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**SACS Consulting & Training Center, Inc.**

**Canal Place- Suite 2512**

**520 S. Main Street Akron, Ohio 44311-1010**

**Work: 330-255-1101 Fax: 330-255-1135**

**[www.sacsconsulting.com](http://www.sacsconsulting.com/)**

**e-mail: tadimoff@sacsconsulting.com**

**Federal Supply Schedule**

**Price List**

 

 

**General Services Administration**

 

1\. Schedule title: **FSC 738 X Human Resource and EEO Services**

2\. Contract Number: **GS-02F-0115S**

3\. Contract Period: **3/21/06 thru 3/20/11**

4\. Contractor:

**SACS Consulting & Investigative Services, Inc.**

**520 S. Main St., Canal Place \$2512**

**Akron, OH 44311-1010**

**Tel: (330) 255-1101**

**Fax: (330) 255-1135**

**Email: <tadimoff@sacsconsulting.com>**

**Website: [www.sacsconsulting.com](http://www.sacsconsulting.com/)**

 

**Training Courses Conducted:**

***High Risk Workplace Issues & Employee Confrontations***

***Diversity in the Workplace***

***Workplace Violence***

***Drugs & Alcohol at Work***

#  Sexual Harassment 

**Outlines of Training Courses are listed below**.

 

5\. Business size: **Small business**

 

**Customer Information:**

** **

1a. Special Item Number Award: **595-21(F)**

1b. Lowest Price Class: **\$1,485.00**

**(2 Hour Class - Minimum 10 Participants)**

1c. **N/A**

2\. Maximum Order: **\$1,000,000.00**

3\. Minimum Order: **\$100.00**

4\. Geographic Coverage: **USA**

5\. Point of Production: **Determined by contracting agency**

6\. Discounts: **See Price Lists**

7\. Quantity Discounts: **10% or 35% - See Price Lists**

8\. Prompt Payment terms: **1% Net 10 days**

9a. Government Purchase card payments **accepted at or below**

**micro-purchase threshold**

9b. Government Purchase card payments **accepted above micro-purchase**

**threshold**

10\. **N/A**

11a. Time of Delivery: **Determined by contracting agency**

11b. **N/A**

11c. **N/A**

11d. **N/A**

12\. **N/A**

13\. Ordering Address:

**SACS Consulting & Investigative Services, Inc.**

**520 S. Main St., Canal Place #2512**

**Akron, OH 44311-1010**

**Tel: (330) 255-1101**

**FAX: (330) 255-1135**

**E-Mail: <tadimoff@sacsconsulting.com>**

**Website: [www.sacsconsulting.com](http://www.sacsconsulting.com/)**

 

14\. Payment address: **same as #13**

15\. thru 24b. **N/A**

25\. DUNS Number: **840553721**

26\. CCR Registration: **Validated 4/05/06**

 

**Training Courses Conducted:**

***High Risk Workplace Issues & Employee Confrontations***

***Diversity in the Workplace***

***Workplace Violence***

#  Drugs & Alcohol at Work

#  Sexual Harassment 

 

SACS Training Courses

High Risk Workplace Issues & Employee Confrontations

This is a Nationally Copyrighted-training program which focuses on
confronting the employee when there is lacking job performance and/or
safety procedures are not followed. Many times these situations are a
result of a drug and/or alcohol abuse problem. Included and emphasized
in this program are techniques and procedures dealing with observation,
documentation and liability reduction that companies and management need
to address and implement. Four-hour training program.

I.  **WHAT IS REALLY GOING ON WHEN MANAGEMENT IS NOT WATCHING?**

    -   Drug trends in Corporate America

    -   Methods of concealing drugs

    -   Drug dealers in your business

    -   Theft in the workplace

    -   Drug paraphernalia identification

    -   Which employee might be involved in drugs & theft

II. **WHO DO I HIRE AND HOW DO I CONTROL MY CURRENT EMPLOYEES?**

    -   Pre-employment guidelines

    -   Federal Laws pertaining to applicants and employees (Including
        ADA, EEOC, Handicap Regulations, etc.)

    -   State Laws pertaining to applicants and employees

    -   Indicators of work performance & safety violations

    -   Policy acknowledgment and awareness by employees

III. **HOW DO I OBSERVE, DOCUMENT AND CONFRONT THE EMPLOYEE?**

     -   Five Steps of Observation and Documentation

     -   Post Rehabilitation Agreement

     -   One-on-one Confrontation and Documentation

     -   Systematic & Objective employee documentation

     -   Poor work performance documentation procedures

     -   Safety violations documentation procedures

     -   Drug/Alcohol documentation procedures

IV. **IS SUBSTANCE TESTING AND CONFIDENTIALITY IMPORTANT?**

    -   Different types of drug & alcohol tests

    -   Testing for Pre-employment, For-Cause, Post Accident and Random

    -   Pros and Cons of substance testing

    -   Confidentiality Issues

    -   Testifying effectively

# Diversity in the Workplace

The United States is a \"melting pot\". Our American backgrounds are
richly diverse. We each approach the world differently and our
personality reflects our background. These diverse worldviews spill over
in the workplace and can cause troublesome issues! The U.S. Department
of Labor has found that 51% of conflicts and confrontation in the
workplace are due to employees and employers not accepting or
understanding individual differences. This training helps employers and
employees to understand and become aware of these individual differences
and focuses on communicating more effectively. Communication is the key
to success, peace, and harmony in today\'s growing workplace!

Four-hour training program.

I.  **WHY IS DIVERSITY SUCH AN IMPORTANT CORPORATE ISSUE?**

    -   What areas are covered under diversity?

