Checklist for Hiring a Private Investigator

Looking for an old friend? Want to know if your spouse is cheating? Need to check out a potential tenant or employee?

A good private investigator (PI) can help you obtain these answers. And as with any expert you hire--a doctor, a lawyer, an insurance broker--it benefits you to take the time to ensure you're hiring a professional who has experience, quality reputation, and good-business ethics. Below is a checklist that will help you find just such a private investigator:

1. Ask friends, business associates, your lawyer for a referral. Word of mouth gives you the inside scoop, and the opportunity to ask questions specific to your needs.

2. Check your state's private investigator associations, most of which have web sites that post their membership directory.

3. If you can't find a private investigation association for your state, there are multiple national PI organizations that refer investigators, such as The National Association of Investigative Specialists (http://www.pimall.com/nais/dir.menu.html). Also, check your state's legal organizations--for example, affiliates of the American Trial Lawyer's Association or the state defense bar--which typically have a directory of recommended investigators.

4. Insurance companies use PIs constantly. Especially if your needs fall into surveillance and background checks, an excellent resource is your own homeowners insurance company. Ask to speak to a claims representative. With a few inquiries, you should be able to pinpoint which investigators your insurance company uses, which is a good referral.

5. Check Internet and Yellow Pages for private investigator listings, but remember these are paid-for ads. Ask for references; check if the PI is licensed (most states require a PI to be licensed, a few don't); if you're going before a judge and jury, ask if the PI has courtroom experience. NOTE: An untrained investigator may not know the laws and end up doing something illegal during an investigation--which causes you problems.

6. Before you speak to an investigator, decide what's in your budget.

7. When you speak to an investigator, ask if he/she has done the type of work you're seeking. More important, ask them the outcome of that type of investigation.

8. Ask to see examples of reports they've produced for similar cases.

9. Gauge your comfort level while speaking to the investigator. Good communication will be critical after the investigation begins. Also, be open minded--your investigator may have new ideas that are worthy of exploration.

10. Expect to pay a retainer up front. Just because a PI doesn't ask for one (or even a reasonable hourly rate), doesn't mean he/she is better at what they do. You want to hire someone who's competent, not hard up for work.

Remember, a good private investigator can be your best resource!

Subscribe to Highlands Investigations & Legal Services, Inc. free quarterly e-newsletter, which provides leading-edge legal, forensic, investigative articles, and more. All subscribers are automatically eligible for free gift drawings. To subscribe, go to http://www.highlandsinvestigations.com.

Colleen Collins, Highlands Investigations and Legal Services, Inc.

Highlands Investigations & Legal Services, a product of two logically related sets of background and training?-attorney and information specialist--offers a unique blend of investigative and writing/research skills. To learn more about our services, go to http://www.highlandsinvestigations.com

Points to Remember While Hiring A General Contractor

Are you planning to remodel your house? Here are some top questions you need to ask when you want to renovate your house. Often people are surrounded by a myriad of questions when it comes to remodeling their homes. Here are some handy tips that you need to remember.

• Go for licensed contractor: Most of the states require a general contractor with valid license. So make sure your contractor is licensed before executing any remodeling work. He can merely fake that he is licensed so make sure you check his license which should be up to date. It is under law to get licensed. If your contractor fails to produce a valid license avoid hiring him. You can even check your contractor's license from the office of the Secretary of State or verify through remodeling companies.

• Check general liability insurance: Your general contractor should possess general liability insurance. This type of insurance gives you protection against house or property damage caused by contractors or his employees. If you go for general liability insurance then you can save the cost of repairing or replacing the damage. Make sure that the contractor you hire has a certificate of insurance.

• Beware of hiring any contractor, who does not carry a valid coverage, you might be liable to pay for the injuries endured by the contractor or for his employee and property. If the contractor does not have employee under him then he might be exempted from carrying workers compensation insurance. He can even provide you a Construction Industry Certificate of Exemption from Workers Compensation. Though this can be risky! For instance if he has a helper and somehow gets hurt then you might have to pay for his medical bills and insurance. Again if the contractor shows no interest in verifying the details of his employee then you might have to pay for the compensation.

• Lender approved contractors: Many general contractors are approved-lender contractors. They are required to be approved and investigated by lenders for being financially sound and maintaining a satisfying relationship with suppliers with clear outstanding complaints against them at Better Business Bureau.

