This document provides guidance to facility security officers (FSOs) on assisting employees through the security clearance process. It emphasizes the importance of employees providing complete and accurate information from the beginning. Mistakes can be costly in terms of time and money spent on rework. The document outlines reporting requirements and reasons for clearance rejections. It advises FSOs to provide tools like sample statements and comment sections to help explain issues upfront. Being proactive and considering the whole person can help clearances go smoothly.
Learning Outcome: Increase knowledge and awareness around the US security Clearance process
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
Beer Pong, Facebook and File Sharing: Why You Might Not Be Eligible for a Sec...FedEmployeeLaw
There are two truths in applying for a security clearance. First, a security clearance is a privilege and not a right. Second, questions about granting or revoking a clearance will always be resolved in favor of national security. Knowing whether your background raises any questions about granting or revoking a clearance can make or break a career as a Federal Law Enforcement Officer.
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
The Fundamentals of Applying for and Obtaining a Security ClearanceFedEmployeeLaw
There are two truths in applying for a security clearance. First, a security clearance is a privilege and not a right. Second, questions about granting or revoking a clearance will always be resolved in favor of national security. Knowing whether your background raises any questions about granting or revoking a clearance can make or break your career in the Federal government.
Want a Security Clearance? This is what you need to know
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel. This workshop will guide you through the processing of getting and keeping a US security clearance. Further, we will explore the future and emerging career opportunities that require various clearance levels.
Learning Outcome: Increase knowledge and awareness around the US security Clearance process
At the end of this workshop, participants will be able to:
a) Identify a series of career paths and associated tools to improve job marketability
b) List a series of certification and association options
c) Review the security clearance process and associated misconceptions and mistakes
Are You Suitable for Appointment to a Federal Law Enforcement Position (WIFL...FedEmployeeLaw
Whether the character or conduct of an applicant, appointee or employee is such that employing her may have an impact on the integrity or efficiency of the service. See 5 CFR §731.101; Alvarez v Department of Homeland Security, 112 MSPR 434 (MSPB 2009).
Learning Outcome: Increase knowledge and awareness around the US security Clearance process
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
Beer Pong, Facebook and File Sharing: Why You Might Not Be Eligible for a Sec...FedEmployeeLaw
There are two truths in applying for a security clearance. First, a security clearance is a privilege and not a right. Second, questions about granting or revoking a clearance will always be resolved in favor of national security. Knowing whether your background raises any questions about granting or revoking a clearance can make or break a career as a Federal Law Enforcement Officer.
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel.
At the end of this seminar, participants will be able to:
a. Identify a series of career paths and associated tools to improve job marketability.
b. List a series of certification and association option.
c. Review the security clearance process and associated misconceptions and mistakes.
The Fundamentals of Applying for and Obtaining a Security ClearanceFedEmployeeLaw
There are two truths in applying for a security clearance. First, a security clearance is a privilege and not a right. Second, questions about granting or revoking a clearance will always be resolved in favor of national security. Knowing whether your background raises any questions about granting or revoking a clearance can make or break your career in the Federal government.
Want a Security Clearance? This is what you need to know
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel. This workshop will guide you through the processing of getting and keeping a US security clearance. Further, we will explore the future and emerging career opportunities that require various clearance levels.
Learning Outcome: Increase knowledge and awareness around the US security Clearance process
At the end of this workshop, participants will be able to:
a) Identify a series of career paths and associated tools to improve job marketability
b) List a series of certification and association options
c) Review the security clearance process and associated misconceptions and mistakes
Are You Suitable for Appointment to a Federal Law Enforcement Position (WIFL...FedEmployeeLaw
Whether the character or conduct of an applicant, appointee or employee is such that employing her may have an impact on the integrity or efficiency of the service. See 5 CFR §731.101; Alvarez v Department of Homeland Security, 112 MSPR 434 (MSPB 2009).
FINANCIAL EVIDENCE: Acquisition, Interpretation and PresentationHill Love
This is a course that I taught at the Federal Law Enforcement Training Center regarding the procurement, analysis and incorporation of financial evidence into cohesive prosecution reports.
Learning Objective: Examine the process of achieving a U.S. Security Clearance
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel. This seminar will guide you through the processing of getting and keeping a U.S. security clearance. Further, we will explore the future and emerging career opportunities that require various clearance levels.
At the end of this seminar, participants will be able to:
a) Identify a series of career paths and associated tools to improve job marketability.
b) List a series of certification and association options.
c) Review the security clearance process and associated misconceptions and mistakes.
