300 Technology Center Dr., Ste 550, Rock Hill, SC, United States of America, 29730

http://www.atlascopco.com/en-us

(803) 817-7479

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Action Required: New Crime Victims' Rights Notice Now Available

We want to make you aware of a new requirement for California employers that took effect on July 1, 2025. 

The California Civil Rights Department (CRD) has released the official “Survivors of Violence and Family Members of Victims Right to Leave and Accommodations” notice. Employers are now required to provide this written notice to employees at specific times, based on recent changes under Assembly Bill 2499. 

Key Requirements for Employers

Under AB 2499, employers must now distribute this notice:

  • To all new employees at the time of hire
  • To all employees on an annual basis
  • Upon request by an employee
  • Any time an employee informs you that they or a family member is a crime victim

We recommend distributing the notice to all employees now, adding it to your onboarding documents, and setting a recurring reminder for annual distribution.

Important Changes Under AB 2499 

  • The law expands who qualifies as a crime victim. It now includes individuals impacted by a wide range of violent acts, including stalking, domestic violence, sexual assault, and threats involving weapons.
  • Employers must now provide reasonable accommodations for workplace safety when either the employee or their family member is a victim.
  • Paid sick leave can now be used for a wider range of crime-related situations, especially for employers with 25 or more employees.
  • Enforcement is now handled under the Fair Employment and Housing Act (FEHA). Discrimination or retaliation based on victim status is considered an unlawful employment practice.

You can download the notice here. English | Spanish 

 While employers are not required to use the state’s version, any alternate notice must match its content and clarity. 

If you need help updating your policies, onboarding materials, or staff training, we are here to support you. Contact us by replying to this email or call us at 888-343-1875.

HR, but Smarter: Cost-Effective Solutions for a Leaner, More Agile Business

The business landscape is constantly evolving, and today’s economic climate demands more than just treading water. Companies, especially small to medium-sized companies, are under immense pressure to optimize operations and maximize resources. One area I consistently see as a prime target for streamlining is Human Resources.

Traditionally, businesses have relied on in-house HR departments, burdened by fixed expenses like salaries, benefits, HR technology, and ongoing training. While these functions are essential, they don’t always need to be delivered in a way that creates a large financial burden.

Partnering with an HR Consultant

That’s where partnering with an HR consultant can offer a smarter, more agile approach. As an HR consultant, I’ve seen firsthand how this strategic solution can provide businesses with access to specialized expertise and a comprehensive suite of HR services, without the crushing overhead of a permanent, full-time staff.

Here’s how it works from my perspective:

Targeted Expertise, On Demand

You gain access to a team of specialists, but only pay for the specific services you require, when you need them. Whether it’s navigating a complex employee relations issue, streamlining your talent acquisition process, ensuring compliance with the latest regulations, or developing a leadership development program, you get the right expertise at the right time.

Scalability and Flexibility

We act as an extension of your team, scaling our support up or down as your business evolves. During periods of rapid growth, we can expand our services to meet your increased needs. Conversely, during slower periods, you avoid the burden of maintaining a large, underutilized HR staff.

Reduced Overhead

By outsourcing certain HR functions, you eliminate or significantly reduce expenses related to:

  • Salaries and benefits for HR employees
  • Office space and equipment
  • HR software and technology
  • Ongoing training and professional development for HR staff
  • Recruitment costs associated with hiring HR personnel
  • Lost productivity while HR positions are vacant

Unlocking Cost Savings and Strategic Value

Partnering with an HR consultant offers a compelling value proposition: access to top-tier HR expertise and a full suite of services, aligned precisely with your business needs and budget. This translates to significant cost savings compared to the fixed expenses of a permanent HR staff, while also providing the agility and scalability to support your company’s growth and evolution. In today’s competitive landscape, that’s a strategic advantage you can’t afford to overlook.

Invest in Strategic HR Support and Leadership Development Today!

If you’re ready to explore how an HR consultant can bring cost-effective solutions and strategic value to your organization, I invite you to reach out for a consultation. Let’s discuss how we can help you optimize your HR function and achieve your business goals.

The Personnel Perspective offers expert leadership training in Napa County, CA, Boise, ID, and Oregon, along with a full range of HR support services tailored to your needs. Whether you’re focused on developing your team or resolving workplace challenges, we’re here to help. Contact us today or give us a call at 888-343-1875 to speak with one of our representatives.