• NARI & NAHB member: NARI is the abbreviated form of the National Association of the Remodeling Industry while NAHB stands for the National Association of Home Builders. It is always a good decision to hire contractors who have been approved by these bodies. Both these institutes attract contractors that are interested in making your work easier and removing unprofessional contractors. In order to become its member the background of the contractor is checked thoroughly.

• Guaranteed work: Your contractor should in a position to guarantee work for at least a year from the date of completion. This should also include material used and warranties if applicable.

• Supervision is important: Ensure the contractor is there to supervise the work. The party responsible should be familiar with the type of work done. You cannot be worried about what is being done in your absence.

• References: Written references are important. A reputed contractor will be happy to assist you with references that you might require in the future. You should look for well established ones.

It is important to ask some specific questions to general contractors. Make a wise decision and follow some rules before you hire remodeling companies to renovate your house.

It is important to ask some specific questions to general contractors. Make a wise decision and follow some rules before you hire remodeling companies to renovate your house.

Ten Things You Need To Know Before Hiring A Remodeling Contractor

1)Are you licensed? Make sure your contractor is properly licensed. In the State of Delaware, all contractors MUST be either certified by the State (if they have a statewide license), or registered with the State (if they have a countywide license). Anyone can say they are licensed. Make the contractor prove it by either showing you the license or giving you a copy of it. Remember to check the expiration date, and the county if It's a countywide license. Being licensed is the law. If a contractor cannot produce a valid license, DON'T HIRE HIM!

If you live in a townhouse, villa, or high rise condominium building with four or more

units, only a Building Contractor or General Contractor are permitted to perform remodeling work. Do not hire a Residential Contractor; he would be operating outside of his license. Furthermore, hire a specialty contractor (trim, carpentry, drywall, glazing, aluminum, plumbing, electrical, mechanical, roofing, etc.) to do only the type of work the license specifies.

If you have any questions or doubts, call the Delaware Department of Business and Professional Regulation, or the New Castle County Construction Industry licensing board.

2. Do you carry general liability insurance? Make sure your contractor carries general liability insurance. This type of insurance protects your property in case of damage caused by the contractor and/or his employees. The insurance company will pay for the cost of replacing and/or repairing any damage that occurs.

Anyone can say they are insured. Make the contractor prove it by having their insurance company FAX or mail to you a certified copy of his insurance with you named as the certificate holder.

3. Will you provide me with a written lien waiver? Your contractor should provide you with a written lien waiver at the end of the job. This is a legal document, which says you the homeowner have paid the contractor in full for the services rendered and the contractor waives his right to place a mechanic's lien on your property. If during the course of construction you receive any Notice to Owner documents from material suppliers or sub-contractors, it would be prudent to ask the contractor for a Final Release of Lien from each one prior to paying the contractor his final draw. This protects you in case the contractor doesn't pay his material suppliers or sub¬contractors after you have paid him in full.

4. Are you a member of NARI or NAHB? NARI stands for the National Association of the Remodeling Industry and NAHB stands for the National Association of Home Builders. It's always a good idea to consider hiring a NARI or NAHB contractor. In most cases, both organizations only attract conscientious contractors interested in bettering the industry and in weeding out unprofessional contractors. In order to become a member, the contractor's background and references are thoroughly investigated.

5. Will you pull all the required building permits? Make sure your contractor pulls all required permits. This is very important. When a contractor pulls the required building permits, you know things will be done to "code'. Also, many homeowner's insurance policies require pulling a permit on any major remodeling to keep your home properly covered. Not all contractors will do this. Many prefer not to pull permits because of the time involved and the "hassle" with the inspectors. Some contractors may ask you to get the permits. This could be a warning sign that they are not able to pull the permit because they are unlicensed, or the work is outside of their license. A reputable contractor will permit every job where a permit is required.

6. Do you guarantee your work? Your contractor should guarantee his work for at least one year from date of completion.

7. Who will be In charge of the Job? Make sure the contractor or his foreman is on the job whenever work is being performed, - especially if sub-contractors will be used. The

responsible party must be intimately familiar with every aspect of your project. If you won't be home during the construction and must leave the house unlocked, or leave a key with the contractor, you must feel comfortable. You can't be worried about what is going on when you are not there.