    -   How is employee conflict related to diversity?

    -   How can employees coexist in a diverse work environment?

    -   What are the benefits of diversity in the workplace?

II. **WHAT ARE THE ELEMENTS FOR SUCCESSFUL DIVERSITY IN A CORPORATE
    ENVIRONMENT?**

    -   What is the role of the supervisor?

    -   What is the role of each employee?

    -   What is the key to a successful diversity program?

    -   What aspects can hinder a workplace diversity program?

### Workplace Violence 

Workplace violence is the fastest growing concern in Corporate America
today! No longer can a company sit back and believe or hope that it only
happens to \"the other guy.\" The danger to innocent bystanders
(customers and non-involved employees) only makes the concern and
liability for the employer greater. America is experiencing change in
the employee-employer relationship, downsizing, layoffs, and most of all
the change in the employee\'s perception of their role in the workplace.
Companies must respond with improved training, better skills in dealing
with employee needs, innovative employment practices and total physical
security review. The new workforce must adjust and realize that college
graduates will change employment 8-16 times before they retire.
Companies must prepare for this reality going into the new century!
Four-hour training program.

1.  **WHAT IS THE CAUSE OF WORKPLACE VIOLENCE?**

    -   What are the national trends of Workplace Violence?

    -   Why is workplace violence happening?

    -   Is domestic violence spilling over into the workplace?

    -   Is it on the increase?

    -   Who in the company environment is most at risk?

2.  **WHAT ARE THE DIFFERENT TYPES OF WORKPLACE VIOLENCE?**

    -   What are the obvious types of workplace violence?

    -   What are the not obvious types of workplace violence?

    -   What are low-level altercations?

    -   What is the impact of low-level altercations?

3.  **WHAT ARE THE LEGAL LIABILITIES WITH WORKPLACE VIOLENCE?**

    -   What are the company liabilities?

    -   What are the personal liabilities to individual supervisors
        and/or management?

    -   What are the federal and state mandates?

    -   What is negligent hiring?

    -   What is negligent retention?

4.  **HOW DOES MY COMPANY PREVENT, REDUCE AND ELIMINATE WORKPLACE
    VIOLENCE?**

    -   How is the hiring process crucial to workplace violence
        prevention?

    -   What is the company\'s response to all levels of workplace
        violence?

    -   What should be included in a company workplace violence policy.

    -   Do you have a company security plan?

    -   How do you handle employee threats and terminations?

    -   What is the role of professional intervention programs?

# Drugs & Alcohol at Work

SACS Drugs & Alcohol at Work Training Program guides employers in the
right direction for long-term control and elimination of drug and
alcohol abuse among employees. Our program enhances your ability to
maintain safety, efficiency and discipline on the job. In this exclusive
training program, actual drugs, identicals, paraphernalia, etc., are
exhibited for first-hand observation. Four-hour training program.\
\
Major topics include the following:

-   How to Identify a Drug or Alcohol User in the Workplace

-   Drug & Alcohol Testing

-   Observation & Documentation

-   Confidentiality

-   Drug & Alcohol Policies

-   Confiscated Evidence Procedure

-   Stages of Drug and Alcohol Use

-   Disease Concept

-   Workplace Drug Dealers

-   Testifying Effectively

-   Employee Assistance Programs

### Sexual Harassment - The Liability Nightmare

1.  **WHAT IS THE CAUSE OF SEXUAL HARASSMENT IN THE WORKPLACE?**

    -   What are the national trends of Sexual Harassment in the
        workplace?

    -   Why is Sexual Harassment in the workplace happening?

    -   Is it on the increase?

    -   Who in the company environment is most at risk?

2.  **WHAT ARE THE DIFFERENT TYPES OF SEXUAL HARRASSMENT?**

    -   What is \"Quid ProQuo\" type of sexual harassment?

    -   What is \"Hostile Environment\" type of sexual harassment?

    -   What are the obvious types of sexual harassment in the
        workplace?

    -   What are the not so obvious types of sexual harassment in the
        workplace?

3.  **WHAT ARE THE LEGAL LIABILITIES WITH SEXUAL HARASSMENT?**

    -   What are the company liabilities?

    -   What are the personal liabilities to individual supervisors
        and/or management?

    -   What are the federal and state mandates?

    -   What is the employer\'s responsibility?

4.  **HOW DOES MY COMPANY PREVENT, REDUCE AND ELIMINATE SEXUAL
    HARASSMENT?**

    -   How is the hiring process crucial to sexual harassment
        prevention?

    -   What elements should be included in a company sexual harassment
        policy?

    -   What is the proper company response to a sexual harassment
        complaint?

    -   How should a company investigate a sexual harassment claim?

    -   Who should sexual harassment claims be reported to?

    -   What is the role of professional intervention programs?

# 

# SACS Consulting Training Price Schedule

Training pricing is determined by two factors: length of training and
number of participants for each type of training. Our training programs
are provided in either a four-hour or two-hour training format for each
specific training topic.

Courses offered include:

*High Risk Workplace Issues & Employee Confrontations*

*Diversity in the Workplace*

#### Workplace Violence

*Drugs & Alcohol at Work*

*Sexual Harassment*

Each training session requires a minimum of 10 participants and a
maximum of 50 participants per class. The following Discount Rates
include .75% IFF.

##### **Hours Number of Participants Government Rates Government Discounts** 

**2 hour 10 - 25 \$148.50 pp 10%**

**26-PLUS \$ 85.00 pp 35%**

**4 hour 10 - 25 \$202.50 pp 10%**

**26-PLUS \$104.50 pp 35%**