Aley Moyer

The Californian Q1 2023 – Polished and Professional: 7 Tips to Building Your Brand

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Polished and Professional: 7 Tips to Building Your Brand

Tony Unfried, CEO, CSA360 Software, Inc

Security companies play a crucial role in ensuring the safety & security of people & businesses. With the rise of technology, security companies have become increasingly competitive, & it’s essential to have a polished brand that sets you apart from the rest. Here are some ways that security companies can make sure their brand is professional & stands out.

1. Professional staff: Your staff is the face of your company and the first point of
contact with clients. It’s essential to have well-groomed and professional staff,
who represent the company’s values and standards. Encourage your staff to wear a uniform that represents the company and ensure that they are well- informed about company policies and procedures.

2. Website: Your website is often the first impression that potential clients will
have of your company. It should be professional, user-friendly, and easy to
navigate. Make sure your website is up to date, with accurate information
about your services and contact details. Use high-quality images and videos to
showcase your services and include testimonials from satisfied clients.

3. Social Media: Social media platforms can be a powerful tool for promoting
your brand and connecting with potential clients. Use social media to share
updates about your company, industry news, and promotions. Make sure your
social media profiles are professional, with a consistent look and feel.

4. Marketing Materials: Consistent branding across all marketing materials helps
to establish a strong and recognizable brand. Use the same colors, logo, and
font in all your marketing materials, including business cards, flyers, and
brochures.

5. Customer Service: Excellent customer service is essential in building a strong
brand. Respond promptly to customer inquiries and ensure that clients are
satisfied with the services provided. Encourage clients to provide feedback and
use this feedback to improve your services.

6. Training: Regular training and development programs for your staff can help to
improve their knowledge and skills and ensure that they are equipped to
provide the best possible service to clients. Regular training also helps to foster
a positive company culture and promote a sense of teamwork among staff.

7. Reputation Management: Your online reputation is crucial in establishing a
professional brand. Monitor online reviews and ratings and respond promptly to
any negative feedback. Encourage clients to leave positive reviews and use
this feedback to improve your services.

Building a professional brand is essential for security companies in today’s competitive market. A polished brand helps to establish trust and credibility with clients and sets your company apart from the rest. By focusing on professionalism, a user-friendly website, consistent branding, excellent customer service, training, and reputation management, security companies can ensure that their brand is polished and stands out. CSA360 Software can help you with all your needs from your website to your operations platform.

Tony Unfried, CEO of CSA360, holds a master’s degree in Public Affairs and Criminal Justice from Indiana University, where he graduated with honors. While enrolled in his master’s program, Tony worked for The TJX Companies, Inc., leading the region in loss prevention and moving the company toward technology use in Security. Tony went on to join the most significant security company in Indiana, managing more than 500 employees and 50 sites, including the Indiana Convention Center, Bankers Life Fieldhouse, and Ruoff Home Mortgage Music Center. Seeing a noticeable gap in technology use in the physical security sector, Tony created his first security software application, launched at the Super Bowl in 2012, and recognized twice for Excellence in Mobile Technology by Techpoint. Tony has also spoken on Tech in Physical Security on panels with ASIS and IAVM.

 

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Aley Moyer

The Californian Q1 2023 – Recruiting That Works Requires a Recipe for Success

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Recruiting That Works Requires a Recipe for Success

Anne Laguzza, CEO – The Works Consulting, Network Partner

Do you have a recruiting plan? I am not talking about a haphazard list of open positions. I am talking about a detailed recruiting plan. In our current talent shortage, having an actual detailed plan is now more important than ever.

Many leaders feel pressure to hire immediately, and while rushing to do so, don’t take the time to develop a plan. Even experienced leaders need a plan to ensure that the best person is hired for the position that they have. 

Why have a recruiting plan? 

In hiring, you want consistency. Consistency leads to high performing teams that match your values and generate the best results for your business. You want to follow the same recipe every single time. 

Consider a recipe for muffins. In order to produce the same delicious, light and fluffy muffins every single time, you must follow the recipe exactly as listed. Any deviation from the list of ingredients and instructions will result in a completely different muffin. They could taste great or need to be tossed out.

THIS is why you need a recruiting plan. It is your “recipe” if you will, of how you will select new team members. You will follow the recruiting plan over and over again to ensure that you hire the best people for your position. You want to consistently hire the people that you need for your team to grow – not a “let’s see what happens” approach.

The benefits of a well thought out recruiting plan are:

  • It saves time.
  • It keeps you and others focused.
  • It maintains organization and consistency.

