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|Articles - May 2011|
|Wednesday, April 20, 2011|
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The company maintains its hold on the market through its military connections and research and development of new technologies. Crimson Trace hired ex-U.S. Special Forces agents Dale Suzuki and Jeff Hoblitt in 2009 to draw upon their military connections to land government contracts. Last August, the company announced a contract to supply the U.S. Navy Seals with invisible laser sights used in conjunction with specialized goggles.
Though its military contracts only account for roughly 5% of revenue (most of the business is with commercial clients such as law enforcement agencies), Crimson Trace spokesman Iain Harrison says he is confident that future contracts with the military will push the company forward. “The military is one of the most conservative institutions out there; it’s a big ship that is slow to turn,” he says. “But once they see it out in the field, they get on board.” Last year, the company had three engineering staffers designing new products. They now have 10.
Crimson Trace plans to capitalize on its partnership with Pennsylvania-based precision part maker CNC manufacturing to produce laser grips that can be custom-fitted for a customer using a variety of materials such as resin-reinforced wood.
“Americans are satisfied with poor service,” says Danielson. “We want raving fans."
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Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Every once in a while we receive a letter in the (fictional) mailbag that is tough to describe and quite compelling. This week, Isabel, the new HR manager at LabCo (and someone who is new to HR), wants to know whether she may fire the owner’s son for having an Oregon medical marijuana card. In passing, Isabel also makes a number of alarming admissions about her motivation. Here is Isabel’s nerve-racking question and our response to it.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.