HR Advisor from SWK Technologies provides small business with access to critical HR information, policies and procedures.

1. Your company is only
as good as your people
people.
Your mission is our mission
mission.
Cost effective Human Resources solutions
for small businesses.

2. 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
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 succeed.
survive succeed
Success starts with your people.

3. We have what you need.
Table of We Understand Your Business HR Hotline
Contents
C t t We Can Help HR Learning Roundtables
Employee Handbook HR Webcast Series
Recent Employment
Related Settlements
Performance Management Other Services
Nascar 225 Million
Walmart 151 Million Screening & Selection Pricing (Limited Time Only!)
Allstate 120 Million
Citigroup 98 Million
Microsoft 97 Million Human Resources Audit Contact Us
Shell Oil 90 Million
UBS 89 Million
UPSS 87 illi
8 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
Medco
M d 42.5 Million
42 5 Milli
Staples 38 Million
Merrill Lynch 37 Million
United Airlines 36 Million
Wallgreens 20 Million

4. Empowering your business
Our Human Resources services empower small businesses with knowledge,
We can help. 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
employees t other pressing b i
l to th i business matters, we can h l
tt help.
We offer solid Human Resources advice and services that small businesses
sometimes neglect but critically need.
Internet misuse at work is Introducing Kathleen Weiss, SPHR
costing American Kathleen holds the designation of Senior Professional in Human Resources
(SPHR) by the Human Resources Certification Institute. She offers 17+ years
corporations more of experience in HR and management positions. Her experience extends
to performance management, compensation, state and federal
than $85 billion compliance,
compliance employee relations hiring and termination issues and
relations,
annually Kathleen specializes in employee handbooks.
in lost productivity.
She is member of the Society of Human Resources Management, Morris
County SHRM Chapter, NJ Organization Development Network, New
Of time spent Jersey HR Networking Group, iCouldbe.org, New Jersey Compensation
online at work,
online at work Association , New Jersey Department of Labor Employers Committee
Committee,
1/3 is
1/3 is personal. Human Capital Institute, New Jersey Business & Industry HR Policy
Committee, Gibbs College Advisory Board and has completed the United
‐Websense, 2003 Way certified mentorship program.

5. Set the foundation for success.
An effective and well written employee handbook is the foundation of
Employee your employees’ success. Additionally, it provides the safest protection for
the employer.
Handbook
H db k 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 actions
The handbook improves communications between employers and
exploded employees. A carefully drafted employee handbook can be an effective
in ʹ08, employers
continue to pay the price.” motivational tool - it can provide employees with a company history, set
‐HR Weekly, Jan 09 forth the company's objectives, and core values, and explain what role
the individual employee plays in achieving them.
“New Jersey is one Through a thorough analysis, we can revise or create a customized
of states the hardest employee handbook that is in alignment with your company’s policies and
culture. We offer flat rate services specifically designed for small
hit.” businesses.
‐ Sayfarth Shaw Law Firm
Call now f more information.
for i f i

6. Top 10 reasons NOT to have an
employee handbook (or an outdated one)
Employee
If you have an outdated employee handbook or none at all… great! Here
are the top 10 reasons you should keep it that way.
Handbook
H db k #1
#2
You would like your employees to be as confused as possible.
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.”
Flirtin 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,
Yes we know we said Top 10 …but we couldn’t resist.
but resist
NJ Supreme Court
awarded #11 You hope your employees’ motto is, “Ignorance is Bliss.”
#12 Harassment is OK as long as long as no one snitches.
$520,000.00 #13 Turnover rate = amount of pastries Uncle Joe can eat in an hour
#14 Professionalism is overrated.
in back pay to one worker
in back pay to one worker
#15
# No policy iis a good policy.
i i
for Employee Handbook
error.

7. Can you afford mediocrity?
Generic performance reviews are for generic companies.
Performance
Accurate employee performance appraisals and goal setting is critical in
helping organizations through an economic downturn.
Management
M t 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
Harvard
A ten year continued growth and prosperity. Now more than ever, it is essential that
each employee is producing at full speed.
University study
y
showed 84% of those with no Each position within your company requires a very different skills set to be
goals earned half as much as the successful. Simply put, you would not expect the administrative staff to
13 percent of those with goals in have the same skill set or goals as a sales manager, or the manager to
their head. have the same skills as a customer service representative . Why use the
same performance reviews for all your employees? ….and what about
e pe e i i e goa
The 3 percent with written goals setting goals?
and action plans were
Your company is not one dimensional and your employee performance
earning ten reviews should not be either. Taking a concentrated approach to
performance management has never been as critical; since companies
times as much as the have to face doing more with less.
other 97 percent combined.
h b d
We offer a flat rate fee. We can customize your performance reviews to
That’s impressive. reflect the “picture of success” for the key positions within your
organization.