8. Will you provide me with written references? A good contractor will be happy to provide you with references. You should look for a well-established contractor who can

give you several client references from the last 6 months to one year. Ask for the name of the contractor's accountant or banker. You want to ensure the contractor is financially

sound and won't be declaring bankruptcy in the middle of your project.

9. What percentage of your business is repeat or referral business? When a significant source of a contractor's business is derived from repeat and referral business, it usually indicates that his clients are pleased with the work they have received.

10. How many projects like mine have you completed in the last year? Your contractor should have experience in the type of remodeling project you want done -- not just "contracting experience"

Roland Ridgeway is owner of Tri-State Remodeling, a delware remodeling contractor that specializes in replacement windows, roofing, vinyl siding, and gutter protection systems for homeowners in Delaware, New Jersey and Pennsylvania. Roland is also the author of "9 Things You Must Know Before Hiring a Window or Siding Contractor"

a free consumer guide that can be requested at http://www.tri-stateremodeling.com/remodeling_tips/consumer_guide.html

The Number One Problem Managers Face in Hiring a Workplace Violence Consultant For Employee Training

In today's increasingly violent world, workplace violence has come to the forefront for human resources managers, as-well-as risk management and crisis management directors. More and more companies are realizing that their plans for dealing with violence in the workplace are missing the necessary training to help employees avoid, escape from, or survive an actual workplace violence attack. This article not only sheds light on the number one problem that these concerned managers and executives face in their attempt to provide this critical and life-saving training, but also the best way to guarantee you get what you need.

Current statistics paint a grim picture of the state of today's workplaces. While many people believe that workplace violence is a uniquely "American-thing," the fact is that violence in the workplace knows no cultural, ethnic, or national boundaries. I've personally spoken with executives, managers, administrators, and business owners from all over the world and have found that workplace violence is an international problem.

While there are still many myths circulating about workplace violence, their is a problem faced by those directors, managers, and administrators who "are" looking for solid, dependable, and workable training solutions for their employees. Regardless of whether they "Google-it," ask for referrals, or conduct other research, the problem only seems to increase with every contact, call, or click of a mouse.

What is this problem?

How difficult could it be for corporate managers and leaders - people who have access to literally a world of knowledge - to find the kind of training that will protect property, save lives, and reduce, rather than increase, liability issues during a violent, physical attack in their business?

What could be their biggest problem? What could be the primary factor which prevents them from taking action, and thereby allowing the clock tick down to the increased possibility of an incident occurring by, or to, one or more of their employees?

If you happen to be one of these leaders, you already know what I'm going to say. If you're not, or you haven't given the problem of workplace violence much thought in your business, perhaps this will give you something to think about when you decide to make this area of risk and crisis management and liability-control a priority for you and the people that you're responsible for.

So, what is this problem?

The problem faced by most managers who are actually looking for self-defense training that they can add to their employee training package is this:

Finding a qualified, professional trainer who has the real-world experience in both handling real-world dangers, "and" the sensitivities of the business world with regards to liability and legal responsibility.

The typical question, aside from, "who's qualified," being asked by concerned human resources and other managers responsible for this type of training is:

With all of the web sites, all of the companies, and all of the consultants who say they specialize in workplace violence prevention and solutions, "Who Do You Trust?"

They know that hiring a trainer or consultant who specializes in physical self-defense programs is not the same as hiring say, a sales trainer. They know that if they hire any other trainer or consultant, and down the road they find that the information offered doesn't meet expectations or doesn't work at all, that they can simply hire another one.

But, what happens if you hire a workplace violence defensive tactics consultant to train your employees or produce your training program and then, you find out that the material was ineffective? When will you learn about your mistake in judgment?

You'll find out the only time you can - during an actual attack situation - after it's too late to make changes.

So, how do you find the right expert or company to meet your needs? You do what you always do: you look for experience.

But, the experience you're looking for isn't in how many companies they've worked for, how big their consultancy is, or even if they're a karate black belt of whatever degree. No. The experience you're looking for is the same experience that should be sought, even when hiring the sales trainer, and that is in how successful this person has been using "their own" information.