Data Breach Notifications Laws - Time for a Pimp Slap Presented by Steve Werb...Steve Werby
Data breach notification laws have proliferated worldwide, beginning with California’s law, which was enacted nearly a decade ago. As a result, citizens are being bombarded by breach notifications and media coverage of data exposures has skyrocketed. But are these increasingly onerous laws leading to stronger information security and better decisions by citizens or are they backfiring? I’ll compare existing laws, analyze data breach notifications and explore the effects of these laws, including feedback from citizens and information security professionals. By comparing data exposure disclosure to other negative events that don't require disclosure and sharing alternate disclosure models, I'll leave the audience questioning whether there's a better way.
Visa "Administrative Processing" - Alternatives to WaitingGreg McLawsen
Your client has waited for over a year to bring a loved relative to the United States. The last hurdle has come, the day of the immigrant visa interview. The interview passes and you get a panicked call, “the consular officer said we have to wait for a decision!” A week passes, no news. Two weeks pass, no news. You write the immigrant visa unit and ask what is going on and get the dreaded response, “the case is pending administrative processing. When administrative processing is required, the timing will vary based on the individual circumstances of each case.” Rather than pulling out your hair and gnashing your teeth, this webinar will go over techniques to identify the problem, calm the client down, and speed up the process.
How to avoid administrative processing (e.g., preloading your case).
When to wait and for how long.
How to identify the potential problem.
Exploring and exhausting your remedies.
Possibilities for litigation.
Featuring guest speaker. Jay Gairson
Disclosures by whistleblowers under the qui tam provisions of the False Claims Act (FCA) have enabled the federal government to recover more than $40 billion. But with strong protections against retaliation, whistleblowers would be reluctant to come forward. This course, presented by Jason Zuckerman, Principal at Zuckerman Law, provides an overview of whistleblower protections for employees of government contractors and grantees, focusing on the whistleblower protection provisions of the FCA and National Defense Authorization Act (NDAA). The course will also offer practical tips and insights for practitioners on how to evaluate potential whistleblower claims and overlapping remedies to maximize damages. In addition, the course will address the challenging issues that arise when a whistleblower simultaneously prosecutes both retaliation and rewards claims.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Deferred Action For Childhood Arrivals Presentationholaedgar
This is a presentation created by Legal Aid Justice Center, VACOLAO and other organizations to provide information regarding the new program that would benefit almost two million of DREAMers.
CLE Presentation: Brian Kaveney, Litigation Partner at Armstrong Teasdale
The choice of a lawyer is an important decision and should not be based solely on this presentation. All rights are reserved and content may not be reproduced, disseminated or transferred, in any form or by means, except with the prior written consent of Armstrong Teasdale.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
FINANCIAL EVIDENCE: Acquisition, Interpretation and PresentationHill Love
This is a course that I taught at the Federal Law Enforcement Training Center regarding the procurement, analysis and incorporation of financial evidence into cohesive prosecution reports.
Learning Objective: Examine the process of achieving a U.S. Security Clearance
As you create your master plan for success, consider the variety of tools needed to gain a competitive edge in your industry. By familiarizing oneself with the extensive US Security Clearance Process, you can begin to prepare and access opportunities that help you excel. This seminar will guide you through the processing of getting and keeping a U.S. security clearance. Further, we will explore the future and emerging career opportunities that require various clearance levels.
At the end of this seminar, participants will be able to:
a) Identify a series of career paths and associated tools to improve job marketability.
b) List a series of certification and association options.
c) Review the security clearance process and associated misconceptions and mistakes.
Data Breach Notifications Laws - Time for a Pimp Slap Presented by Steve Werb...Steve Werby
Data breach notification laws have proliferated worldwide, beginning with California’s law, which was enacted nearly a decade ago. As a result, citizens are being bombarded by breach notifications and media coverage of data exposures has skyrocketed. But are these increasingly onerous laws leading to stronger information security and better decisions by citizens or are they backfiring? I’ll compare existing laws, analyze data breach notifications and explore the effects of these laws, including feedback from citizens and information security professionals. By comparing data exposure disclosure to other negative events that don't require disclosure and sharing alternate disclosure models, I'll leave the audience questioning whether there's a better way.
Visa "Administrative Processing" - Alternatives to WaitingGreg McLawsen
Your client has waited for over a year to bring a loved relative to the United States. The last hurdle has come, the day of the immigrant visa interview. The interview passes and you get a panicked call, “the consular officer said we have to wait for a decision!” A week passes, no news. Two weeks pass, no news. You write the immigrant visa unit and ask what is going on and get the dreaded response, “the case is pending administrative processing. When administrative processing is required, the timing will vary based on the individual circumstances of each case.” Rather than pulling out your hair and gnashing your teeth, this webinar will go over techniques to identify the problem, calm the client down, and speed up the process.
How to avoid administrative processing (e.g., preloading your case).
When to wait and for how long.
How to identify the potential problem.
Exploring and exhausting your remedies.
Possibilities for litigation.
