A contracted company delivers product to our customers.  Can we train their employees or do we have to train a designated person who will then be responsible to carry out the training?
131227
More details here would be helpful.\n\nThat said, I am unaware of any express statutory guidance on this, so that leaves you with two things to consider: (a) the terms of your own contract; and (b) common sense.\n\nMany IC contracts have express provisions that prohibit the IC from engaging in acts that would be detrimental to the company hiring them.  For instance, prohibitions against disclosing confidential info, trade secrets, stealing customers or hiring away employees.   Read your fine print.  Assuming your contract doesn't expressly prohibit the training you describe, then you just need to put your common sense hat on and ask: is what I'm doing hurting or damaging to the company?  If the answer is "yes", you run the risk of not only losing your own deal, but also incurring damage claims from the company.
248296
I would recommend you contact the NITL - the National Institute of Transport and Logistics. They are the top supply chain consultancy in the country and they run quite a number of training courses (including post-graduate degrees) each year. I'm sure they will also refer you to other consultancy groups or companies if you have more specific needs.
45828
There are 'codes' that have been developed over the years by groups of experts.  These 'codes' legally represent the 'state of the art' of current engineering practice.  An example is the ASME Pressure Vessel Code (for boilers, oil refineries, etc).  An Industrial Engineer may be certified by the state (a 'Professional Engineer') to practice engineering and follow the code.  If he does so, he is 'legally protected' in the sense that his design complied with the best knowledge available (the state of the art).  There are too many codes and guidelines to list here; you'd need a specific field.  To answer your question however, no, there are not generally accepted industrial engineering practices, the field is controlled by specifications and requirements specific to each job (it may be in the form of a purchase order requirement, drawing requirement, sales order requirement, etc.) but there are no 'gentleman's agreements' in business - it is controlled by a specific contract.
404814
I would go with a temp person for now, until you start expanding the business.  Employees are not cheap: insurance, Social Security, and benefits will cost you money.  Grow the company slowly.  Use temps to fill the gaps until you know you can support an emplyee(s) full time without having to lay him or her off in, say, 6 months.
154895
I don't know how they are to work for. However, they are a client at my work and they have always been a pleasure to do business with. I would imagine they treat the employees well.
521990
They have master pop plans in place, but you can't MANDATE that all clients take it - each client has the option. \n\nAlso, with each client, there is a compliance level, ie, 75% of the employees must elect into the POP plan in order for the employer to be able to offer it.
260246
Same as above.  But make sure you give the employee detailed corrective action in writting on how and when to request OT.  Then when he/she does it again, you can further coach and/or terminate the employee.
577361
Check with the chain's legal department.  Store's employee policy will generally be the rule that has to be followed unless you can establish circumstances that can contest it. i.e. an unsafe work environment exists and management is negligent in providing proper and reasonable security.\n  If it's a matter of personal safety, outside the scope of employment duties, (which it sounds like by the way), the store should be notified in order to provide adequate security for you as well as all of its employees while on the premises, and acting within the scope of their jobs.
669804
Typcially, your best bet is the manufacturer's that make these systems.  Your challenge is that you usually have to be a distributor to be eligible for the training.  \n\nIf you are trying to start a "service" company, you certainly would want to align yourself with at least one manufacturer.  It's gonna be tough to sign with Ansul or Kidde initially.  Pyrochem (a sister Tyco company to Ansul), Badger, or Amerex may be more willing to talk.\n\nIf you are not a service company and want to service your own systems (presuming you have alot, like a restaurant chain, or theme park.)  You may want to "partner" with a local service company that can provide the parts and training you need to "do it yourself".  Of course by doing it yourself, you are assuming quite a bit of liability and your insurance company may have something to say about it.  Also, some states may have codes that prohibit service on these types of systems by anyone other than licensed and certified individuals.  Not to say that you couldn't get said license, but many states require quite a bit of insurance, licensing fees, and testing before granting a license.\n\nI guess I would need to know more about your specific situation to make any firm recommendations.  Contact me direct if you want some additional help.\n\nI DID find some good links for you.  CHECK OUT the first one!  Personally never heard of them, so I make no promises!\n\nGood Luck!
563468
you need to take initiaticve and do it yourself.  Then present to your level of co-workers, let them have aome input.  Then present to the higer-ups.  or you can ask the higer-up to giv eyou a crack at it (which they would perfer, i'm sure, but since they are unorganized....)\nDo they have a board of diorector?  These are the folks who ususally are responsible for such an act.
127854
As long as they are licensed Sales Agents or Brokers, They can be held accountable to the State Board for any misdoings if that is what your concern is. You are hiring this licensed professional to work for you. You as the boss make the rules of their employment.They, as the Employee, need to follow them. Ask for a copy of their license. (you can also ask for references for previous property management and find out if the former employer was satisfied with the work.)
481467
The contract is allowed because of the training given to the employee.  Thus, it can bind the employee for a number of years which is the cost of the training.  If you really wanted to question the contract, you can file a complaint with the Department of Labor.  Further, if you realy do not want the contract, do not sign it and look for other companies that will suit your plans.
81959
If the new employee is already causing you concern and is "not getting along" with others I wouldn't consider that a learning curve.  I would speak with everyone who is in contact with her during her shift and get an overall picture.  Some people just have personality clashes or aren't team players.  \n\nIf you can't find a fair and swift solution, cut your losses and find someone who WILL get along with your other employees.  \n\nGood luck!
129122
you have to be hired by some firm.
175742
Maybe try www.elance.com.  They have a listing of people who do contract work.
152361
join any recruitmeny agency as a trainee and u will know what is there all to know. Still, the main skills required are is to judge the other person in and out in the shortest time possible during an interview and judge him best. Also, u need to sell things like company vision, growth opportunities, challenging environment to the possible candidates when u yourself know they are just crap....
538663
Ask them for name and address. Since you will be paying them as part of your business, then they are your employees and they need to fill out a W-4 Form.  \n\nIf you are paying customers for services rendered then they are Independent contractors, and you will need to send them Form 1099 at the end of the year.