Tag: First

Hire Your First Employee #franchise #loans


#how to start a business

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If your business is booming, but you are struggling to keep up, perhaps it’s time to hire some help.

The eight steps below can help you start the hiring process and ensure you are compliant with key federal and state regulations.

Step 1. Obtain an Employer Identification Number (EIN)

Before hiring your first employee, you need to get an employment identification number (EIN) from the U.S. Internal Revenue Service. The EIN is often referred to as an Employer Tax ID or as Form SS-4. The EIN is necessary for reporting taxes and other documents to the IRS. In addition, the EIN is necessary when reporting information about your employees to state agencies. Apply for EIN online or contact the IRS at 1-800-829-4933.

Step 2. Set up Records for Withholding Taxes

According to the IRS, you must keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Below are three types of withholding taxes you need for your business:

  • Federal Income Tax Withholding
    Every employee must provide an employer with a signed withholding exemption certificate (Form W-4) on or before the date of employment. The employer must then submit Form W-4 to the IRS. For specific information, read the IRS’ Employer’s Tax Guide [PDF].
  • Federal Wage and Tax Statement
    Every year, employers must report to the federal government wages paid and taxes withheld for each employee. This report is filed using Form W-2, wage and tax statement. Employers must complete a W-2 form for each employee who they pay a salary, wage or other compensation.

Employers must send Copy A of W-2 forms to the Social Security Administration by the last day of February to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by Jan. 31 of the year following the reporting period. Visit SSA.gov/employer for more information.

  • State Taxes
    Depending on the state where your employees are located, you may be required to withhold state income taxes. Visit the state and local tax page for more information.

Step 3. Employee Eligibility Verification

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete Form I-9, employment eligibility verification, which requires employers to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.

Employers do not need to submit the I-9 form with the federal government but are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with E-Verify .

Visit the U.S. Immigration and Customs Enforcement agency’s I-9 website to download the form and find more information.

Step 4. Register with Your State’s New Hire Reporting Program

All employers are required to report newly hired and re-hired employees to a state directory within 20 days of their hire or rehire date. Visit the New Hires Reporting Requirements page to learn more and find links to your state’s New Hire Reporting System.

Step 5. Obtain Workers’ Compensation Insurance

All businesses with employees are required to carry workers’ compensation insurance coverage through a commercial carrier, on a self-insured basis or through their state’s Workers’ Compensation Insurance program.

Step 6. Post Required Notices

Employers are required to display certain posters in the workplace that inform employees of their rights and employer responsibilities under labor laws. Visit the Workplace Posters page for specific federal and state posters you’ll need for your business.

Step 7. File Your Taxes

Generally, employers who pay wages subject to income tax withholding, Social Security and Medicare taxes must file IRS Form 941, Employer’s Quarterly Federal Tax Return. For more information, visit IRS.gov .

New and existing employers should consult the IRS Employer’s Tax Guide to understand all their federal tax filing requirements.

Step8. Get Organized and Keep Yourself Informed

Being a good employer doesn’t stop with fulfilling your various tax and reporting obligations. Maintaining a healthy and fair workplace, providing benefits and keeping employees informed about your company’s policies are key to your business’ success. Here are some additional steps you should take after you’ve hired your first employee:

Set up Recordkeeping

In addition to requirements for keeping payroll records of your employees for tax purposes, certain federal employment laws also require you to keep records about your employees. The following sites provide more information about federal reporting requirements:

Complying with standards for employee rights in regards to equal opportunity and fair labor standards is a requirement. Following statutes and regulations for minimum wage, overtime, and child labor will help you avoid error and a lawsuit. See the Department of Labor’s Employment Law Guide for up-to-date information on these statutes and regulations.


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Over-the-Rhine Chamber: Cincinnati, Ohio: Business First Grant #business #license


#business first

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Business First Grant (BFG)

Business Recruitment Initiative for Over-the-Rhine

The mission of the Business First Grant Program (BFG) is to benefit the city by strengthening the local economy, increasing business and employment opportunities, and animating the sidewalks of OTR.