Some components of a good recruiting plan:

  • A job description or understanding of responsibilities.
  • Identification of the non-negotiables for a position.
  • Detailed behavioral characteristics and skills that are required for this position.
  • An engaging job posting.
  • Development of a job posting strategy – sources, timing, etc. 
  • Established interview questions.
  • A defined process of who will be involved in interviews and when.
  • A recruiting timeline with an estimated start date. 

Developing an effective recruiting plan takes time up front to plan. The time invested up front will save you time later on in performance management and having to refill the position if the person selected doesn’t work out. Not to mention the cost your bad hiring decisions have on team morale.

Hiring is likely THE most important thing you’ll do as a leader. Every time you have an opening on your team, you have an opportunity to evaluate the current strengths and identify what skills and qualities you need to help your team grow.

Don’t throw this opportunity away. You have a very important job as a leader and your current people are counting on you to carry out that responsibility by finding and hiring only the best people. Every single time.

Anne Laguzza is the CEO of The Works Consulting, a CALSAGA Network Partner. As a seasoned business executive with human resources management, leadership development, and performance coaching experience, Anne works with clients from a variety of industries to develop better systems, maximize employee productivity, and enable management to focus on business growth. For more information, check out theworksconsulting.com or email anne@theworksconsulting.com. You can also find Anne on Instagram and LinkedIn.

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Aley Moyer

The Californian 2022 Q4 – California Tips the Scales: Employers’ New Obligations to Comply with Pay Transparency and Pay Data Reporting Requirements

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CALIFORNIA TIPS THE SCALES: EMPLOYERS’ NEW OBLIGATIONS TO COMPLY WITH PAY TRANSPARENCY AND PAY DATA REPORTING REQUIREMENTS

Saba Zafar, Esq. and Jaimee K. Wellerstein, Esq., Bradley, Gmelich + Wellerstein, CALSAGA Legal Advisor

On September 27, 2022, Governor Gavin Newsom signed Senate Bill 1162 (“SB 1162”), an expansive pay transparency and pay data reporting bill requiring employers to include pay ranges in all job advertisements effective January 1, 2023.  SB 1162 also makes significant changes to California’s existing pay data reporting requirements. 

What Do California Employers Need To Know About SB 1162?

SB 1162 has two components that will be codified under Labor Code section 432.3 and Government Code section 12999. The first relates to pay transparency and the second to the pay data report that is submitted to the Civil Rights Department (“CRD” – formerly the Department of Fair Employment and Housing).

1. Pay Transparency (Labor Code section 432.3) – Employers must comply with certain pay scale transparency requirements:

a. Employers with 15 or more employees must include the pay scale for a position in any job posting. This applies even if the employer engages the services of a third party to announce, post, publish or otherwise make a job posting known.

b. All employers must, upon reasonable request, provide the pay scale for a position to an applicant applying for a job (this was already a law but is a good reminder).

c. All employers must, upon request, provide an employee with the pay scale for the current job for which they are employed. 

d. Employers must also maintain records of a job title and the wage rate history for that job for the each employee for the length of the employee’s employment and then for three years after the employee’s separation of employment. The Labor Commissioner can audit these records. 

As to what constitutes a pay scale, it simply means “the salary or hourly wage range that the employer reasonably expects to pay for the position.” If the employer pays a set salary or hourly wage, then the employer should include that amount in the job posting. 

As a reminder, employers may not inquire about an applicant’s salary history. What can employers still do? Employers can still inquire about an applicant’s salary expectations.

2. Pay Data Reporting (Government Code section 129999) – Employers with 100 or more employees (“Covered Employers”) were already required to report pay data to the CRD and could previously have submitted the same EE0-1 report that they submitted to the Equal Employment Opportunity Commission (“EEOC”). Under amended Government Code section 12999, Covered Employers will have to meet some additional requirements. Below are some of the pertinent (but not all) changes:

a. Covered Employers must submit the pay data report by the second Wednesday of May of each year, rather than in March as previously required;

b. The report must include the number of employees by race, ethnicity, and sex for 10 job categories listed in the Code.

c. The report must also include the mean and median hourly rate for each job category for each combination of race, ethnicity, and sex. 

d. Covered Employers who contract with labor contractors must provide a separate report to the CRD. 

e. Employers can pick any pay period between October 1 and December 31 of the reporting year. 

What’s The Penalty for Non-Compliance?

It is incredibly important for employers to comply with these requirements, not just because it is the law, but also because non-compliance comes with penalties. 