Emerging Leaders Program

Event Type: Seminar

Event Date: 06/18/2025

Location: 131-A Stony Circle Santa Rosa, CA 95401

Emerging Leaders Program: Two-Day Training for Aspiring Leaders
Join us for a comprehensive two-day program designed to build essential leadership skills. Each session builds on the last, providing participants with tools to enhance self-awareness, communication, conflict management, and performance management in the workplace.

Day 1: June 18, 2025 (9 AM - 1 PM)

  • Behavioral Awareness: Understand your DiSC® profile, explore team dynamics, and identify strengths and blind spots for leadership success.
  • Effective Communication: Learn interpersonal communication techniques and listening skills to improve workplace interactions.

Day 2: June 19, 2025 (9 AM - 1 PM)

  • Conflict Awareness and Management: Discover your conflict style, practice de-escalation techniques, and build stronger workplace relationships.
  • Performance Management: Address performance challenges and implement strategies for accountability and team cohesion.

By the end of this program, participants will leave with actionable skills to grow as effective, dynamic leaders.

Please Note: Participants will complete a DiSC® assessment prior to the event. Please ensure registration is completed for the individual attending, as we will send the assessment link to the provided email before the workshop.

Register here.

Sharpen Your Skills This Summer

Make time for growth this summer without sacrificing flexibility.

Our Summer Training Series offers ten focused sessions to enhance your professional skills while respecting your summer calendar. Whether you attend live or catch up later, each session is designed to provide practical value for today's workplace challenges. 

Training Series Details

  • Dates: June 25, 2025 - August 27, 2025
  • Schedule: Wednesdays, Noon - 1:30 pm (PDT)
  • Format: Live via Zoom
  • Can't attend live? No problem. All registrants receive full access to session recordings.
  • Cost: $249 per person
  • Early registration: Save 10% with code SUMMER10 when you register by May 31st.

Session Topics

  • Resilience
  • Having Fun at Work
  • Return to On-site Work
  • Customer Service
  • Leadership Development and Mentorship
  • Workplace Culture
  • Embracing Inclusion for Retention
  • Maintaining Positivity in Challenging Times
  • Work/Life Balance: Empowering Yourself to Take Time Off
  • Public Speaking and Presentation Skills

Ready to invest in your professional development?

Click below to secure your spot. 

Remember, early birds save 10% when registering by May 31st! Use code SUMMER10.

Register here.

Group Coaching Program for Leaders

Being a leader shouldn’t mean figuring it all out on your own. Whether you’re stepping into a new role or looking to grow in your current one, our upcoming Group Coaching Program is designed to help you lead with more clarity, confidence, and connection.

Starting May 6, 2025, this 10-week virtual program brings together a small group of leaders for meaningful growth and real support.

Here's What's Included: 

  • Bi-weekly group coaching calls
  • 1:1 coaching check-ins
  • Weekly peer accountability
  • Exclusive leadership tools and videos
  • A space to reflect, grow, and connect

You’ll spend 1 - 3 hours a week building leadership skills that actually stick, alongside people who understand the challenges you're facing.

Program Details

This virtual program begins on May 6, 2025, with bi-weekly group coaching sessions to follow. All sessions will be recorded, so you can catch up anytime if you're unable to attend live.

Enroll Now

Space is limited, and we’re currently enrolling.

If you're seeking a collaborative approach to leadership development that will generate tangible results, we welcome your participation.

Enroll Now

A Challenging Time for Employers: Immigration Issues

There is a lot of talk and a lot of questions right now about the new administration’s policies and statements on immigration. ICE (Immigration & Customs Enforcement) is the Federal enforcement agency that focuses on immigrant status. They have recently been assisted by the FBI, DHS and other law enforcement agencies when they conduct “raids” to locate and detain suspected offenders. California employers face additional legal requirements due to state laws passed between 2017 and 2021. Employers must, for example, notify employees within 72 hours of receiving an audit notice. Employers are also prohibited from voluntarily allowing ICE to enter non-public areas unless the agent shows an appropriate warrant that authorizes access. Employers and employees are legitimately concerned about their rights and responsibilities. In this article, we will attempt to address some of these concerns.

There are two different occasions when an employer might be required to interact with ICE: an I-9 audit and a visit or “raid.” There are steps employers can take in advance to prepare for potential audits and visits. Our suggestions follow. You may also want to contact legal counsel if you have specific questions or anticipate real-life employee concerns.

Steps to take now:

Audit the I-9 file to make sure that the I-9’s are complete. It is an interesting fact that when we audit I-9’s, most of the errors we find are in the sections completed by the employer and not in the sections completed by the employee.