Featuring guest speaker. Jay Gairson
Disclosures by whistleblowers under the qui tam provisions of the False Claims Act (FCA) have enabled the federal government to recover more than $40 billion. But with strong protections against retaliation, whistleblowers would be reluctant to come forward. This course, presented by Jason Zuckerman, Principal at Zuckerman Law, provides an overview of whistleblower protections for employees of government contractors and grantees, focusing on the whistleblower protection provisions of the FCA and National Defense Authorization Act (NDAA). The course will also offer practical tips and insights for practitioners on how to evaluate potential whistleblower claims and overlapping remedies to maximize damages. In addition, the course will address the challenging issues that arise when a whistleblower simultaneously prosecutes both retaliation and rewards claims.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Deferred Action For Childhood Arrivals Presentationholaedgar
This is a presentation created by Legal Aid Justice Center, VACOLAO and other organizations to provide information regarding the new program that would benefit almost two million of DREAMers.
CLE Presentation: Brian Kaveney, Litigation Partner at Armstrong Teasdale
The choice of a lawyer is an important decision and should not be based solely on this presentation. All rights are reserved and content may not be reproduced, disseminated or transferred, in any form or by means, except with the prior written consent of Armstrong Teasdale.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slides on FLSA. http://gwhumanresources.com/slides/
Contractor or Employee? Exempt or Non-Exempt? Understanding the Distinctions ...ComplyRight, Inc.
A handful of high-profile cases -- and increased attention by the IRS and Department of Labor – has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law -- and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Attend this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
HKP is your comprehensive workforce solution offering a menu of solutions from one provider. HKP’s total human capital management solution, iSolved, has all of your HR and benefits management needs covered. For More Details Visit: https://www.hkpayroll.com/
2020 outlook paid family and medical leave Emily Smul
The Leave of Absence landscape is ever-evolving. As more and more states offer statutory Paid Family and Medical Leave benefits, it’s more important now than ever before to understand how leave of absence policies impact your employees and integrate with your company sponsored benefits.
We've partnered with The Hartford's John Robinson, Assistant Director of Absence Solutions, to discuss the current leave of absence landscape and predict what we can expect in the future. Check out our recorded webinar to learn about:
Absence Management and Productivity
Family and Medical Leave (FMLA)
State Leave Laws and Employer Leave Policies
Americans with Disabilities Act (ADA and ADAAA) Overview
Cost of Non-Compliance - FMLA and ADAAA
Employer Solutions
Employee Retention: It Starts With Effective OnboardingMonster
You found the right talent and they’ve accepted your offer. Now what?
Learn how you can help your new employees feel welcomed, valued, and prepared for their new role. On-boarding new talent correctly will help these new players transition quickly to your company and become immediate contributors. It may also help in retaining top talent and growing your organization from within. Failure to onboard new hires correctly may create a poor impression of your business and affect their engagement in company success.Improve your company’s new hire experience.
This webinar outlines strategies from company culture immersion, to federal government regulations that will make your on-boarding processes best in class.
Similar to How to Guide Your Employee During the Clearance Process (20)
How to Avoid TROUBLE: Legal Ethics for In House Counsel Featuring Larry TuckerArmstrong Teasdale
Join us for a discussion on troubling ethics questions that affect in-house counsel. This presentation covers timely issues such as the impact of emerging technologies on the ethical duties of in house counsel and the ethical implications that occur when an in house lawyer provides services in a non-legal capacity.
Don't be SORRY for Data Breach Missteps Featuring: Dan NelsonArmstrong Teasdale
Why be a pawn to hackers? Learn about computer break-in mitigation and response from our Data Protection team.
This presentation will include:
-Common data breach risk factors
-Structuring your data breach response team
-Keys to effective data breach response
-Additional thoughts on special circumstances
Drop the Phone & Drive: Limits on Lawyer Communications with Non-Lawyers Feat...Armstrong Teasdale
When can you speak to your business partners or adversary’s officers and employees?
How can you protect your co-workers from being questioned by another company’s lawyers – or by a plaintiff’s lawyer?
You probably deal with these issues regularly, but may not remember the “rules.” This seminar will help you remember – or learn – the limits on lawyer communications with non-lawyers. Bring your cell phone to this interactive discussion where we’ll cover the anti-contact rule (Missouri Rule 4-4.2), obligations to be truthful to third parties (Rules 4-4.1 and 4-8.4), avoiding interference with informal discovery (Rule 4-3.4) and the ethical limits on threatening criminal prosecution and other adverse consequences (Rule 4-8).
Cyber Readiness in the Securities and Brokerage Industries Featuring Armstron...Armstrong Teasdale
Regulatory agencies, including the SEC and FINRA, are becoming increasingly focused on important issues in the cybersecurity arena. Jeff Schultz and Scott Kozak review the SEC and FINRA's efforts and discuss the issues invovled in assessing cybersecurity. They also will review the guidelines you to need to comply with anticipated regulatory requirements and increasing scrutiny of cybersecurity programs.