To be eligible for a grant, the incoming business must:

  • Be new to Over-the-Rhine. New businesses and businesses previously established in other locations are permitted to apply. It is preferred that established businesses are currently located outside of the City of Cincinnati boundaries.
  • Occupy a storefront or occupy other location in OTR that is consistent with the neighborhood tenanting strategy.
  • Sign a three-year lease with the landlord (see note below regarding letters of intent).

* The tenant and business owner/landlord negotiate the required build out, renovation and
preparation required of the building and disclose the cost of build out and the monthly rental
amount.
* The incoming tenant/ business will submit a copy of its current business plan to the building
owner/landlord before lease negotiations will be completed.
* Building owners and/or landlords must agree to participate fully in the program and tri-party
meetings will be held between the applicant, Chamber and Landlord.

  • Agree to be open at least 50 hours per week .
  • Submit a complete application prior to opening .

* This includes a thorough and well-organized business plan with a start-up budget and projected
cash flow statements for the first three years of operation.

  • Once awarded funds, agree to actively participate in the Business First mentoring program, which includes attending regular meetings with a mentor to discuss business details and providing annual financial statements for the period of the lease.

* The new business meets with the Mentor to discuss concerns and review financial information
regularly for three years. As needed, a new business owner may be teamed up with an
experienced business owner to work together to address a specific need.
2016 Program Goals

  • Promote diversity among business owners in OTR.
  • Increase customer traffic, safety, and return on investment.
  • Support capital improvement in unused and underutilized storefronts for business occupation in OTR.
  • Mentor and encourage businesses that strengthen the neighborhood as a viable and diverse place to live, work and play.
  • Provide an environment for individuals, entrepreneurs, investors and businesses to thrive.

Desirable businesses include retail, neighborhood services, large employers who hire from within OTR, Women/Minority Business Enterprises, and those that locate in an area that is compatible with the tenanting strategy for the neighborhood. Ineligible businesses include convenience stores, check-cashing services, temporary labor services, churches, social services, not for profits, home-based businesses, and businesses that are not compatible with adjacent residential uses.

Businesses that are selected through the Business First Grant Program s competitive process will be awarded a matching grant up to $20,000 for furniture, fixtures and equipment (FFE) and tenant improvements (TI). The funds will be distributed through a reimbursement process through the OTR Chamber.

Additionally, the BFG Program works to create a support network for the new business. Ongoing mentoring will be provided for the three year duration of the program. The Review Committee will match the new business owner with a committee member mentor based on the needs of the business. The Review Committee may also refer the new business to local business resources to strengthen areas of the business that present a challenge to the business success. A member of the Review Committee will meet with the business owner regularly to address any concerns the business owner may have and assist the business owner in updating her/his Business Plan.

Applications will be reviewed twice annually through a competitive process. Applications will be due December 6, 2016.

Applicants must submit a completed application to the OTR Chamber prior to opening up for business. At the time of application submission, expected project completion date should be within 9 months to a year. The Application form can be downloaded at the bottom of this page. The submission should include a:

  • Professional Business Plan that clearly articulates the business model, industry analysis, demographics of target population, hours of operation and corresponding staffing schedules, experience of personnel, marketing strategy, and includes detailed cash flow projections. (Note, click the link above “Professional Business Plan” to read tips from Forbes)
  • Three Year Lease including the landlord s contact information so the OTR Chamber can contact her/him to discuss the terms of the lease. Please note, a signed letter of intent by landlord and applicant can be submitted initially if a signed lease is not in place at the time of submission. Awarding of any grant money would be contingent upon a signed three year lease.
  • Detailed Build-Out Costs of space clearly defining what will be provided by the landlord and what is the responsibility of the tenant. Detailed budget for FFE is also required.

The applications will be reviewed semi-annually in a competitive process by the Business Attraction and Retention Review Committee.

This program is administered by OTR Chamber of Commerce with the support of a Review Committee to oversee leases, programs and funding.

The Business First Grant program is made possible by the following corporate and foundation partners: BB T, The Carol Ann and Ralph V. Haile, Jr. / U.S. Bank Foundation, Over-the-Rhine Chamber of Commerce, PNC Bank, and P G.


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Business First Greater Richmond #business #report


#business first

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We re Here to Help Your Business

We identify your needs connect you with resources.

We have lots of resources available to help businesses. And if we can t help you directly, chances are we know who can. What can we do for you today?

  • Hiring workforce training
  • Financing
  • Real Estate
  • Operations planning management
  • Investment hiring incentives
  • Downsizing Management
  • and much more!

Free Confidential

because we re managed by a non-profit

Business First Greater Richmond is funded by public and private investors. Our confidential services are offered at no charge and we leave all the profit-making to you. When your business succeeds, we succeed.

A strong business community is the key to an amazing life in Greater Richmond.

Businesses are the backbone of our community. Strong businesses create a strong economy and improve everyone s quality of life. Our goal is to grow the regional economy by helping you prosper.

The Business First Visit

So you’ve decided to participate in a Business First visit. We’re looking forward to talking to you!

This is a great oppurtunity to voice your opinion, connect with resources that might help your business today, and form a lasting relationship with your local economic development department for any needs that may arise in the future.

Business First | Greater Richmond is a program supported by the Greater Richmond Partnership, Inc. in collaboration with the economic development offices of Chesterfield, Hanover, Henrico and the City of Richmond.

Full Menu


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Consult the Expert – Business First Louisville – CUB: A Kentucky Community Bank #how

#business first louisville

#

Consult the Expert Business First Louisville

Topic:
The Era of Smart Technology

Nearly all of us today have a Smart Phone, but what is a Smart Safe?
A Smart Safe is key to managing the challenges of cash in a retail environment. A Smart Safe automatically accepts, validates and stores notes while recording each transaction.

Smart Safe features include:
• Note Validation – tracks and records each note while checking for counterfeits
• Cash Tracking – deposits tracked by each user of the safe by Login ID
• Reporting – various reports can be generated to streamline reconcilement
• Connectivity – stores can provide online access to an armored car carrier and the bank

Benefits of this technology:
• Eliminates the employee risk of taking cash to a bank branch.
• Can lower expenses associated with armored car services as frequency of pickups may be reduced.
• If your bank has online access to the cash deposits they may be willing to provide you advanced availability even though the cash may still be sitting in the safe. If your business consists of managing large amounts of cash, get safe smart.

Online Banking

Convenient Capture Login

Update Your Contact Info
and Earn $1

Personalize Your Debit Card

Sign Up for eStatements

Use Our Switch Kit to Join Today


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Business First Healthiest Employer Award #business #valuations


#business first louisville

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Business First Healthiest Employer Award

The University of Louisville was chosen as the 2010 Healthiest Employer in the 5,000-employee-plus category of Business First’s inaugural Greater Louisville’s Healthiest Employers awards program. The winners in each of the five categories were announced at a luncheon on Thursday, Nov. 18, 2010 in the Cascade Ballroom at the Louisville International Convention Center. A special publication profiling the finalists was included in the Nov. 19 issue of Business First.

Additional Media recognition:

Health Fitness Corporation’s monthly newsletter, HealthWire: December 2010 edition

Excerpt From UofL Today

Business First awards UofL as healthiest employer

by UofL Today — l Nov 18, 2010

The University of Louisville is the healthiest employer in Louisville of companies with 5,000 or more employees.

Get Healthy Now director Patricia Benson accepted the Business First award at a Nov. 18 luncheon at the Kentucky International Convention Center.

The luncheon, said Business First publisher Tom Monahan, not only paid tribute to the 15 award finalists (three in each of five categories by business size), but it also was a way to help employers learn from each other how to create healthy workplaces.

As he presented the awards, he asked each employer’s representative a question related to an aspect of his or her company’s program.

Noting that UofL’s five-year-old Get Healthy Now program has a 70 percent participation rate among faculty and staff and that the number of insurance claims among participants is significantly lower than that among non-participants, Monahan asked Benson to explain the program’s success.

Get Healthy Now is successful, she said, because of the support it has received since its beginning from President James Ramsey and Provost Shirley Willihnganz. She also explained that Get Healthy Now’s staff continually solicits feedback from its members on program components and works to tailor the program to their needs and wants.