  • Employers are not responsible for determining an employee’s immigration status. Employers may not knowingly employ someone who is not authorized to work in the United States, but “knowingly” is an important word. It is important not to guess or assume.
  • Employers are responsible for completing the I-9 completely and correctly, and making sure new employees complete it and provide the required documentation. The acceptable documentation is listed on the I-9 form.
  • Employers are responsible for reviewing the documents the employee presents. If the documents appear to be genuine, they must be accepted. The employer is not required to confirm the authenticity of the document. There are good examples and images available at: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents.
  • It’s a good idea to remind employees to stay on top of their work authorization documentation and engage in renewals far in advance.

Designate a high-level employee to be the main contact person for visits from law enforcement. This could be the CEO, CFO, or HR Director, for example. We recommend that the person be someone who has the authority and knowledge to call for legal backup. This person should have the name and contact information of legal counsel readily available. It would be best for this person to contact legal counsel in advance, so that they know what they should and should not do if visited.

Because ICE is authorized by Federal law to enter the business facility if they have been invited, it is our recommendation that employees be told they are not authorized to give anyone permission to enter beyond the lobby or other public areas. Instruct employees to direct all visitors, including law enforcement, to the employee designated to handle law enforcement visits. Be sure employees are aware of the name and contact information for this person.

Clearly identify all private areas that are not open to the general public. Examples of public areas include a lobby, entry area, waiting room, parking lot, or seating area of a restaurant of a café.  Private areas are ordinarily for employees or staff only, or where someone needs specific permission to enter. You might use “No Trespassing” or “Authorized Personnel Only” signs. Many businesses are already using some means to restrict access due to safety concerns.

Steps NOT to take:

Do not specify certain documents for I-9 compliance beyond those listed on the I-9 itself. In other words, do not require a driver’s license and social security card.

Do not take any action against an employee because you might have questions about their national origin, citizenship or immigration status. There are Federal and State regulations that protect employees from what could be seen as discrimination, harassment, retaliation, or wrongful termination.

Do not ask employees about their immigration status and do not give them legal advice. If they ask for resources, there is the National Immigration Law Center (https://www.nilc.org) or the California Immigrant Policy Center (https://caimmigrant.org).

I-9 audit:

An audit is generally announced in advance when the employer receives a written notice from ICE (Notice of Inspection, or NOI). The employer typically has three business days to produce the requested forms. The auditor will review employee documentation for work authorization. This can happen on the company’s site, or ICE may request that the documents be sent to them for audit. Employers are required to comply with these requests, but can ask for additional time to gather the necessary information.

If ICE finds discrepancies in the I-9 records, they may issue a notice of suspect documents if they believe specific individuals do not have proper documents. ICE may choose to assess fines for documents that are not complete and correct (clerical issues), or for improper documents (compliant status issues). Employers must respond to these notices by either paying the fine or appealing the decision. We recommend having a complete back-up or digital copy of all documents if a notice of an audit is received. We also recommend contacting legal counsel if issues are identified.

Agent visit or raid:

Agents from ICE may be accompanied or replaced by other Federal officials, such as agents from Department of Labor or Department of Homeland Security. When agents visit, they need to show documentation. Note the name of the supervising agent and request reasonable accommodations as necessary. Agents may visit to conduct a workplace raid or to detain a specific person. Both reasons require a “judicial warrant” as opposed to an “administrative warrant.”

  • If a search warrant is presented, examine it to determine the scope permitted by the warrant itself, and monitor the agents’ activities to ensure they stay within that scope. We recommend contacting legal counsel immediately.
  • A valid judicial warrant is dated, identifies the court that issued the warrant, is signed by a judicial officer, describes the place to be searched, and states the persons or things to be seized. If the warrant is missing one or more of these requirements, it is invalid. For example, if the warrant does not identify your correct address, it is invalid, and officers cannot conduct a search without your permission. If a valid search warrant is presented, you need to comply.
  • Administrative warrants do not come from a court but rather will say “Department of Homeland Security” or similar agency. If the document presented is an administrative warrant, the business does not have to allow the agents onto private space nor provide them with any information about a specific employee. This is also true for documents titled Deportation Order or Administrative Subpoena.
  • If an agent visits, the receptionist should inform the designated contact. It is important to understand whether there is a valid warrant in place if ICE intends to access private areas of the property.