Challenging the Validity of a Patent Before the PTAB Featuring Scott Eidson &...Armstrong Teasdale
Today, there's a more efficient way to challenge the validity of a patent without going to court. For the last 18 months, the Patent Office has been hearing contested patent reviews before the U.S. Patent Trial and Appeal Board. Join us as Jennifer Hoekel and Scott Eidson share recent trends and strategies for challenging patents through these post grant proceedings.
Multijurisdictional practice issues for traveling lawyers ethics michael_downeyArmstrong Teasdale
Today in-house counsel are expected to handle legal matters for clients all over the country. In this presentation, Michael Downey covers the limits on what lawyers may do in states where they are not licensed, as well as problems that may arise for both the attorney and client when a lawyer exceeds those limits.
BUCKLE UP! How the NLRB is Changing the Rules of the RoadArmstrong Teasdale
Buckle Up! The speed limit just jumped from 55 to 100 as 2014 has already seen a fully constituted and newly invigorated National Labor Relations Board (NLRB) issue a number of proposed changes impacting unionized and non-unionized employers alike. Employers can expect the Board to push toward further employee protections and to reconsider earlier employer friendly decisions. Learn about the new NLRB election rules and procedures that unions will utilize to their advantage in organizing the 93% or private sector employees who are currently not represented by a union.
China 2014: Law Changes and Opportunities in 7% GDP Growth EnvironmentArmstrong Teasdale
U.S. companies doing business with China are optimistic about their prospects in that market, according to a recent American Chamber of Commerce in Shanghai report, however, the pace of business growth and high expectations generated by Chinese leadership continue to evolve. To learn more about the rapid developments in China, please take a look at this presentation. It goes over recent changes in laws affecting all foreign invested companies as well as identify those business sectors offering the best opportunities.
Employment & Labor Law Update
Presented by Dan O’Toole & Larry Tucker
In this session, learn about updates to federal Missouri and Kansas employment laws and cases
The National Labor Relations Board & Department of Labor in 2014
Presented by John Vering
Learn how the NLRB and Department of Labor continue to wind their way down the road of increased regulation for employers.
An Update on the Affordable Care Act & Employee Benefits
Presented by Jonathan Igoe
In this session, learn about how the Affordable Care Act affects you and your employees and hear about other updates to employee benefits law.
Distracted Driving
Presented by Shelley Ericsson
In this session, learn how plaintiff's lawyers are ramping up litigation efforts against employers whose employees cause accidents due to distracted driving; this includes accidents arising from talking, texting, and even hands-free usage of a cell phone while in the course of employment. Plus, find out how you can best protect your company from liability in these types of cases.
The EEOC Strategic Enforcement Plan
Presented by Dione Greene
In this session find out about the EEOC’s strategy to enforce anti-discrimination laws against employers in the new year.
Avoiding Legal Road Hazards While Traveling the Interactive Web Armstrong Teasdale
Like Route 66, the interactive web has revolutionized our ability to connect with one another. Due in large part to continued development of the interactive web, your activities on Route 66 (and elsewhere) may not be so private anymore. The Internet has infiltrated our daily lives, presenting a wide range of potential privacy and legal issues. To gain a thorough understanding of how the interactive web's many intersections with changing privacy law and data security requirements impact your business, follow along as our attorneys address the various roadblocks and dangerous turns, and how to navigate them.
Employment & Labor Seminar Presentation 2014 - St. LouisArmstrong Teasdale
Employment & Labor Law Update
Presented by Dan O’Toole & Jennifer Arendes
In this session, learn about an key Missouri and federal court decisions that could significantly affect your business in the coming year.
The National Labor Relations Board & Department of Labor in 2014
Presented by J.P. Hasman
Learn how the NLRB and Department of Labor continue to wind their way down the road of increased regulation for employers.
An Update on the Affordable Care Act, HIPAA, & Employee Benefits
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In this session, learn about how the Affordable Care Act and changes to HIPAA affect you and your employees. Plus learn about other updates to employee benefits law.
The EEOC Strategic Enforcement Plan
Presented by Jovita Foster & Bob Kaiser
In this session find out about the EEOC’s strategy to enforce anti-discrimination laws against employers in the new year.
Join Missouri House of Representatives Majority Floor Leader John Diehl for a look at the current political climate in Missouri and future legislative and regulatory issues that will affect employers and their business operations.
Join Missouri House of Representatives Majority Floor Leader John Diehl for a look at the current political climate in Missouri and future legislative and regulatory issues that will affect employers and their business operations.