“It’s the employees’ program,” she said.

Business First started the Healthiest Employer award this year and asked companies to complete a 75-question survey designed to measure six core areas of wellness:

  • cultural and leadership commitment;
  • foundation components;
  • strategic planning;
  • communications and marketing;
  • programming and intervention;
  • and reporting and analysis.

Healthiest Employer LLC, in Indianapolis, developed the survey and scored the Louisville ones to determine the winners.

Each of the finalists is featured in the publication “Healthiest Employers of Greater Louisville” that will be part of the Nov. 19 Business First paper.

Besides UofL, the other two finalists in the 5,000-plus employees category were GE Appliances and Lighting and Norton Healthcare Inc.


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Hire Your First Employee #ideas #for #new #business


#how to start a business

#

If your business is booming, but you are struggling to keep up, perhaps it’s time to hire some help.

The eight steps below can help you start the hiring process and ensure you are compliant with key federal and state regulations.

Step 1. Obtain an Employer Identification Number (EIN)

Before hiring your first employee, you need to get an employment identification number (EIN) from the U.S. Internal Revenue Service. The EIN is often referred to as an Employer Tax ID or as Form SS-4. The EIN is necessary for reporting taxes and other documents to the IRS. In addition, the EIN is necessary when reporting information about your employees to state agencies. Apply for EIN online or contact the IRS at 1-800-829-4933.

Step 2. Set up Records for Withholding Taxes

According to the IRS, you must keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Below are three types of withholding taxes you need for your business:

  • Federal Income Tax Withholding
    Every employee must provide an employer with a signed withholding exemption certificate (Form W-4) on or before the date of employment. The employer must then submit Form W-4 to the IRS. For specific information, read the IRS’ Employer’s Tax Guide [PDF].
  • Federal Wage and Tax Statement
    Every year, employers must report to the federal government wages paid and taxes withheld for each employee. This report is filed using Form W-2, wage and tax statement. Employers must complete a W-2 form for each employee who they pay a salary, wage or other compensation.

Employers must send Copy A of W-2 forms to the Social Security Administration by the last day of February to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by Jan. 31 of the year following the reporting period. Visit SSA.gov/employer for more information.

  • State Taxes
    Depending on the state where your employees are located, you may be required to withhold state income taxes. Visit the state and local tax page for more information.

Step 3. Employee Eligibility Verification

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete Form I-9, employment eligibility verification, which requires employers to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.

Employers do not need to submit the I-9 form with the federal government but are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with E-Verify .

Visit the U.S. Immigration and Customs Enforcement agency’s I-9 website to download the form and find more information.

Step 4. Register with Your State’s New Hire Reporting Program

All employers are required to report newly hired and re-hired employees to a state directory within 20 days of their hire or rehire date. Visit the New Hires Reporting Requirements page to learn more and find links to your state’s New Hire Reporting System.

Step 5. Obtain Workers’ Compensation Insurance

All businesses with employees are required to carry workers’ compensation insurance coverage through a commercial carrier, on a self-insured basis or through their state’s Workers’ Compensation Insurance program.

Step 6. Post Required Notices

Employers are required to display certain posters in the workplace that inform employees of their rights and employer responsibilities under labor laws. Visit the Workplace Posters page for specific federal and state posters you’ll need for your business.

Step 7. File Your Taxes

Generally, employers who pay wages subject to income tax withholding, Social Security and Medicare taxes must file IRS Form 941, Employer’s Quarterly Federal Tax Return. For more information, visit IRS.gov .

New and existing employers should consult the IRS Employer’s Tax Guide to understand all their federal tax filing requirements.

Step8. Get Organized and Keep Yourself Informed

Being a good employer doesn’t stop with fulfilling your various tax and reporting obligations. Maintaining a healthy and fair workplace, providing benefits and keeping employees informed about your company’s policies are key to your business’ success. Here are some additional steps you should take after you’ve hired your first employee:

Set up Recordkeeping

In addition to requirements for keeping payroll records of your employees for tax purposes, certain federal employment laws also require you to keep records about your employees. The following sites provide more information about federal reporting requirements:

Complying with standards for employee rights in regards to equal opportunity and fair labor standards is a requirement. Following statutes and regulations for minimum wage, overtime, and child labor will help you avoid error and a lawsuit. See the Department of Labor’s Employment Law Guide for up-to-date information on these statutes and regulations.


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HVAC Company Tallahassee, FL #first #company #hvac


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Residential Services We Offer

Heating and Air Conditioning Repair and Service for Tallahassee, FL

We offer residential heating and cooling services including air conditioner installation, air conditioner repair, air conditioner service, furnace installation, furnace repair, and furnace service. Our product catalog includes heat pumps, ductless mini splits, and even WI-FI enabled thermostats! Visit our heating and cooling pages for more information!

Commercial Services We Offer

Tallahassee, FL’s Premier HVAC Installation, Repair Service Company

When you’re in need of comprehensive commercial heating and cooling services, look no further. For every size and type of building, whether you need one technician or an entire fleet, WEC Heating & A/C Inc. makes your business our main focus, understanding the importance of keeping your equipment operating at its full potential. To make sure your facility achieves optimal equipment performance, we deliver quick responses, trustworthy system longevity, reduced energy and operational costs, and service you can trust.

W.E.C. installed my original unit when the house was built. It kicked the bucket after 9 years (it was a base-level builder’s grade) and the tech that came out was honest about repairing it vs. replacing it. Working with W.E.C.’s office, I had quotes emailed to me quickly for a couple of different replacement options (which I chose to do instead of sinking money into the junk one) and within two days I had a brand new heat pump system installed. The installers were clean, careful with the installation and also very honest about options for the system that could be installed down the road (UV Lamp) but not pushy at all. Excellent service all around. I’m very pleased with them. Review Us on Google

About WEC Heating & A/C Inc.

We guarantee same day service!

WEC Heating & A/C is Tallahassee’s full service heating and air conditioning repair and service company. From routine maintenance to complete system change outs and more, WEC has over 25 years of proven history delivering the right solutions at the right prices to thousands of satisfied clients in the North Florida region.

When you have a problem with your HVAC system the first thought on your mind is likely to be “How much is this going to cost me, and how soon can I get it fixed?” At WEC we’ve got you covered with flat rate Diagnostic Fees and Guaranteed Same Day Service.

WEC Heating & A/C is one of the most qualified HVAC Service companies in the United States carrying memberships with the North Florida Building Green Program, Florida Green Program, Energy Star, The Better Business Bureau, and more. WEC is also a certified dealer for Trane, Carrier, Comfortmaker, and more.

Save big this season with a new heating and cooling system from WEC Heating & A/C Inc. Our special offers, coupons, and HVAC manufacturer rebates will help you stay comfortable without breaking the bank!

Heat Pump Repair & Service Furnace Installation AC Repair Tallahassee, FL

AC Heating Repair Tallahassee, FLHVAC Repair Service in Tallahassee, FL

From routine maintenance to complete system installation, WEC Heating A/C Inc. delivers more expertise, experience and professionalism than any other HVAC service provider in the Tallahassee area. We partner advanced, energy-efficient HVAC systems with professionally trained, licensed and insured technicians to ensure the highest quality of work available. Our team of HVAC specialists goes beyond the level of service you expect and provides the reliable, affordable and prompt action you deserve.

Over 25 Years of HVAC Experience in Tallahassee, FL

With over 25 years of proven history and thousands of satisfied customers in the Tallahassee region, WEC Heating A/C Inc. is a full-service HVAC provider, specializing in the most advanced, cost-effective and dependable comfort for your home and family. For spaces large and small, whatever your budget or specific needs, our trained technicians have the perfect option to satisfy your expectations. We guarantee same day service, never leaving you waiting, suffering through the weekend. Your complete comfort is our main priority.
Read More

  • Air Conditioning Repair
  • Air Conditioning Service
  • Air Conditioning Installation
  • Heating Repair
  • Heating Service
  • Heating Installation
  • Heat Pumps
  • Ductless Mini Splits
  • Commercial HVAC

    HVAC Company | Air Conditioner Installation | Air Conditioning Repair Service | AC Repair | Heating and Cooling Repair Company

    HVAC Company, HVAC Repair, Air Conditioning Repair, AC Installation, Furnace Repair and Installation, Heating and AC Contractor in Tallahassee, FL


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  • California Penal Code Section 192 – California Attorney Resources – California Laws #legal #research,

    #

    California Penal Code Section 192

    192. Manslaughter is the unlawful killing of a human being without malice. It is of three kinds:

    (a) Voluntary upon a sudden quarrel or heat of passion.

