Spotted this today and thought it was very interesting. This outlines the steps Turrentine Brokerage takes with wine samples that sellers submit.
Turrentine Brokerage.com » The Life of Your Sample in the care of Turrentine Brokerage
Thursday, October 28, 2010
Friday, September 17, 2010
Winemaker Report: Strategies for Dealing With an Unpredictable 2010 - Wine Business News
Alison Crowe of Plata Wine Partners' recent interview about harvest decision Winemaker Report: Strategies for Dealing With an Unpredictable 2010 - Wine Business News
Thursday, July 29, 2010
Americans with Disabilities Act
This week marked the 20th anniversary of the US Government passing the Americans with Disabilities Act. The Americans with Disabilities Act of 1990 gives protections to individuals with disabilities. These protections are similar to those provided on the basis of a person's race, color, sex, national origin, age and religion. ADA guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services and telecommunications.
As an employer, you must provide reasonable accommodations to your employees who are protected under ADA. You must engage in a good faith effort to find out what accommodations are required. While you are never allowed to ask if someone is disabled and requires accommodations, if an employee informs you that he or she is disabled, you are able to ask the employee for documentation about the disability, its functional limitations and the need for accommodation.
If you encounter this, a good first course of action is to contact your Human Resources department to find out if your company has any guidelines for handling ADA requirements. Also, discussing the situation with your legal counsel may be helpful in making sure you are complying with the law, and are getting the correct information.
When an employee requests accommodation, the employer can generally ask the employee to confirm the need for accommodation with a note from the employee's health care provider. The employee is obligated to cooperate in good faith with this request. Alternatively, upon the employee's consent, the employer may directly communicate with the health care provider to find out the nature of the disability and the accommodations that would allow the employee to continue working. Forms are available that you can provide to the employee and to their health care provider. The information on these forms can allow you to make modifications and accommodations to allow them to continue their employment with your company and ensure that you are complying with ADA.
If you have questions, or need assistance with ADA accommodations, please contact me. An excellent resource for ADA is Barbara Cotter, Attorney, Cook Brown LLP, www.cookbrown.com. Barbara specializes in employment law and understands the employer's responsibilities of ADA.
As an employer, you must provide reasonable accommodations to your employees who are protected under ADA. You must engage in a good faith effort to find out what accommodations are required. While you are never allowed to ask if someone is disabled and requires accommodations, if an employee informs you that he or she is disabled, you are able to ask the employee for documentation about the disability, its functional limitations and the need for accommodation.
If you encounter this, a good first course of action is to contact your Human Resources department to find out if your company has any guidelines for handling ADA requirements. Also, discussing the situation with your legal counsel may be helpful in making sure you are complying with the law, and are getting the correct information.
When an employee requests accommodation, the employer can generally ask the employee to confirm the need for accommodation with a note from the employee's health care provider. The employee is obligated to cooperate in good faith with this request. Alternatively, upon the employee's consent, the employer may directly communicate with the health care provider to find out the nature of the disability and the accommodations that would allow the employee to continue working. Forms are available that you can provide to the employee and to their health care provider. The information on these forms can allow you to make modifications and accommodations to allow them to continue their employment with your company and ensure that you are complying with ADA.
If you have questions, or need assistance with ADA accommodations, please contact me. An excellent resource for ADA is Barbara Cotter, Attorney, Cook Brown LLP, www.cookbrown.com. Barbara specializes in employment law and understands the employer's responsibilities of ADA.
Monday, June 7, 2010
Are you Classifying Your Consultants Correctly?
Make sure you are classifying your employees and independent contractors correctly. The law firm of Cook Brown LLP will be putting on a seminar about this important issue this Thursday in Sacramento. Here is information from their website, and a link to register.
Worker Misclassification:
If you use independent contractors or have employees exempt from overtime, now is the time to perform an internal review of your practices. The IRS and Department of Labor are stepping up efforts to target employers who treat workers as independent contractors or as exempt from overtime under 2010’s “Misclassification Initiative.” An IRS audit, or claim by a single employee, can lead to a class-action lawsuit or a company-wide examination by the Department of Labor. Many companies inadvertently misclassify workers in these categories because of a misunderstanding of the appropriate factors to use in setting up the relationship. The California Labor Code, Wage Orders, federal Fair Labor Standards Act, the California Employment Development Department’s criteria, as well as, the IRS’s “20 factor” test must be analyzed to determine the appropriate classification.
Join attorney Stephen McCutcheon for a hands-on discussion about determining correct contractor and exemption status, and how to conduct an appropriate evaluation of pay practices to avoid government scrutiny.