"The Importance of Being Earnest" How to Dodge Legal Pitfalls that Confront F...Armstrong Teasdale
As a business owner, you are a special breed -- unafraid to dream big and take risks, despite being faced with numerous laws and regulations. Whether planning, starting or operating an existing family or closely held business, you need to stay grounded to both boost sales and limit your liability.
As you review, you will gain insights and practical guidance to grow and protect your business.
Subjects discussed are:
-Tools for protecting the family's equity interests
-Protecting patents, trademarks, and copyrights
-Protecting against unfair competition
-Avoiding employment law claims and suits
Sense and Sensibility: The Pros and Cons of New Alternatives To Patent Litiga...Armstrong Teasdale
The 2011 America Invents Act provides U.S. patent owners and potential patent challengers with new options for review of issued patents. Challengers now have four administrative routes for invalidating issued patents and patent owners have four avenues for correcting an issued patent or preemptively addressing prior art before enforcement. Armstrong Teasdale Intellectual Property and Litigation Partner Jennifer Hoekel outlines post-issuance proceedings and the pros and cons of each in this presentation.
Super Sized Strikes: Nonunion Strikes Can Burn Unprepared EmployersArmstrong Teasdale
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢ WOW K-Music Festival 2023
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➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Sustainability: Balancing the Environment, Equity & Economy
How to Guide Your Employee During the Clearance Process
1. How to Guide Your Employee During
the Clearance Process
Brian Kaveney
bkaveney@armstrongteasdale.com
Phone: 1-800-243-5070 x7685
2. ―But the SF 86 is just a form, right? I can
provide more information later...‖ Bad Idea!
It all starts with a form
What is the cost of a mistake?
• Damage to your reputation with your customers
• Indelible mark to your reputation
• One person, one comment on a form…
• Lost profits
2
3. An Effective FSO saves time, money, and
frustration
Anticipate issues to be more efficient in your job
Prevent Problems
Best Practice:
− Have employee draft and revise complete and accurate
information tied to mitigating conditions and whole person
concept to explain or mitigate
− Consider most efficient way to navigate the DoD CAF
3
6. Effective FSO’s Tools to Preempt Personnel
Clearance Issues
Provide SF 86 worksheet to employee as early as possible
Encourage the use of the SF 86 Additional Comments
Section
Provide a sample Statement of Reasons
Provide a sample Interrogatory
Identify and apply relevant mitigating conditions
Show Applicant link to DOHA cases
6
7. Sequestration and Security - Industry
Downturn and reduction in funding for future and existing
contracts:
• Result: Reduced personnel
• Remaining employees receive more responsibility
• Increased Security Violations and Classified Spills
• Security will become more active:
− More investigations and more computer sanitizations
7
8. Sequestration and Security – Government
DSS changed the PR process from 90 days to 30 days prior
to the expiration date of the investigation
• More changes in the coming months
Salary Creep – affects company profits
• Downgrades and reductions
Furloughs
Reduced Funding:
• Example: More Hearings by VTC rather than in person
• Consequence: Less persuasive by VTC rather than in
person?
8
9. Top Reasons for Rejection by DSS and OPM
Lack of correct employment information
No SSN for spouse or co-habitant
Lack of complete and accurate information for relatives
Missing Selective Service registration info.
Lack of complete information concerning debts or
bankruptcy
Discrepancy with applicant’s place of birth and DoB
Missing or Discrepancy in Reference Information
Missing or Discrepancy in Employment Information
9
10. Additional Reasons for e-QIP Rejection
Start date or current employer information incorrect
Selective service number missing
Status of debts—incomplete information on financial
questions (e.g., names, addresses of creditors) missing
Missing entries (or gaps) in employment, education, and/or
residence
Missing citizenship information for foreign-born family
members
10
11. Additional Reasons for e-QIP Rejection
Applicant verifying self-employment and/or employment
periods
Missing fingerprint cards and/or signed releases
Discrepant information between e-QIP and fingerprint
cards (e.g., date or place of birth) and
Not providing SSN and/or POB information for adults
currently residing with applicant (co-habitant)
11
12. Better to disclose
Failure to disclose will trigger additional adjudicative
guidelines
• Example: Even though the employee thinks he will resolve
the potential lien on his house, it is better to disclose
• Avoids triggering additional adjudicative guidelines
• The Truth is ALWAYS Best
• If RESOLVED, inform the government, and it can be a non-
issue.
