Employment Practices Training Methodologies & Risk Management Tool Kit with both Retroactive and Prospective Effe

1. Employment Practices Training Methodologies & Risk Management Tool Kit with both Retroactive and Prospective Effect HR Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR  Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.com Website: www.hrmdco.com

2. Traditional employment practices training focuses on what cannot be done resulting in paralyzing HR operating environment • A comprehensive and practical training program for learning employee relations techniques necessary to avoid legal challenges • Solid foundation in employment law, includes real-life case studies, highly tailored participant manual & scripted responses based upon each specific situation • Replaces “Compliance Strategy” with an “Action Strategy” by focusing on “What you can do” instead of “What you can’t do” • Prevents both past and future events from being used to support future legal claims by providing specific skills and tactics that show good judgment • Stabilizes and fosters positive employee relations • HRCI certified program and /or manager/supervisor certificate program Employment Practices Training Methodologies

3. EMPLOYEE RELATIONS e.g.Impact of Litigation, Strategies, Tactics • BALANCING EMPLOYEE AND EMPLOYER RIGHTS • MAINTAINING A HARMONIOUS WORKING ENVIRONMENT e.g. Requirements, Active Enforcement • SELECTION, INTERVIEWING AND HIRING e.g. Selection Criteria, Recruitment and Interviewing • COACHING AND COUNSELING e.g. Performance Management, Corrective Action , Discharge • HIGH RISK SITUATIONS e.g. Reasonable Accommodations Requests, Drug and Alcohol Abuse Curriculum Overview

4. Background-All supervisors and managers were trained in positive employee relations practice with programs tailored to each company policies, practices, culture Case#1- Mid-sized employer started program with $1.5 million of employment related claims outstanding and 2 years later had no claims Case#2- Large sized employer focused on primarily on interview skills and reduced previous hiring liabilities that previously had cost $2.5 million Results- Going forward both companies revised their employee relations skills and reduced their legal liabilities in this area Two Client Case Studies