If you want to make sure that you and your people are learning from the best choice, thereby giving you the best chance of survival, then you want to hire a consultant who has actual, real-world experience in dealing with, and surviving, attacks from the same types of threats that you are exposed to. Period.

Regardless of research, college degrees, corporate work experience, or even martial arts training, your best choice for surviving a workplace violence attack, is hiring a consultant who understands both the threat and the solution.

If you're a manager, executive, administrator or business owner in the medical, education, or business world who's looking for solid, reliable, and proven workplace violence prevention and survival training, get my workplace violence prevention and survival report, "Attack-Proof Your Facility".

Jeffrey M. Miller is the founder and CEO of Warrior Concepts International, and specializes in providing real-world self-protection and personal development training to individuals, companies, and organizations world-wide. He is the producer of the "Danger Prevention Tactics" corporate video training course and a former federal police officer, private investigator and bodyguard. His background includes undercover drug and black market suppression, personal protection, and physical security activities. He has been involved in the study, practice and teaching of self-protection and personal development for three decades. He may be also be reached for corporate, speaking, and media inquiries at (570)988-2228 Subscribe to his corporate workplace violence training newsletter at http://www.wcinternational.com

Produce Momentum by Hiring the Right People First

The economy of today is pretty tough. Thousands of people have been laid off or lost their jobs completely. Add to those numbers the thousands of college graduates newly out of school looking for their dream job. There are very few areas that haven't been hit by this economic trend. What this does to business is that it creates a huge hiring pool for new openings and overwhelmed recruiters standing knee deep in resumes and applications. For recruiters and human resources departments nation wide, the process of efficiently reviewing all job applicants for a given position can be a big task.

The larger the pool of applicants, the more businesses and organizations struggle with the decision of whom to hire. Those in a hiring position know that the standard background, reference and credit checks along with drug testing don't give a complete enough picture of the personality you will be adding to your organization. Many companies and organizations are turning to online assessment tools to both improve profile accuracy and streamline their hiring process. In addition, they can save time on employee evaluations and performance reviews, as well as, providing employee assessment tools, leadership and managerial assessment tools within their organization.

Online assessment tools are both easy to distribute and easy to use. They offer clear and straightforward reports for employee profiling and personality profiling. These tools offer a glimpse inside the mind of the new hire. Because humans beings are so complex, no single assessment will ever reflect the entire picture. You can, however, expect to receive a comprehensive initial review of your prospective hire.

Hiring managers who want to streamline their hiring process logically incorporate online assessment tools for assessing new hires. It's important to stress that hiring managers not rely exclusively on tools for hiring; personal interviews are an essential part of the hiring process. However, employee profiling tools are unsurpassed for taking your thousands of applicants down to a strong top 5 for personal interviewing.

Recent surveys have shown that over 75% of HR Managers are utilizing personality employee profiling to improve their hiring decisions. It is, however, key that those reviewing completed assessment tools be trained in their use and that they have the appropriate human resources experience to impart insight and value to the reporting. With proper use, assessment tools allow business owners and/or hiring managers to benefit from the insight gained through leadership assessment, managerial assessment and employee evaluation.

Personality profiling can also help a hiring manager identify great talent as well as a great work ethic. Additionally, assessment tools allow that same hiring manager to create an effective plan for employee development. One important aspect of an employee assessment is in the analysis of both an employees cognitive abilities and their ability to handle different situations on the fly. Hiring tools are designed to allow a manager to measure these elements long before a real situation arises. Employee profiling lets managers see how a potential candidate or employee may judge a particular situation, how they evaluate their surroundings and the results that come from their decision making, as well as their ability to judge with clarity.

Another valuable aspect of the pre-employment assessment tool is its ability to analyze a candidate's values and motivations. For a sales position, it's particularly important to understand what motivates that candidate. Later, in the midst of an employee's career, it is helpful to ensure that they are on the appropriate career path for both themselves and their company.

Today's businesses need real momentum to produce the results they desire. When hiring managers lacking the right tools become overloaded with applicants, companies can suffer poor hiring decisions and high turnover rates costing them astounding amounts of money and time. Online assessment tools for employee profiling, leadership assessment and managerial assessment streamline the hiring and promotional process allowing businesses to grow in a profitable direction.

Build your business Momentum with online assessment tools for hiring well, developing well and thriving in business. Get the tools for success from Momentum