12
13. Who are we protecting?
Everyone associated with NCMS has a responsibility to the
warfighter
13
14. Transition of DISCO to the Department of
Defense Central Adjudicative Facility (DoD
CAF)
• Complete consolidation into a single organization:
− The Defense Industrial Security Clearance Office (DISCO),
− Army Central Clearance Facility,
− Department of the Navy CAF,
− Air Force CAF,
− Joint Staff CAF, Washington Headquarters (WHS) CAF, and
DOHA
• Initial operational capability by the beginning of FY13
• Full operational capability by the start of FY14
14
15. DoD CAF Status
Total Pending Cases as of Spring of 2013
• 15,000 industry backlog
• Personnel Security Adjudicative Function Consolidation for
Greater Efficiency
15
16. What is the $ of a mistake?
Rework to an SF 86 from a missing SSN to a key security
concern that could have been mitigated or explained:
• Based on a blended avg. salary for an FSO and executive or
key employee:
− 4-8 man hours or $140.00 - $160.00 = $560.00 - $1,280.00
− Extra costs for the FSO, employee, and admin. costs
− Employee must “redo” the questions section and the relative
section and print out the new signature forms
− FSO will then have to review the submission, load forms,
and spend additional time in JPAS, etc.
Can pull individuals away from direct charge time (profit)
16
17. What is the $ of a mistake?
Waste of government resources
Increases government costs
Create backlog in the process to the detriment of others
17
18. Given the current environment, how can an
FSO be effective during the Adjudication
Process
Government’s Examination of the Applicant’s Life
Weighs a Number of Variables Known as the ―Whole
Person Concept‖
Evaluates the Relevance of the Individual’s Conduct
Considers the Nature, Extent and Seriousness of the
Conduct
Considers the Frequency and Recency of the Conduct
Considers the Age and Maturity of the Individual at the
Time
18
19. Consider Adjudicative Guidelines
DoD CAF Relies on 13 Adjudicative Guidelines when
Determining Eligibility
• Allegiance To The U.S.
• Foreign Influence
• Foreign Preference
• Sexual Behavior
• Personal Conduct
• Financial Considerations
19
20. Adjudicative Guidelines cont.
• Alcohol Consumption
• Drug Involvement
• Emotional, Mental, and Personality Disorders
• Criminal Conduct
• Handling Protected Information
• Outside Activities
• Misuse of Information Technology Systems
20
21. Reporting Requirements
Change in Personal Status
• Marital status – married, divorced, separated
• Cohabitation – living in a spouse-like relationship; intimate
relationship, or engaged
Foreign Travel
Foreign Contacts
Security Violations
Suspicious Contacts
21
22. Reporting Requirements
Adverse Information
Arrests regardless of whether you were convicted or
charges were dropped
Financial difficulties including bankruptcy, garnishment or
judgment against wages, foreclosures, short sales, voluntary
repossessions
Emotional or psychological problems
Alcoholism or abuse of other legal drugs; use of illegal
drugs
Other involvement with the legal system; target of legal
action such as being sued
22
23. Reporting Logistics
What do you Report?
• Arrests
• Financial Issues
• Foreign Contacts
• Foreign Military
• Change in Marital Status
• Foreign Travel
• Cohabitation
• Drug Involvement
23
24. Problems do not get better with age . . .
Many individuals face problems with inter-personal
relationships, depression, alcohol, family issues, or similar
difficulties at some point in their lives
The vast majority of those seeking professional help for
their problems do not suffer damage to their career
Rather, professional help often allows individuals to
recognize problems and take an active step in resolving
those problems
EARLY INTERVENTION and thorough reporting are
often the keys to early resolution
24
25. FSO Challenges
Implementing proper and effective procedures
Working in a FOCI environment
Developing a robust and effective security program
Ensuring key employees receive required/critical
clearances to support the company
Dealing with competing priorities
Spearheading deadlines for clearances
Serving as the link between employees and the clearance-
granting authority
25
26. FSO’s Tools to Preempt Personnel Clearance
Issues
Provide SF 86 worksheet to employee as early as possible
Encourage the use of the SF 86 Additional Comments
Section
Provide a sample Statement of Reasons
Provide a sample Interrogatory
Identify and apply relevant mitigating conditions
Show Applicant link to DOHA cases
26
27. FSO: Saving Government Resources by
making the government’s life easier
Tools to Assist the Government:
• Provide ALL requested information to adjudicators
• Use Additional Comments Section to assist OPM
investigator, particularly where mitigation is compelling
• Utilize attachments to provide a complete picture for the
government
= DoD CAF . . . DISCO, OPM, & DOHA
Example: Detailed information about Escaping through
Iraq
27
31. Loss of Clearance: Main Causes
The Busy Executive = Inadvertent failure to disclose
The young, key Engineer = Non-Disclosure due to lack of
attention to detail
• Example: Financial Issue
Overseas Property = Foreign Influence issues
• Could be dealt with before submission of SF 86
− Example: Close the bank account to prevent a specific
allegation in a Statement of Reasons
− Demonstrate the U.S. Citizen is firmly rooted in the U.S.