    (b) Involuntary in the commission of an unlawful act, not amounting to a felony; or in the commission of a lawful act which might produce death, in an unlawful manner, or without due caution and circumspection. This subdivision shall not apply to acts committed in the driving of a vehicle.

    (1) Except as provided in subdivision (a) of Section 191.5, driving a vehicle in the commission of an unlawful act, not amounting to a felony, and with gross negligence; or driving a vehicle in the commission of a lawful act which might produce death, in an unlawful manner, and with gross negligence.

    (2) Driving a vehicle in the commission of an unlawful act, not amounting to a felony, but without gross negligence; or driving a vehicle in the commission of a lawful act which might produce death, in an unlawful manner, but without gross negligence.

    (3) Driving a vehicle in connection with a violation of paragraph (3) of subdivision (a) of Section 550, where the vehicular collision or vehicular accident was knowingly caused for financial gain and proximately resulted in the death of any person. This paragraph does not prevent prosecution of a defendant for the crime of murder.

    (d) This section shall not be construed as making any homicide in the driving of a vehicle punishable that is not a proximate result of the commission of an unlawful act, not amounting to a felony, or of the commission of a lawful act which might produce death, in an unlawful manner.

    (e) Gross negligence, as used in this section, does not prohibit or preclude a charge of murder under Section 188 upon facts exhibiting wantonness and a conscious disregard for life to support a finding of implied malice, or upon facts showing malice, consistent with the holding of the California Supreme Court in People v. Watson (1981) 30 Cal.3d 290.

    (f) (1) For purposes of determining sudden quarrel or heat of passion pursuant to subdivision (a), the provocation was not objectively reasonable if it resulted from the discovery of, knowledge about, or potential disclosure of the victim s actual or perceived gender, gender identity, gender expression, or sexual orientation, including under circumstances in which the victim made an unwanted nonforcible romantic or sexual advance towards the defendant, or if the defendant and victim dated or had a romantic or sexual relationship. Nothing in this section shall preclude the jury from considering all relevant facts to determine whether the defendant was in fact provoked for purposes of establishing subjective provocation.

    (2) For purposes of this subdivision, gender includes a person s gender identity and gender-related appearance and behavior regardless of whether that appearance or behavior is associated with the person s gender as determined at birth.

    (Amended by Stats. 2014, Ch. 684, Sec. 1. Effective January 1, 2015.)

    Last modified: September 9, 2016


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    ROBOGUARD – outdoor security beams, diy security, roboguard portable burglar alarm, use it anywhere

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    The roboguard is a stand alone, wireless automatic outdoor intruder security system using passive infrared sensor beams that detect movement up to 20 meters away in an 110° arc. Each guard has two sensors one on top and one at the bottom, each emitting 11 beams, a top and bottom beam have to be broken within half a second to trigger an alert. This effectively eliminates false alarms caused by dogs, birds and plants.

    Stand Alone Pet Friendly Alarm System

    Being stand alone and wireless, the can also tag along on camping or fishing trips to protect your expensive gear while you are enjoying yourself.

    The communicates with a receiver called the HQ up to 400 meters away to inform you where an intruder has broken the beam and also reports to the HQ every 20 minutes to verify its signal, battery and operational status. If the guard is tampered with, and alarm is triggered as well.

    Integrate with Your Existing Alarm System

    Even as a stand-alone alarm system. the can be fully integrated into any existing systems to activate the siren or call your armed response. Separate garages and outbuildings can also be covered conveniently and wirelessly*.

    Monitor Control via SMS

    The system even has applications that can incorporate the ability to monitor and control the system by SMS, so you will know what is happening around your house no matter where you are in the world.