All people in the United States, regardless of immigration status, have the right to contact an attorney. They also all have Constitutional rights to remain silent and to be free of unreasonable searches and seizures. To assert these rights, they need to say that they are asserting each respective right. Employees, even in public areas, have the right to remain silent if questioned by law enforcement, and to ask for an attorney. The employer may (but is not required to) tell employees that they can choose to speak with the agent.

It is not appropriate to direct employees to not cooperate, or to obstruct the agent by hiding employees or assisting them in leaving the premises. It is also important not to provide false or misleading information to the agent.

If agents ask to examine documents designated as attorney-client privileged, the employer may refuse to produce them until they have consulted their attorney.

We are providing this general information. It is not intended to be legal advice and we do not serve as attorneys. If you have questions about how the law impacts a specific situation, you should contact legal counsel.

Feeling overwhelmed by I-9 compliance and ICE visit concerns? We can help. The Personnel Perspective understands the complexities of workforce compliance and is here to support your business. As a leading HR Consulting firm in Sonoma County and Napa County, we provide expert guidance to help businesses navigate ever-changing regulations with confidence. The Personnel Perspective offers trusted workforce compliance solutions nationwide—call us today at (707) 576-7653 to discuss your specific needs and develop a plan.


Supervisors Toolkit Program: Two-Day Leadership Training

Event Type: Seminar

Event Date: 04/16/2025

Location: 131-A Stony Circle Meeting Room 1 Santa Rosa, CA 95401

Elevate your supervisory skills with this immersive two-day program. Designed to help supervisors lead with confidence, communicate effectively, and navigate workplace challenges, each session builds upon the last to provide a cohesive and practical learning experience.

Day 1: April 16, 2025 (9 AM - 4 PM)

  • Discover Your Leadership Identity: Explore your personal values, goals, and DiSC® style to define your unique leadership approach.
  • Defining Your Leadership Legacy: Reflect on the qualities of effective leaders and learn to navigate power dynamics with confidence.

Day 2: April 23, 2025 (9 AM - 4 PM)

  • Mastering the Art of Communication: Gain tools for effective communication, active listening, and providing constructive feedback to inspire and engage your team.
  • Embracing the Leadership Journey: Develop strategies to address workplace conflict and adapt your leadership style to create a productive environment.

By the end of the program, participants will leave with a deeper understanding of their leadership identity, practical communication tools, and strategies to foster teamwork and resolve conflict effectively.

Note: Participants will complete a DiSC® assessment prior to the program. Please register using the email of the individual attending, as assessment details will be sent in advance.

Register here.

training supervisor leadership

Emerging Leaders Program: Two-Day Training for Aspiring Leaders

Event Type: Seminar

Event Date: 02/05/2025

Location: 131-A Stony Circle Santa Rosa, CA 95401

Join us for a comprehensive two-day program designed to build essential leadership skills. Each session builds on the last, providing participants with tools to enhance self-awareness, communication, conflict management, and performance management in the workplace.

Day 1: February 5, 2025 (9 AM - 1 PM)

  • Behavioral Awareness: Understand your DiSC® profile, explore team dynamics, and identify strengths and blind spots for leadership success.
  • Effective Communication: Learn interpersonal communication techniques and listening skills to improve workplace interactions.

Day 2: February 6, 2025 (9 AM - 1 PM)

  • Conflict Awareness and Management: Discover your conflict style, practice de-escalation techniques, and build stronger workplace relationships.
  • Performance Management: Address performance challenges and implement strategies for accountability and team cohesion.

By the end of this program, participants will leave with actionable skills to grow as effective, dynamic leaders.

Please Note: Participants will complete a DiSC® assessment prior to the event. Please ensure registration is completed for the individual attending, as we will send the assessment link to the provided email before the workshop.

Register here.

training leadhership

Invest in Your Team’s Success with Our 2025 Training Workshops

Develop Stronger Teams. Drive Greater Results.

Make 2025 your most successful year yet by prioritizing your team's growth. Our training workshops equip your team with practical tools and strategies to succeed, empowering leaders and supervisors to boost productivity, foster collaboration, and elevate performance across your organization.

Our 2025 Workshops Include:

Emerging Leaders Program

This 2-day program is designed for leads and frontline leaders, building essential leadership skills to enhance self-awareness, communication, conflict management, and performance management. Equip your emerging leaders with the tools to take on greater responsibilities and drive success within your organization.