31
33. Complete and Accurate
―The FSO or designee shall … review the application
solely to determine its adequacy and to ensure that necessary
information has not been omitted. The FSO or designee shall
provide the employee with written notification that review of
the information is for adequacy and completeness,
information will be used for no other purpose within the
company, and that the information provided by the employee
is protected by [the Privacy Act]. The FSO or designee shall
not share information from the employee’s SF 86 within the
company and shall not use the information for any purpose
other than determining the adequacy and completeness of the
SF 86.‖
ISL 2006-01 #5. (2-202)NISPOM
33
34. Completing the Electronic
Version of the SF 86
―The electronic version of the SF 86 shall be completed
jointly by the employee and the FSO or an equivalent
contractor employee(s) who has (have) been specifically
designated by the contractor to review an employee’s SF
86. ‖ Section 2-202.
34
35. Proactive Measures for the FSO
Explain the adjudicative guidelines to identify concerns
Conduct a Prescreen interview
Explain the investigation and adjudication process
Use security education and awareness training program
Encourage honesty and full disclosure
35
36. Proactive Measures for the FSO
Provide:
• (1) Sample Statement of Reasons,
• (2) Sample Interrogatories
• (3) Opinion from an Administrative Judge denying a
clearance,
• (4) Opinion from an Administrative Judge denying a
clearance, and
36
42. DECISION OF JUDGE
“Applicant has worked for government contractors
and held a clearance for about 22 years. Her
misconduct was not the product of immaturity or
inexperience.”
42
43. DECISION OF JUDGE
“She is very dedicated to her job and she performs it
with dedication and skill. Unfortunately, she has
demonstrated that she will engage in deception to
protect her job.”
43
44. DECISION OF JUDGE
“Applicant claimed that she omitted mention
of her departure from XTON Systems in April
of 2010 because she forgot about it. I find this
explanation implausible and unconvincing.”
44
45. How DOHA Judges View
―Failure-to-Disclose‖ Cases
The only people who can prevent the failure to disclose are
the FSO and the employee.
Someone who has lied on his or her SF 86 should not hold a
clearance.
45
47. years in prison.
Today, at 42, he is out of prison
and working in a white-collar job
in the defense industry. He
remains on parole until 2006. As
a convicted felon, he can’t vote in
many states. But under federal
law, he can and does hold a
government-issued security
clearance, a privilege that allows
access to sensitive classified
information off-limits to most
Americans.
Continued from Page 1B
USA TODAY
47
51. COMMON PROBLEM: Inadvertent Failure
to Disclose by Busy Executive
Raises Guideline E – Personal Conduct
• A. In 2005, you failed to properly inform your
Chairman & CEO that you had worked with a non-profit
entity which created a potential conflict of interest for you
and your work with your current employer at the time
51
52. Could This Have Been Avoided?…YES!!
FSO - Get the SF 86 (and worksheet) to the key employee,
including executives, as early as possible
FSO - Advise the key employee to allow sufficient time to
gather information and complete the SF 86
FSO - Advise the key employee to use the Additional
Comments section of the SF 86
FSO - Show example Statement of Reasons to the key
employee
Here is where we can help the FSO . . . to reinforce the
message
52
53. Could This Have Been Avoided?
Our Clients and companies that use this approach . . .
• Never have received Interrogatories
• Never have received a Statement of Reasons
• Never gone to a hearing
Save their company time, money and frustration
53
55. FSOs Advising Executives
Encounter multiple attempts to receive a ―complete‖ SF 86
RECOGNIZE CLUES:
• Having to initiate the investigation multiple times
• May show that the executive does not want to deal with a
situation
• Could be a difficult situation for the executive to reveal
− “ABC Company’s CEO Heard the Clock Tick.”
− “XYZ Company’s CFO Pushed Out after acquisition.”
55
56. FSO SOLUTIONS
Be diplomatic
Have an early dialogue
Ask for supporting documents
Convey that more information is often better
Reference the mitigating conditions
• Example: Foreign Influence
• Explain how mitigating conditions apply
Recommend outside counsel
• Attorney Client Privileged Communications
56
57. INTERROGATORIES – What to do
―Additional information is needed from you to assist
this office to determine whether granting or continuing a
security clearance eligibility is in the national interest. You
must respond and answer the interrogatories within twenty
(20) calendar days from your receipt of this letter. ‖
57
58. INTERROGATORIES
Use this Opportunity to Address all Security Concerns
• Provide all requested documentation;
• Explain any disqualifying conditions including
inconsistencies in the record; and
• Prove that Applicant has mitigated security concerns and
should receive clearance.
“Prompted by information from employee
given during the interview with the Authorized
Investigator for the Department of Defense.”