    *Some wiring may be necessary depending on requirements of the system to be installed .


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    American CPR Training™ #cpr, #cpr #training #classes, #first #aid #training, #first #aid #at #work,

    #

    Our price is lower than the manufacturer’s minimum advertised price. As a result, we cannot show you the price in catalog or the product page.

    You have no obligation to purchase the product once you know the price. You can simply remove the item from your cart.

    Our price is lower than the manufacturer’s minimum advertised price. As a result, we cannot show you the price in catalog or the product page.

    You have no obligation to purchase the product once you know the price. You can simply remove the item from your cart.

    the Time, the Price, and TWICE the Fun!

    CPR Training, AED Courses, First Aid Classes and 100 ‘s of other OSHA Safety Training Topics

    Train in an accelerated format at your location (training at work, home, you name it – we come to you!) using the knowledge of the industry’s leading professionals, presented in an entertaining and informative manner. Our OSHA Safety Training Classes are offered in a “corporate style”, streamlined format

    Save a Life A.C.T. Now!

    American CPR Training . Be sure to try our On-Line Price Quote Form for group training at your facility. CPR. First Aid. AED. BBP. Forklift OSHA Safety Classes.

    Just click the ‘Get a Quote Now ‘ button on to the right to get a quote now for American CPR Training . America’s Favorite CPR, AED First Aid Training . Have a Safe Day.

    Training

    On-Site GROUP CPR, First Aid, AED, OSHA BBP Training Quotes

    American CPR Training offers many OSHA Compliance Safety Training classes, courses, and programs.

    Click Here for List of OSHA Compliance Safety Training Classes Available Through American CPR Training
    (Click Here to Open or Close List)

    American CPR Training

    America’s Favorite CPR, AED First Aid Training is more than just the Leader in Safety Training throughout the US, Canada, Mexico.
    American CPR Training is ½ the Time, ½ the Price, and TWICE the Fun!
    American CPR Training also offers all aspects of Environmental Health Safety consulting, training, products, management, and services.

    Among the services we offer are:
    OSHA Forklift Safety Training. Train the Trainer, and Do-it-Yourself Industrial Lift Truck Training and Compliance Packages
    First Aid Kits. First Aid Courses. First Aid Refills First Aid Programs
    CPR Videos and DVDs. First Aid VHS or DVD – even Spanish CPR, First Aid AED Videos. Starting at $49
    Emergency Response Team Training, Emergency Response Supplies Response Team Development
    OSHA Illness Injury Prevention Programs, OSHA Training DVDs Software, and Packages
    Fire Extinguisher and Fire Safety Training

    In the News

    American CPR Training Affiliate Instructor, Tech Sergeant Earl Scott, returned from a 7 months deployment at Al Udeid Air Force base overseas in Qatar. He is originally from Brooklyn, NY but resides in Philadelphia, PA. Friends and family were anxious for his arrival. His family was told to meet at the base for an orientation about what they should expect when their loved one came home. To their surprise- Earl was already home!

    On top of being a Tech Sergeant and American CPR Training Affiliate Instructor, Earl is also a teacher, a coach, and the athletic Director at Holmesburg Christian Academy. He cares about his students and made sure he took the time to also explain to them what it was like and what he did overseas. After a little bit of R R he has returned to his normal routine, including teaching for American CPR Training . His love for teaching makes his classes “fun, highly informative and very hands-on”. He uses real world experience and provides a lot of feedback so the American CPR Training participants feel confident when providing lifesaving skills.

    Earl Scott is a representative of the caliber we look for in our American CPR Training Instructors.

    Products

    Spanish Training Too!

    Learn at Home!

    ACT is proud to be home to the first and only American Heart Association Approved “Learn at Home” CPR programs including CPR Anytime. These programs come complete with instruction DVDs, student workbook, and up to TWO Mannequins for practice and review so you can keep your skills fresh. ALL FROM ONLY $34.95!

    What’s New..

    ACT now has more to offer!

    CORPORATE CLIENTS: Besides our international group of affiliate instructors, we now also are proud to offer full EHS services in these, and many other communities:
    (listed by state)


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