Hotline Banner
Exclusive Member Newsletter
January 28, 2015


Improving your company's sales performance is top of mind and that's why you should consider attending the upcoming programs in KC and DFW featuring Mark Potter.  See our New Sales Opportunities article.

Don't forget that our GEA deadline is TWO WEEKS AWAY!  Entry forms are available online or you can call the Association office at (800) 788-2040.

New Sales Opportunities 

The #1 goal of practically every firm in our industry is growing sales.  Yet, it comes as no surprise that print usage has changed and growing sales is just a bit challenging.   

 

On Thursday, February 19, Mark Potter, editor of "Canvas" magazine will offer insights on trends and opportunities for sales growth in print.  Potter has held senior-level marketing positions for multi-billion dollar companies in addition to an internet start-up. He has launched several brands, created a variety of publications, sits on both the EDSF and BMA of Atlanta board of directors and recently authored his first book, "Egrets, Hockey Sticks, and Roller Skates".  As a marketer with a solid understanding of print, Mark will provide a unique (and non-insider's) insights that can help sales teams better understand today's marketplace.

 

This presentation will be held at Merriam Community Center from 11:00 a.m. - 12:30 p.m.  PIA Member pricing is an extremely affordable $15 per person. For more information, contact Teresa Campbell at (816) 421-7678. To register online, visit this site.

 
Marketing Trends for 2015

In this online article at "Output Links," Matt Haskell explores the top trends which will define marketing in 2015.  It's essential that print/service/marketing providers keep up with these trends since they can have serious ramifications on your customer's marketing mix.  This should be mandatory reading for your entire sales staff - and part of your company's strategic planning.

 
Drug Testing

One of the key topics surveyed every year in our annual Wage & Benefit Survey is drug testing.  Of the nearly 600 companies which comprised this year's results, 58% have some form of drug testing, with 53% doing pre-employment testing.  Needless to say that number escalates for larger companies.  The pre-employment testing number for companies with less than 25 employees is 28%, while that metric increases to 86% for companies with more than 150 employees.

 

Several weeks ago on PIA's HR ListServ a conversation ensued on drug testing - whether selective pre-employment testing could be done.  The consensus of the group (and the experts moderating the conversation) stated that it was a bad idea to be selective and it could open up a company to discriminatory claims.  Further thoughts were shared by PIA's Jim Kyger and we'd like to pass those along:

 

  1. Make sure that the drug lab has maintained their certification.  There are instances where employees have challenged - and won - situations where a non-certified company was used. The lists of certified labs are published online and updated periodically. Two popular certifications are: National Institute on Drug Abuse and the College of American Pathologists.
     
  2. For pre-employment tests, Kyger recommends hair testing rather than urinalysis. Hair testing can give drug results for up to 90 days.  Urinalysis typically has a maximum five day test result history, depending on the drug.  Hair testing has been around for decades and has been vetted by the courts for reliability and validity. 
     
  3. Kyger also suggests that companies list themselves on websites which list companies which drug test.  For example, this site, http://www.testclear.com/dtcompanies/searchcompany.aspx, lists firms drug testing and an employer can request to be added to the list. Kyger sees this as a great way to help the drug users to self-screen where they apply (and do not apply) for employment. 
OSHA Form 300A

OSHA requires that employers post, from February 1 to April 30, 2015, a summary of the total number of job-related injuries and illnesses that occurred last year. Employers are only required to post the Summary (OSHA Form 300A) not the OSHA 300 Log. Those employers with 10 or fewer employees are normally exempt from federal OSHA injury and illness recordkeeping and posting requirements.


The summary must list the total numbers of job-related injuries and illnesses that occurred in 2014 and were logged on the OSHA 300 form. Employment information about annual average number of employees and total hours worked during the calendar year is also required. Companies with no recordable injuries or illnesses in 2014 must post the form with zeros on the total line. All establishment summaries must be certified by a company executive.

The form should be displayed in a common area wherever notices to employees are usually posted. A copy of the summary must be made available to employees who move between work sites, such as construction workers, and employees who do not report to any one location on a regular basis. Download the forms from OSHA's site
.


In This Issue
Finding Sales
Marketing Trends
Drug Testing Tips
Annual OSHA Reporting



February 3-4 (DFW)

ASI-Dallas

 

February 12 (Webinar)

NLRB Rule Changes


 

February 18 (DFW)

Mark Potter Seminar


 

February 19 (KC)

Mark Potter Seminar


 

February 24 (DFW)

 

 

Quick Links
PIA Nat'l Logo

Choose Print


Call For Entries



The deadline for the Graphic Excellence Awards Competition is rapidly coming.  There are only two more weeks!

 

ENTRY DEADLINE -- FEBRUARY 13, 2015

 

Download entry forms and categories here!