WHERE:Holiday Inn – Capitol Plaza
300 J Street, Sacramento, CA
(Hosted parking in city lot adjacent to hotel)
WHEN:June 10, 2010
Registration and continental breakfast between 8:30 and 9:00 a.m.
Program from 9:00 a.m. to 10:15 a.m.
Click here for the event invitation and registration!
Worker Misclassification:
If you use independent contractors or have employees exempt from overtime, now is the time to perform an internal review of your practices. The IRS and Department of Labor are stepping up efforts to target employers who treat workers as independent contractors or as exempt from overtime under 2010’s “Misclassification Initiative.” An IRS audit, or claim by a single employee, can lead to a class-action lawsuit or a company-wide examination by the Department of Labor. Many companies inadvertently misclassify workers in these categories because of a misunderstanding of the appropriate factors to use in setting up the relationship. The California Labor Code, Wage Orders, federal Fair Labor Standards Act, the California Employment Development Department’s criteria, as well as, the IRS’s “20 factor” test must be analyzed to determine the appropriate classification.
Join attorney Stephen McCutcheon for a hands-on discussion about determining correct contractor and exemption status, and how to conduct an appropriate evaluation of pay practices to avoid government scrutiny.
WHERE:Holiday Inn – Capitol Plaza
300 J Street, Sacramento, CA
(Hosted parking in city lot adjacent to hotel)
WHEN:June 10, 2010
Registration and continental breakfast between 8:30 and 9:00 a.m.
Program from 9:00 a.m. to 10:15 a.m.
Click here for the event invitation and registration!
Sunday, May 16, 2010
Are You Ready for the Economic Recovery?
I recently put together this information for a marketing project, and thought I'd share it here. I welcome any inputs from my readers
Are you ready for the economic recovery? The last two years have been tough for the wine business. Many companies have scaled back personnel and streamlined operations to reduce cost and increase revenues. Signs are indicating that the economy is starting to recover, and there is promising news in the retail and restaurant sector, which is a harbinger of better times ahead for wineries.
Is your staff already doing more with fewer people? With your lean staff, who has time to hire new employees when the time comes? Recently wineries have been getting deluged with resumés. It is common for 100 or more resumés to be submitted for one position. Does your staff have time to screen all those resumés, let alone take the time to interview, reference check and handle offer negotiations? While they are trying to hire someone, are their core responsibilities such as sales, marketing or hospitality, going to suffer? If you are hoping to stay on top of this economic recovery, you need your staff to focus on their key strengths and not on recruiting.
Our key strength is recruiting. WineTalent is an executive recruitment company focused on the wine industry.
What we do:
- Constantly recruit winery professionals
- Interview qualified candidates
- Perform reference checks
- Coordinate interviews to fit your schedule and that of the potential employee
- Understand competitive salaries and work with you to craft one for your future employee
- Allow complete confidentiality and staffing flexibility
WineTalent handles the hiring process, allowing you to see the best candidates, not hundreds of candidates. The process of acquiring and managing talent is one of the most important components of a successful company. Do you have the right people to do the job?
Let WineTalent help you attract and retain exceptional employees. For more information, please visit www.winetalent.net or call Amy Gardner at 916-802-1280
Be ready for the recovery.
Are you ready for the economic recovery? The last two years have been tough for the wine business. Many companies have scaled back personnel and streamlined operations to reduce cost and increase revenues. Signs are indicating that the economy is starting to recover, and there is promising news in the retail and restaurant sector, which is a harbinger of better times ahead for wineries.
Is your staff already doing more with fewer people? With your lean staff, who has time to hire new employees when the time comes? Recently wineries have been getting deluged with resumés. It is common for 100 or more resumés to be submitted for one position. Does your staff have time to screen all those resumés, let alone take the time to interview, reference check and handle offer negotiations? While they are trying to hire someone, are their core responsibilities such as sales, marketing or hospitality, going to suffer? If you are hoping to stay on top of this economic recovery, you need your staff to focus on their key strengths and not on recruiting.
Our key strength is recruiting. WineTalent is an executive recruitment company focused on the wine industry.
What we do:
- Constantly recruit winery professionals
- Interview qualified candidates
- Perform reference checks
- Coordinate interviews to fit your schedule and that of the potential employee
- Understand competitive salaries and work with you to craft one for your future employee
- Allow complete confidentiality and staffing flexibility
WineTalent handles the hiring process, allowing you to see the best candidates, not hundreds of candidates. The process of acquiring and managing talent is one of the most important components of a successful company. Do you have the right people to do the job?
Let WineTalent help you attract and retain exceptional employees. For more information, please visit www.winetalent.net or call Amy Gardner at 916-802-1280
Be ready for the recovery.
Wednesday, May 12, 2010
Subscribe to:
Posts (Atom)
Posts
