Savings

The Difference Between an Energy Audit and Utility Bill Audit

Utility costs are one of the biggest expenses for businesses, so it makes sense that you want to find ways to reduce these costs. But, perhaps, you aren’t sure where to start? The two main ways to reduce utility costs are to (1) reduce consumption by conducting an Energy Audit and (2) reduce the rate that is paid by conducting a Utility Bill Audit. Here are the differences between the two:

Holiday season is around the corner. Really, it is!

Many employers hire extra workers to prepare for a busy holiday season. Often these workers are hired on some level shortly after Labor Day to ensure they are trained properly, as they help the employer get ready for increased activity.

Remember that even your temporary help should be screened just like they were permanent, full-time employees. After all, a person working just a few hours a week can be responsible for many problems, such as theft, drug sales, and harassment.

Applicants Lie on Applications All the Time

Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.

For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.

Energy Efficiency Technologies in Michigan Poised for Growth

Cumulative renewable energy capacity in Michigan

Energy efficiency in Michigan recently grabbed headlines. In his March 13 speech, Governor Snyder stressed the elimination of “energy waste” as a cornerstone to moving toward a more renewable future. This speech stems from the fact that Michigan is on the verge of meeting the Renewable Portfolio Standard (RPS) targets that were set in 2008.

Your Applicant has a Criminal Record - Now What?

Of all levels of background screening services, a majority of businesses will request criminal records most often. And all types of criminal histories are revealed as a result. Some reflect minor issues, while others are extremely serious. The business must then determine how the criminal record will impact their hiring decision.

Keep Your Medical and Drug Testing Forms Separate

You cannot ask any medically-related questions on a job application or during a pre-job offer interview. You can only inquire about medical, worker’s comp, and drug testing issues AFTER a job offer is made; this is normally a conditional job offer.

Once the employee is on board, medical and drug questions and tests can be addressed. Be sure to keep that information in a separate file – in a separate location – apart from the general personnel file. Check with your legal counsel to ensure compliance on this and other issues.

10 Ways to Green Your Business and Save Money

With so many products and services to choose from, it has never been more important to differentiate yourself from the competition. Going green is a great way to stand out, but even if your actions don’t land you on Newsweek’s Greenest Companies list, going green can help your bottom line. The following are some simple steps you and your company can take today to save money and decrease its impact on the planet.

Operate in Multiple States? Careful When Using Criminal Record Information

We have one big country, but there are 50 states, over 3000 counties/parishes, and thousands and thousands of cities and towns. They all have their own laws and regulations on a variety of things, including the use of criminal records when making hiring decisions.