For violations of Labor Code section 432.3, an aggrieved person may file a written complaint with the Labor Commissioner within one year after the person learns of the violation. Upon finding of a violation, the Labor Commissioner may assess penalties between $100 and $10,000 per violation!

For violations of Government Code section 12999, the CRD may assess penalties for a failure to file a report up to $100 per employee for the first violation and up to $200 per employee for each subsequent violation (for an employer with 100 employees, that is $10,000 for the first violation and $20,000 for each subsequent violation).

Employer Takeaway: Comply! Comply! Comply! If you do not already have data regarding pay scale for various positions, you should start compiling it now so that you are ready when an employee or applicant inquires about the pay scale for a position or when you need to include the pay scale on a job posting. For the pay data report to the CRD, since the data need only be for one pay period, employers should start compiling this information now so you are prepared to report it in May. As always, the attorneys at Bradley, Gmelich & Wellerstein, LLP are here to answer any questions you may have about this new law or its impact on your business. 

 Saba Zafar is Special Counsel in Bradley, Gmelich & Wellerstein LLP’s Employment Law Department. Ms. Zafar has over a decade of experience as an attorney, primarily in employment law. Ms. Zafar focuses her practice of providing strategic advice and counsel in all aspects of employment law and workplace matters, including drafting and implementation of HR policies and procedures, Employment Handbooks, providing advice to clients on personnel issues as well as general business matters.

 

 

Jaimee K. Wellerstein, Esq. is a Partner at Bradley, Gmelich & Wellerstein LLP, and the Head of the firm’s Employment Department. Jaimee concentrates her practice in representing employers in all aspects of employment law, including defense of wage and hour class actions, PAGA claims, discrimination, retaliation, harassment, wrongful discharge, misclassification, and other employment related lawsuits. She also provides employment counseling and training in all of these areas.

Jaimee routinely represents employers in federal and state courts and in arbitration proceedings throughout the state, as well as at administrative proceedings before the Equal Employment Opportunity Commission, the California Department of Labor Standards Enforcement, the United States Department of Labor, and other federal and state agencies.

Jaimee assists as a Legal Advisor to CALSAGA, and is a member of ASIS International. She is rated AV-Preeminent by Martindale-Hubbell, the highest peer rating available. jwellerstein@bgwlawyers.com

About Bradley, Gmelich & Wellerstein LLP

Founded in 2000, Bradley, Gmelich & Wellerstein, LLP is dedicated to providing sound advice and exceptional results for our clients. Our twenty-five plus skilled, dedicated and diverse attorneys represent individuals and businesses of all sizes in a wide variety of business, employment law and litigation matters.  www.bgwlawyers.com.

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Kate

Time is running out to register!

There are only a few hours left to register for the 2022 CALSAGA Annual Conference!

We have already given you three reasons why you should attend the 2022 CALSAGA Annual Conference. 

What are you waiting for? Registration closes on Thursday!

In case you still aren’t convinced, here are three more reasons, you should attend.

  • Our Exhibitor Hall is sold out! You will have the opportunity to connect with sponsors and vendors who provide goods and services that you need to operate your business.
  • The BSIS Chief and BOTH Deputy Chiefs will address our members and take your questions. You will definitely want to stay for the last session of the conference on Thursday.
  • Gain confidence that your company is in compliance. The conference kicks off on Tuesday afternoon with the session BSIS Bootcamp. Are you really sure that you are doing everything to avoid fines or worse? Get reassurance by attending this session!

Register for the Annual Conference

View the Annual Conference Schedule

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Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

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Kate

Three reasons that you need to attend the 2022 CALSAGA Annual Conference

Three reasons that you need to attend the 2022 CALSAGA Annual Conference

  • Get up to date on all of the information that affects you and your business plus potentially life saving information for you and your officers. Find out about new laws and HR protocols, learn about changes to security officer training, and get the forecast for what you can expect in rising insurance costs. Unfortunately, the Unites States is currently on a 73% pace of increased mass public shootings over the year 2020 – make sure that you attend the session “Surviving the Lethal Threat!”
  • Meet and network with peers, industry leaders and BSIS leadership. The agenda includes lots of opportunities for socializing and connection! This year we will have a brand new interactive event on the first day of the conference. Bonus: It includes a hosted bar.
  • Enjoy great food and accommodations. If you’ve attended other conferences then you know that event food is not usually very good. That is not the case with CALSAGA’s Annual Conference! We have a delicious and plentiful menu planned. Agua Caliente Rancho Mirage is a luxury hotel with a variety of ammeities. They have offered us an exceptional room rate of $119.99 per night. Rooms must be booked by Monday, October 3rd to receive this rate. Contact the hotel directly for room reservations: 800-854-1279 & ask for the CALSAGA block to receive your discounted rate.