8. The right person is everything.
Screening &
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
in-person interviews and reference checks. Not to mention the headaches
Selection
S l ti 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 guidance
Thorough 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 logo.
company s logo
“ Two – hi d
Two –thirds Conduct in-depth interviews with the most qualified candidates.
of U.S. workers who Reference checks of prior employers and references.
Deliver final and most qualified candidates with client consultation.
call in sick at the Provide an offer-letter template to whomever you extend a final offer.
last minute do so for reasons
other than physical illness.
other than physical illness We l
W also offer skills assessment tests f your finall candidates. A il bl t t
ff kill t t t for fi did t Available tests
‐17th Annual CCH Unscheduled include such items as MS Office, customer service, accounting, IT skills,
Absence Survey medical knowledge, clerical, languages , typing and more.

9. Don’t leave anything to chance.
Human 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,
regulations, COBRA, CEPA EEOC OSHA
Resources
R ADAAA, FMLA, FLSA, Title VII, exempt and nonexempt compensation,
discrimination and harassment, just to name a few.
Audit Other Human Resources responsibilities and functions, such as employee
documentation, interviewing and hiring, organizational development, job
descriptions,
descriptions performance evaluations workplace violence, discipline
evaluations, 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
“Audit your pay practices weaknesses of your company’s practices in the following 13 key areas:
HR Administration Organizational Development
now - before a wage
and hour time Recruitment & Selection Diversity & Equal Employment Opportunity
bomb explodes Education, Training & Development Safety & Environment
in your face.”
y Employee Relations Security
Compensation Equipment & Facilities
HR Magazine:
Human Resources Planning Documentation & Information Systems
Employer Audit Thyself
Benefits

10. Your Virtual HR Department
The HR ADVISOR Hotline is designed for small businesses that do not have
HR Hotline expertise on staff. The HR ADVISOR Hotline will act as your “Virtual HR
Department
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
recordkeeping compensation, employee relations and more. Our purpose is not
more
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
immediately.
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
“NJ Supreme Court allows up to more information.
$20,000 per employee in
damages and NO cap on
d d NO
punitive damages for CEPA
violations.

11. “An investment in knowledge always pays the best
interest.” ‐Benjamin Franklin
HR Learning How it works…
Our HR Learning Roundtable will be held monthly. Each participant will email
Roundtables
R dt bl 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
papers information websites,
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
environment.
“The f i h
frightening part
i • Gain insight and solve your company’s specific HR challenges.
for businesses is that • Help protect your company by learning HR’s best practices.
employees win • Be exposed to a diverse list of relevant and important topics.
• Get real “how to” advice and not theoretical presentations.
71% of all employee
related claims.
related claims ”
‐Markus and Associates
•
•
Understand the challenges and solutions of other small businesses.
Network with other small businesses. Y
N t k ith th ll b i You may need each other’s services!
d h th ’ i !
Your first event is free! For more information, call 973.758.6122

12. “The only thing worse than …
Webcast “The only thing worse than training an employee and seeing them
go, is not training them and keeping them.”
Series
S i 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 p
p productivity and motivation?
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.
Subsc be o ou
Subscribe to our monthly webcast training series. Our webinars are extremely
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.

13. At your disposal…
Other
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
S i
Employee Relations Staffing & Outplacement
Employee Documentation Review, Interview Candidates, Resume
Employee Disciplinary Assistance, Development for Terminated
Investigate Harassment Complaints,
I ti t H tC l i t Employees, P
E l Prepare for Reductions-
f R d ti
Termination Assistance, Coaching in-Force
Compliance Employees Compensation & Benefits
Conduct HR Audit, Create Wage & Hour Compliance, Job
Employee Handbook, Develop Descriptions, Job Analysis, Open
Policies , Present Handbook to Enrollment Assistance
Employees
Strategic Planning Management Coaching & Counseling
Develop Organizational Charts, Set- Various Employment Issues,
Up an HR Department, Customized Management and Executive Goal
Forms, Develop HR Intranet Page Setting

14. 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
FLAT FEE SERVICES - $899 each
For a limited • Employee Handbook
- Revise or create customized employee handbook
time only!y • Performance Management
-Design performance reviews and goall setting plans for your top 7 positions
D i f i d tti l f t iti
• 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

15. Knowledge, Solutions and Tools for Success
g, f
Contact Us
Kathleen Weiss, SPHR
Director of Human Resources Services
SWK Technologies, Inc.
5 Regent Street Suite 520
Street,
Livingston, New Jersey 07039
973.758.6122 P
973.758.6120 F
kathleen.weiss@swktech.com
www.swktech.com
www swktech com