With increasing fears surfacing about the impact of H1N1 on businesses, many employers have relied on contingency plans to ensure readiness. H1N1, also known as the Swine Flu, has already begun impacting businesses worldwide, forcing all industries to be prepared. Consider the following scenario: You are the CEO of a successful consulting firm that relies heavily on fellow employees and technology to aid in everyday interactions with your clients. A Division Head has just returned from a business meeting in New York and has called a team meeting. Although he appears to not be feeling well, his first instinct is to shrug it off and continue with his meeting. The next day, five employees arrive at work feeling sick. By the third day, it is confirmed that the entire office has been exposed to the H1N1 virus, so the firm is forced to close until further notice. Because the team has never adapted to working entirely in a remote capacity, serious problems arise very quickly. Within a week, chaos ensues as communication breaks down, leaving multiple clients without support. If the firm had adapted a continuity plan for an outbreak like the H1N1, then the team would have been able to function remotely using their pre-planned flow of communication. Within this continuity plan, employees will have all of their questions answered in a simple guide to successfully working in a remote capacity that will best serve the client needs. The CEO in the scenario above failed to implement a plan as part of the company's best practices, which quickly led to the firm's loss of credibility among the business sector of the community. To avoid being this CEO, the following tips have been outlined by Entrepreneur Magazine in a simple, six step plan that may be modified accordingly:

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Augmenting a workforce with independent contractors can be an effective way to rapidly adjust to changing business needs. Not only is this flexible work arrangement beneficial to dynamic organizations, it has become an attractive option for a growing number of talented professionals. You can supplement your team with both independent contractors and W-2 employees, just make sure you follow proper HR compliance.

Recently, the Department of Homeland Security's Immigration and Customs Enforcement unit sent over 650 audit notices to employers for the purpose of auditing I-9 forms. The I-9 form is used by employers to verify the eligibility of employment for employees and is required by law. The failure to properly verify the eligibility of employment can result in large fines, a criminal investigation and potential prosecution. Employers can be fined $1,000 per employee for whom the I-9 form was not properly completed. In an effort to help mitigate your risk, please take some time to consider the following:

This article is based on an interview I had with TiTi McNeill on the topic of leadership. Nearly 20 years in business, TiTi McNeill is founder and CEO of TranTech, an IT solutions and service provider to the federal and commercial sector. When congratulated for successfully growing her company to the level she has achieved, TiTi responded by saying "It's not enough. We can always do more!" After speaking to TiTi for just a few brief moments, one is drawn in by her energy, drive and passion. She is clearly dedicated to growing her business in order to provide ample opportunities for her employees as she ensures her client needs are well addressed When TiTi started her business in 1989, she was motivated by a sense of accomplishment, helping others succeed, and building a growing business. She launched TranTech in a part time capacity while working for her primary employer full time. She continued in this capacity for one year, until she had 6 employees on payroll. These early factors continue to motivate her today. She believes in constantly challenging herself, and those around her.

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