Register for the Annual Conference

View the Annual Conference Schedule

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Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

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Kate

Notice Of CALSAGA Board Of Directors Nominations

NOTICE OF CALSAGA BOARD OF DIRECTORS NOMINATIONS

This information was originally emailed to Authorized User contacts for PPO, PSE and PSTF members on August 12th. If you did not receive it, please contact members@calsaga.org as soon as possible to ensure that you receive future election communications and electronic ballots.

CALSAGA is pleased to announce that the nominations period is now open for members who are interested in serving on the 2023-2024 CALSAGA Board of Directors. Elected Board Members will serve a 2-calendar year term on the Board of Directors, commencing January 1, 2023. The deadline for nomination submissions is the close of business, Friday, September 16, 2022.
The eleven Directors on the Board are responsible for the governing, operations, planning, and general business matters of CALSAGA. CALSAGA is non-profit corporation and is governed by bylaws, articles of incorporation, and state law. The Board meets every other month and Directors must make a commitment to attend these meetings. It is largely due to the commitment of Board members, and all other volunteers, that CALSAGA has been successful over the past 25+ years in representing the security industry’s interests in California.

ELECTION APPOINTMENT AND PHASES
The election and appointments are done in 3 Phases:

  • Phase I – Executive Committee
  • Phase II – Northern/Southern California Directors
  • Phase III – Directors-At-Large: Will be appointed by the new Board of Directors after they take office in January 2023.

Phase I and Phase II will be voted upon electronically by the membership (see timetable below)

AVAILABLE POSITIONS:
Note: Candidates can submit nominations for both the Executive Committee and for the Northern/Southern California Director Positions. The votes will first be tallied for the Executive Committee; if an individual is elected to the Executive committee, their name will be withdrawn prior to the tally for the Northern/Southern California Positions.

Executive Committee Directors [without regard to geographical location in California]: 

  • President
  • Vice President
  • Vice President
  • Treasurer
  • Secretary

Directors

  • Northern California Director
  • Northern California Director
  • Southern California Director
  • Southern California Director

Non-Elected Appointed Positions
Note: There is no general membership election for these positions. These positions will be appointed by a majority vote of the new Board of Directors after January 1, 2023, at the first Board of Directors Meeting in January 2023. Submissions of Interest will be accepted prior to the January 2023 Board of Directors Meeting.

  • Director-At-Large
  • Director-At-Large

ELIGIBILITY:
Nominees must be a primary or secondary contact of a Private Patrol Operator, Proprietary Security Employer or Private Security Training Facility member-company of CALSAGA whose membership and dues are current as of September 1, 2022.

Executive Committee Nominees must also have served in some other prior leadership capacity, either in another Board position (Regional Director or Director-at-Large) or chaired a CALSAGA Committee. The Board may waive these requirements if petitioned.

Please contact the CALSAGA staff if you have additional questions.

NOMINATION PROCESS:

Self-Nominations are accepted, as are nominations for another CALSAGA member. To issue a formal nomination, please email the following information to the CALSAGA team:
Your Name
Name of Nominee and Company Nominated Position

Nominations can be sent to our Program Manager, Kris Smidt at kris@calsaga.org and must be received no later than 5:00pm on Friday, September 16, 2022.

Once verified for eligibility, nominees will be contacted by the CALSAGA Nominations Committee, and each nominee will have the opportunity to submit up to a 60 second video for distribution to membership on Monday, October 10, 2022 (Video Candidate Statement Submissions along with a photo must be received by kris@calsaga.org by 5:00pm Monday, September 26, 2022).

VOTING:
Each company that is eligible will have one vote. Company members are responsible for determining who will cast their vote.

Although the 2022 CALSAGA Annual Conference will be held in person, all voting will be electronic. Electronic ballots will be issued on Monday October 3, 2022, along with the video statements prepared by those seeking election. Electronic votes must be received no later than 12:00pm on Wednesday, October 19, 2022.

Announcements will be made for the 2023-2024 Board of Directors on Wednesday, October 19, 2022, during the CALSAGA Awards Dinner. Results will also be announced via email on Thursday, October 20, 2022.