Register Now:

February 5 and 6, 2025
June 18 and 19, 2025 

Supervisors Toolkit Program

Tailored for supervisors and managers, this 2-day program strengthens participants' ability to lead and manage effectively. Supervisors will gain the tools to communicate, solve problems, and handle workplace challenges with confidence, improving team performance and fostering a productive work environment.

Register Now:

April 16 and 23, 2025
November 5 and 12, 2025

Harassment Prevention Training

Delivered virtually, these engaging training sessions help your team maintain a respectful and inclusive workplace while meeting California’s legal requirements.


Register Now:

December 3, 2025 - Non-Supervisors
December 3, 2025 - Supervisors

Looking for Something Different?

We understand that every organization has unique needs. That’s why we offer customized training solutions tailored specifically for your team. Whether you’re looking to develop leadership, improve communication, or address specific challenges within your workplace, we’ll work with you to create a program that aligns with your goals.

Explore our full range of training options in our 2025 Course Catalog to see how we can help your organization thrive. Download now!

training workshops harassment prevention training leadership program

DiSC-ussion: The Truth Behind the Test

Don’t let the title of this blog concern you; the DiSC assessment is not a test. It’s a valuable tool that allows you to gain valuable insight into how your style interacts with others at work – one-on-one, in a team, cross-departmental and company-wide. We’ve seen a 110% increase in demand for DiSC assessments and training, prompting us to offer them as a retail option on our website. As an authorized Wiley partner, we provide the full suite of DiSC assessments and trainings for teams and companies. This includes tailored solutions for those seeking leadership training in Napa County to enhance team dynamics and organizational success.

Recently, I stumbled upon companies offering discounted, knock-off DiSC assessments. This sparked a concern for the integrity of our offerings. However, Wiley reminded me of a simple truth: the validity of their product is unparalleled. It’s a reminder to focus on our own journey and the value we provide, rather than worrying about competitors.

Now for some facts on the authentic DiSC products. DiSC assessments have been rigorously tested and validated over decades. Studies have shown high reliability and validity, meaning they consistently measure what they intend to measure. For instance, the Everything DiSC assessment, one of the most popular DiSC tools, has been validated against established psychological assessments like the NEO PI-R and 16PF. These validations confirm the accuracy and predictive power of DiSC in understanding behavioral styles and preferences. Simply put, at any given moment the assessment is between 94-97% accurate.  Even when we facilitate the workshops, people remark at how accurate is it and how they want to provide it to the rest of their teams. When all members of a team take the assessment, it provides great insight on how individuals in a team and how the entire team can most effectively work together.

When choosing a DiSC assessment, consider the provider’s reputation and the validity of their tool. Invest in a reliable product that will provide accurate insights and meaningful development opportunities for your team.

The Personnel Perspective trains on the full suite of DiSC topics: DiSC Workplace, Agile EQ, Productive Conflict, Work of Leaders, DiSC Management, and DiSC Sales. Click here for more information on these trainings.  If you have questions about any of these trainings, or would like to discuss bringing these trainings into your company, contact us at 707 576-7653.

About

Atlas Copco is a leading global provider of compressed air solutions. We are committed to sustainable productivity with a full line of air compressors, blowers, vacuums, gas generators, and other quality air solutions. With multiple locations across the United States, Atlas Copco has provided cutting edge equipment for businesses and industry for nearly 145 years with a focus on productivity, efficiency, safety, and ergonomics. 

 

Atlas Copco is committed to delivering complete solutions for its customers with dryers, piping, and all other equipment necessary to fit every need. We demonstrate our dedication to service by investing in new facilities that support manufacturing, distribution, training, and sales for customers nationwide. 

Atlas Copco is rated among the top 100 sustainable companies in the world and is a member of the Compressed Air and Gas Institute (CAGI).

 

In the wine-making industry, nitrogen is used to prevent oxidation which allows the use of fewer additives. Also the acidity, color, aromas and natural flavor of the wine will be well conserved. The use of nitrogen will allow a longer storage time without alteration of the primary quality of the wine.

Nitrogen is practically insoluble in water and therefore is ideal to transfer the wine. To ensure maximum hygiene the bottles are washed and dried with nitrogen before filling. The drying goes faster than with normal air because the production process of the on-site nitrogen generator makes it a very dry gas. And finally the bottle, after filling and before placing the cork, is purged with nitrogen to avoid the presence of residual air in the neck of the bottle.

 

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Atlas Copco 300 Technology Center Dr., Ste 550, Rock Hill SC United States of America 29730

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