance, Job Descriptions, Job Analysis, Open

Policies , Present Handbook to Employees

Strategic PlanningDevelop Organizational Charts, Set-Up an HR Department, Customized

Enrollment Assistance

Management Coaching & CounselingVarious Employment Issues, Management and Executive Goal

Forms, Develop HR Intranet Page Setting

Cost Effective Solutions

Pricing We offer flat fee service for some of the most useful solutions and can customize our services to meet your needs

For a limited time only!

FLAT FEE SERVICES - $899 each• Employee Handbook

- Revise or create customized employee handbook • Performance Management

D i f i d l tti l f t 7 itiy

-Design performance reviews and goal setting plans for your top 7 positions• Screening and Selection

-Applicant screening from resume review to selection of top candidates• Human Resources Audit

-Comprehensive 600 point HR audit, scoring and final recommendations• HR Hotline- Telephone Consulting

-Prepaid block of 10 hours of telephone consulting services• HR Learning Roundtables or HR Webcast Series

- Quantity of 12 roundtable or webcast events

Additional Services• Competency Hiring Models $99 each• HR Hotline or HR Consulting * $115 per hour (15 minute increments)

* On site travel fees may apply

Knowledge, Solutions and Tools for Success

Contact Us

g , f

Kathleen Weiss, SPHRDirector of Human Resources Services

SWK Technologies, Inc.5 Regent Street Suite 5205 Regent Street, Suite 520

Livingston, New Jersey 07039

973.758.6122 P973.758.6120 F

kathleen.weiss@swktech.comwww swktech comwww.swktech.com