Logo

Archive for the ‘Partners’ Category

Mandatory Employer Use of E-Verify A Pillar of Comprehensive Immigration Reform

As expected, despite the protests from civil libertarians and privacy advocates, the much anticipated “comprehensive immigration reform” bill (S. 744) introduced earlier this week by the Senate “Gang of Eight” will require all employers — on a phased-in basis based on employee size — to use the E-Verify system to determine whether a new hire is eligible to work in the United States.(See Section 3101).

Continue Reading…


NASCO Contract Security D.C. Summit Brief

On June 12 and 13 (starting with a evening cocktail reception on June 11) NASCO will be holding its 8th Annual Contract Security D.C. Summit. The NASCO Summit is the premier national event focused on the intersection of public policy and the business of contract security. The agenda is packed with sessions and speakers that will address national policy issues, legal issues, labor issues, federal contracting issues, and federal and state legislative issues of interest to contract security employers.


Speakers include, Rep. Michael McCaul, Chairman of the House Homeland Security Committee; Jeff Kessler of Imperial Capital, the leading financial analyst for the security industry; Theane Evangelis Kapur of Gibson, Dunn and Crutcher, who co-wrote the contract security industry’s amicus brief for the upcoming pivotal employee class action case before the California Supreme Court (Duran v. U.S. Bank); various officials from the Federal Protective Service and other DHS agencies, Labor/Employment policy and Political experts from the U.S. Chamber of Commerce; and more. All events including the sessions, two cocktail receptions and a dinner are within a block of each other right off Capitol Hill. Click here for a registration form.

For more information on this topic please email Jeff DiDomenico at Valiant or Click Here for a free assessment.


Attention Employers: I-9 Deadline is Near!

The Alliance is bringing you a friendly reminder that the May 7th deadline for incorporating the newly revised I-9 form is approaching! Be aware that employers who are not using the revised I-9 for employees hired after this date may incur a penalty.


The Alliance recently hosted a seminar ‘The New I-9 & How it Affects You’ with speaker Alka Bahal of Fox Rothschild LLP. The seminar reviewed and explained the new revisions, how to execute the new I-9, how to successfully comply and much more. If you were unable to join us, you can access the seminar information here. We hope you are able to join us for future events!

The Alliance will keep you updated on this issue as we continue to provide our members with the education, information and access to expert consultants they need to keep in compliance and avoid fines. Join The Alliance today!

For more information on this topic please email Rick Casmass at Valiant or Click Here for a free assessment.


Don't Lose a Year

Tax season is in full swing and it is time to make sure you are not leaving any money on the table. At TaxBreak, we are committed to finding our clients all the credits and incentives that they qualify for. We make it our mission to reduce income taxes that your business owes, which means more money to go back into your business. One very important incentive, The Empowerment Zone Employment Credit, is curtail to take advantage of this season. If not handled correctly you could lose an entire year of credits that you rightfully deserve.


The Empowerment Zone Employment Credit is an incentive that has been made available to businesses located within geographic areas that are defined as Empowerment Zones. If your business is located within one of those zones and your employees also live within that zone, you qualify for the Empowerment Zone Employment Credit. The purpose of this tax credit is to stimulate the economy in those particular areas.

The benefit to you as an employer begins with taking advantage of this credit this tax season, because the law allows us to go back three years previous. This means, in actuality, that you can get credit for up to four years (this year, and three previous) if you act now. This could be worth up to $3,000 per year for each qualifying employee.

How do you know if you are able to benefit from the Empowerment Zone Employment Credit? That is where we come in. Let TaxBreak handle all the specifics for you. As always, there is no financial risk in using our services. We win when you win! For more information, be sure to contact us!

For more information on this topic please email Jeff DiDomenico at Valiant or Click Here for a free assessment.


Don’t Lose a Year

Tax season is in full swing and it is time to make sure you are not leaving any money on the table. At TaxBreak, we are committed to finding our clients all the credits and incentives that they qualify for. We make it our mission to reduce income taxes that your business owes, which means more money to go back into your business. One very important incentive, The Empowerment Zone Employment Credit, is curtail to take advantage of this season. If not handled correctly you could lose an entire year of credits that you rightfully deserve.


The Empowerment Zone Employment Credit is an incentive that has been made available to businesses located within geographic areas that are defined as Empowerment Zones. If your business is located within one of those zones and your employees also live within that zone, you qualify for the Empowerment Zone Employment Credit. The purpose of this tax credit is to stimulate the economy in those particular areas.

The benefit to you as an employer begins with taking advantage of this credit this tax season, because the law allows us to go back three years previous. This means, in actuality, that you can get credit for up to four years (this year, and three previous) if you act now. This could be worth up to $3,000 per year for each qualifying employee.

How do you know if you are able to benefit from the Empowerment Zone Employment Credit? That is where we come in. Let TaxBreak handle all the specifics for you. As always, there is no financial risk in using our services. We win when you win! For more information, be sure to contact us!

For more information on this topic please email Rick Casmass at Valiant or Click Here for a free assessment.


FORCE MAJEURE ADVISORY

Based on the dramatic and disturbing increase in workplace violence and natural disasters, we encourage all private security services firms to consider a force majeure provision in their contracts. Following is a sample.

For Suggested Force Majeure Provision in Physical Security Contracts Click Here.

Continue Reading…


NASCO Holds Successful Contract Security Washington Summit

On June 6-7 in Washington D.C. the National Association of Security Companies (NASCO) held its Seventh Annual Contract Security Summit. Attended by executives from over 25 contract security companies, the Summit provided a unique opportunity for these executives to hear from and interact with members of Congress, congressional staff, federal officials, legal and policy experts, and other subject matter experts on issues and activities affecting the private security industry.

Continue Reading…


Possible Revisions to EEOC Guidelines the Use of Criminal Background Checks and Upcoming U.S. Chamber Conference

Since last summer, it has been reported that the Equal Opportunity Employment Commission (EEOC) is planning to revise its well established guidelines for employers on the use of criminal background checks (CBC’s) in employment screening. The Democrat controlled commission is concerned that the use criminal background checks are a form of employment discrimination because a disproportionate number of African Americans and Hispanics have criminal records. Such revisions could severely limit the use of CBC’s by employers (in contravention to existing workplace safety requirements and other laws) and subject employers to greatly increased liability in the hiring process and for any possible incidents. Furthermore, the EEOC can release the guidance without a formal notice and comment period (as the formulation and release of such guidance is not governed by the Administrative Procedure Act).
Continue Reading…


What Employers Must Have on Their “To Do” List for the New Year

1. New York Employers—Annual Written Notice of Pay Rate Due By February 1, 2012 for All Employees (Not Just New Hires): Remember that New York employers must provide an annual written notice of pay rate, overtime rate (for non-exempt employees) and regular pay day to all employees in English and in the employee’s primary language by February 1, 2012, and annually thereafter between January 1 and February 1, as required by New York State’s recently enacted Wage Theft Prevention Act (WTPA). The WTPA– which amends New York’s Labor Law Section 195– imposes additional notice and recordkeeping requirements on all New York employers, and severe penalties for wage, notice and recordkeeping violations. Employers must obtain and maintain a signed acknowledgement of receipt of the written notice of pay rate for six years.
Continue Reading…


2010- A very active year for mergers and acquisitions

Year 2010 proved to be very active for mergers and acquisitions of security guard and central station alarm monitoring companies.

Large transactions worth noting are:


Download the Top 30 U.S. Guard Companies