58
59. Why wait?
There is no reason to wait: Explain &
Mitigate
Spot Recurring Problems:
• Example: Young engineers in college
New Hires and Executives:
• Provide SF 86 well before clearance
is needed
59
60. Result of Proactive Measures
Justify your own budget
May even increase your budget
60
61. Pre-employment Clearance Action
―If access to classified information is required by a
potential employee immediately upon commencement of their
employment, a PCL application may be submitted to the CSA
by the contractor prior to the date of employment provided a
written commitment for employment has been made by the
contractor, and the candidate has accepted the offer in
writing. The commitment for employment will indicate that
employment shall commence within 30 days of the granting of
eligibility for a PCL.‖
NISPOM
2-205
61
62. Timing the SF 86 Submission
As soon as the offer letter is signed, send the SF 86
See NISPOM 2-205 Pre-employment Clearance Action
62
63. Employment Issues:
Offer Letter Language
John Doe
123 Any Street
St. Louis, MO 63102
Dear Mr. Doe:
This position requires that your Top Secret clearance transfer to (Company)
within a reasonable period of time (approximately two weeks) and that you
maintain your Top Secret clearance. If your clearance is denied, suspended or
revoked for any reason or does not transfer, you will not be able to work in
this position. Your continued employment with (Company) in a position not
requiring a security clearance would depend on the availability of such a
position for which (Company) will determine if you are qualified.
Very truly yours,
63
64. Offer Letter Language:
Start Date and Background Investigation
We would like your employment to begin within 30 days of
you being issued the appropriate personnel clearance. This offer is
contingent upon a favorable completed Single Scope Background
Investigation (SSBI) and Top Secret clearance (or favorable
completed National Agency Check (NAC) and Secret clearance)
granted through Defense Security Services (DSS). Before
(Company) can conduct a background investigation, we must
receive your signed offer of employment and your signed Consent
Form. For that reason, please carefully read, ―A Summary of Your
Rights Under the Fair Credit Reporting Act‖ and carefully
read, sign, and return the ―Disclosure and Consent Concerning
Consumer and Investigative Consumer Reports‖ to Human
Resources at (Address).
64
66. FSO’s Proactive Steps
As soon as the offer letter is signed, send the SF 86; and
• See NISPOM 2-205
• Include this in the offer letter
Send the link and a worksheet as soon as the offer letter is
sent
66
67. Representative Case:
Foreign Influence and Foreign Preference Allegations
Mother diagnosed with cancer in Taiwan
• Renewed Taiwan ID Card & Passport to access accounts in
Taiwan for parents
− Purpose: to provide medical care for mother
• Applicant did not have a clearance at the time
Mitigation:
• Closed the accounts opened by his father
• FSO maintains passport
• Traveled on his US passport
Key: FSO and managers were proactive from the beginning
67
68. Representative Case:
Effective Chief Security Officers & FSOs
Government issued a favorable security clearance ruling for
a key engineer employed by an engineering client
A naturalized U.S. citizen originally from Middle East
Ties to foreign nations, including real estate holdings
Demonstrated deep loyalty to the United States in various
ways
Demonstrated strong compliance program at company and
history of strong industrial security program
68
69. What are the benefits for the company and
the country?
Effective engineer to continue to work on key programs
FSO demonstrated strength of security program to the
government
Knowledge preserved for certain key programs
Saved time and resources with the existing and future
contracts
69
70. Representative Case:
Providing Clear Evidence in a Complex Situation
A field service engineer, who had been deployed to combat zones
in Iraq and Afghanistan
Won reinstatement of her revoked security clearance within 72
hours of submitting evidence to the government
Shocked to learn about the revocation because neither she nor
her company had received notice
In less than six weeks, gathered dozens of sworn statements from
personnel all over the world and prepare a detailed, 20-page
response
Convinced government of the young engineer’s integrity and
suitability to handle classified information
The government quickly restored the clearance in August 2011
without requiring a hearing or any further documentation to
obtain the right result
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71. Return on Investment (ROI)
Complex Situation streamlined
Saved the reputation of the company with the government
and the prime
Saved costs by avoiding further adjudication (hearing)
Demonstrated to the company employees that the company
will stand by those who deserve assistance in the right
situations
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72. Proactive Approach during Sequestration
Saves your company money and resource
Reinforces you as a leader to your leadership that you are
cost-effective and forward thinking
Saves the company time, money and frustration
The consequences of a delay and damage to a reputation are
costly
72
73. It all starts with a form…
Image Management
Relationships with your customers
One form can get you in trouble
Cost of re-submitting
73
74. What must you have in the current
environment?
Preventative mindset
Investigation Capabilities
Resolve issues quickly and efficiently
Advisors who understand of FCL issues, including FOCI
74
75. Brian E. Kaveney, Partner
Armstrong Teasdale LLP
7700 Forsyth Blvd., Suite 1800
St. Louis, MO 63105
Direct: 314.259.4757 | Fax: 314.552.4830
Main Office: 314.621.5070
1-800-243-5070
bkaveney@armstrongteasdale.com
QUESTIONS?
75
An effective FSO strives to
save time, money, and
frustration