NOMINATIONS COMMITTEE:
If you have questions or concerns, please direct them to the following:
Nominations Committee Chair and CALSAGA Legal Advisor,
Barry Bradley
bbradley@bglawyers.com
818-243-5200

CALSAGA Program Manager,
Kris Smidt
kris@calsaga.org
714-824-7015

CALSAGA Association Manager,
Kate Wallace
kate@calsaga.org
916-930-0552

ELECTIONS TIMELINE:
The schedule of the voting process is as follows:

Thursday, September 1, 2022 CALSAGA Members (PPO’s, PSE’s and PSTF) must be current with their due payments and be members in good standing on this date to participate in the election.
Friday, September 16, 2022, 5:00 pm Last day for Candidate Nomination Submissions
Monday, September 26, 2022, 5:00 pm Candidate Video Statements + Photo Due
Monday, October 10, 2022 Distribution of video statements and Electronic Ballots for Phase 1 voting (Executive Committee). If all Executive Committee candidates are running unopposed, Phase 2 voting will also commence.
Tuesday, October 18, 2022, 9:00 pm Deadline for electronic ballots for Phase 1
If Phase 1 candidates are running unopposed, deadline for both Phase 1 and Phase 2 will be extended until October 19, 12:00pm.
Wednesday, October 19, 2022, 12:00 pm  Deadline for electronic ballots for Phase 2, or Phase 1 and 2 if Executive Committee is running unopposed.
Wednesday, October 19, 2022
During CALSAGA Awards Dinner		 Announcement of CALSAGA Board of Directors.
Results will also be emailed on Thursday 10/20.
January 2023 Two At-Large Directors Appointed by the New Board of Directors at first Board of Directors Meeting.
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Kate

Upcoming Training and Development Opportunities

Make plans to attend these upcoming events!

This two day management training program is appropriate for both industry veterans and those new to the industry. Attendee numbers are intentionally kept small to increase opportunities to engage with subject matter experts.

Register Now for Security University

View the Schedule for Security University

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Curious about how social media can benefit your business?

Interested in getting more involved with the association?

Want to network with industry peers and CALSAGA Board Members?

If you answered yes to one or more of those questions, then make plans to attend this event!

Grab your coffee and join us for the first Coffee Chat Hosted by the CALSAGA Ambassador Committee. This is a free event for CALSAGA Members and Prospective Members.

Get the Zoom Link for Coffee Chat on February 15th

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SAVE THE DATE
2022 CALSAGA Annual Conference
October 18th – 20th
Agua Caliente Resort & Spa
Rancho Mirage, CA

 

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CALSAGA will continue to update you on matters that effect you and your business. We appreciate the hard work of you and your employees. Please let us know what we can do to assist you.

Stay in the know! Read the latest edition of The Californian: The Quarterly Newsletter of CALSAGA. You can also review all past editions of The Californian.

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Kate

Happy Holidays + Year-End Reminders

As an association we strive to keep you up-to-date on relevant information for your business. Please review the information below regarding year-end updates and reminders. 

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Sexual Harassment Training

All of your employees should have received Sexual Harassment Training pursuant to SB 1343 and SB 778. Newly hired employees must receive the training within 30 days of hire or within their first 100 hours of work, whichever comes first.

This training must be received every two years. If you initially trained your employees in 2019, it is time to train again!

Sexual Harassment Training is not transferrable between companies – even with a certificate of completion.  You are responsible for training all staff as per the guidelines above.

Developed with our Network Partner The Works Consulting, our interactive, video-on-demand sexual harassment training for both employees (1 hour) and supervisors (2 hours) is convenient and will help you get into compliance. The CALSAGA training meets all of the requirements of the California legislation. A Training Certificate will be provided to each individual who completes the webinar and will be emailed to the purchaser of the training upon participant completion.

Purchase Sexual Harassment Training

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Minimum wage in California will increase to $15 per hour on January 1, 2022 for companies with 26 employees or more. The minimum wage for companies with 25 or less employees will be $14 per hour.

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Officer Training Compliance

A major update to the CALSAGA Security Officer Training Materials was completed in 2021. Training is available for purchase exclusively by CALSAGA members through the CALSAGA Member Portal.

If you have already purchased the materials, simply log in to the CALSAGA Member Portal and click on the Training tab. Select download links under the CALSAGA Security Officer Training Modules heading to download the updated materials.

In addition to Sexual Harassment Training (which all employees and supervisors must have!), CALSAGA offers a variety of security officer training to meet your needs:

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Resources from the BSIS
2021 Enacted Legislation Summary
Prepare for an Audit

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CALSAGA will continue to update you on matters that effect you and your business. We appreciate the hard work of you and your employees. Please let us know what we can do to assist you.

Stay in the know! Read the latest edition of The Californian: The Quarterly Newsletter of CALSAGA. You can also review all past editions of The Californian.

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