Easy Come, Easy Go True in Poker, Not True in the High Stakes World of Hiring & Firing Malcolm Johnson: Principal, The Entertainment Technology Source Stacy Hering Astor: Insurance and Benefits Consultant, Stacy Hering Astor and Associates Jeffrey W. Rose, Esq.: Attorney at Law

Do You Need a New Employee? Consider your existing staff: Re-evaluate to maximize resources If hiring is the best option:  Review your business plan  Establish a budget  Job description: Clarity first

Don’t Gamble With One of Your Most Valuable Assets Attract the Best  Hiring is a process, not an event  You’re Competing for People Retain the Best  Enhance Quality of Life  Nurture Careers  Make Great Games!

Let the Games Begin: The Search Consider hiring from within!  Communicate the position internally  Existing staff may be very interested  Encourage staff feedback  Say No if employee is not a fit  Reinforce current contributions  Discuss other growth options

The Search Continues Maximize your Odds  Use company website  Employee network  In-house recruiting team

The Search Continues Need Help? Get a Recruiter!  Set the standard high  The recruiter should be able to  Understand the position, company & culture  Communicate easily & effectively  Matches people with positions, not resumes  What’s the right approach for your position?  Contingency placement  Retained search

Build a Hiring Team  Create the Team  Prepare them for the task  Use the same group for all candidates  Train your team  The Position: Clarity & Understanding  Interview Preparation  Don’t forget to promote your company

Evaluating Potential Candidates Establish a clear hiring process  Review candidate credentials  Telephone Screening  Onsite interview & testing  Creating the right package  Offer, Negotiation, & Acceptance  Transition  Acclimate

The Offer OOffer Letter LLetter of Intent EEmployment Contracts

Raising the Stakes: Build a Great Benefits Package It all counts!  Compensation  Market rate compensation  Paid vacation/sick time (or PTO)  Merit bonuses

Raising the Stakes: Competition Gets Fiercer!  Insurance Options  Dual option medical insurance  Dental/Vision plan  Group disability insurance  Individual (3x salary) or group term life

Raising the Stakes: Be Professionals!  Retirement Plan: You can’t afford not to!  401(k) plan: inexpensive & dynamic

Raising the Stakes: Build a Benefits Package They Can’t Ignore!  Payroll deductions/ tax deferred options  Section 125 Plan  Premium Only Plan  Commuter Check

Playing for Keeps: Employment Contracts Protecting Your Assets  Invention Assignment Agreements  Confidentiality Agreements and Procedures  “At Will” Employment Freelance/Subcontractors  Work for Hire Agreements  Confidentiality

Playing for Keeps: Employment Contracts Non-Disclosure Agreements for other third parties PProtecting your own assets PProtecting those granted to publishers

Rules of the Game: Personnel Handbook  Defining Company Policy  Avoiding Confusion  Establishing procedure for handling disputes

Hitting the Jackpot: Retaining Employees  Effective hiring: Have a high bar  Be goal oriented  Nurture their careers  Quality of life

Smooth Exit Strategy  Have your departments organized & ready  Early in A.M., short & sweet meetings  Meet with unaffected employees to dispel fears of additional firing  Encourage open communications. Watch morale  Work with other studios to assist affected employees *Word spreads quickly

How Can We Help? Malcolm Johnson T: Stacy Hering Astor T: Jeffrey Rose, Esq. T: