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Casual Articles - MLM Code of Ethics
There are many pros and cons that must be considered by those thinking of hiring independent contractors, and if those are not factored into the hiring decision, there may well be legal consequences. Of course, it is always wise to go over your plans with your attorney, so this article is not to be construed as legal advice but rather some business alerts that need to be considered before making a decision.Of course, the first thing to do is to consider the job that is to be done, the duration of the assignment, the pros and cons of choosing a permanent employee and the pros and cons of hiring an independent contractor. Then, you need to make certain that your classification decision will hold up if it is challenged by either your state’s or the federal auditors.Why Would You Want to Hire an Independent Contractor?The reason that drives most companies to decide to hire independent contractors is a simple one – money. There is no doubt that there is a definite financial advantage, and in most cases, the company does save money for a wide variety
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end
Our doctors and therapists warn that stress is the cause of many illnesses and reduces the quality of sleep, relationships and well being. Yet, how can you reduce stress without shirking your duties and responsibilities? Everyone dreams of running away to a French chateau as they are driving the carpool in heavy traffic. However, usually we do not need to change our lives drastically to make substantial improvements to our health and happiness. Here are six steps for type A personalities and overworked moms to use to reduce stress in their minds and their lives.1. Remember when you were eight years old? What did you think you would be doing when you grew up? Were you a fireman? Visit a firehouse and ask if they need a hand. Were you a ballerina? Enroll in an adult ballet class and for one hour a week be a beginning prima donna.This works because switching professions to a beloved childhood dream, even for a few hours a week, takes you back to childhood fantasy and freedom that is lost for most adults. Play and stress dissolves.2. Take a body break
In seeking to play some part in redressing this situation, the following code is compulsory for companies who wish to be listed as preferred MLM opportunities on our site. That is, no company will be listed as “recommended” without written commitment to this code and there will be no exceptions made for any reason.
There is no fee for listing, and no monies may be received for commission on product sales or recruitment as a result of such listing. However companies should be aware that their application for listing will be presented to objective 3rd parties such as the Better Business Bureau for comment and that listing cannot proceed when there is any significant unsettled legislative or litigation issue pending. Application requires the submission of the full names of founders, directors and majority shareholders and listing will not proceed where such persons have convictions for white collar or organised crime, or where there are or have been any known links with organised crime whatsoever.
CODE OF ETHICS
1 Our compensation plan is fully explained prior to recruitment, and remains transparent and accessible to all recruits and potential recruits.
2 A net earnings statement is made available to our members at least annually, and this statement accurately records net earnings of all members, such that members are able to see for themselves what the true earnings are. (Earnings are calculated at commissions minus cost of product purchases, or any other purchase from the MLM company, such as training material, marketing material, etc.) The full intention of this statement is that existing and potential recruits can readily identify the true financial benefit, or otherwise, of joining this MLM company. The statement must be accompanied by certification by a qualified, 3rd party auditor. The earnings table will take the form of the following table:
x persons (X% of total A) earned >$580,000 (X% of total B)
x persons (X% of total A) earned >$300,000 (X% of total B)
x persons (X% of total A) earned >$200,000 (X% of total B)
x persons (X% of total A) earned >$100,000 (X% of total B)
x persons (X% of total A) earned >$50,000 (X% of total B)
x persons (X% of total A) earned >$25,000 (X% of total B)
x persons (X% of total A) earned >$12,000 (X% of total B)
x persons (X% of total A) earned >$5,000 (X% of total B)
x persons (X% of total A) earned >$1,000 (X% of total B)
x persons (X% of total A) earned $zero
x persons (X% of total A) made a loss
Where total A = the total number of people who were registered as recruits in that 12-month period, and where total B = the sum total of all net distributions from product sales and recruitment in that 12-month period. This information must also be provided graphically via a chart.
3 We desist from making promises or assertions that members will earn any particular income and we do not promote our MLM company as a way for people to make money quickly. We do not use images of wealth which are unrepresentative of the majority of consultant earnings (as per the table above) in order to attract new recruits.
4 We offer only those products which objective research verifies as beneficial. We will not involve ourselves with products or services which are based on false assertions or claims. We describe our products truthfully and accurately, and product pricing is set at a level which is acceptable to the market.
5 We do not offer products for which there is little demand, nor do we offer products in a market which is already saturated. Where we claim demand for any particular product, we provide objective 3rd party market research as evidence. When we reach a diffusion rate of 97% in any market, we immediately place a ban on recruitment, allowing recruitment only at attrition rate.
6 Our prime focus is on product sales, not recruitment. We understand that for any company to be sustainable it must continue to sell product, and it must not over-supply the market with consultants. For this reason, the major portion of commissions paid will always be on product sales, not recruitment. Over 51% of all product payout goes to the person who directly sold the product; ie, the person who did the work. We do not pay for a reward for new recruits, because we know that this leads to unsustainable downlines. We are committed to building quality, sustainable downlines, that are successful in delivering product to the consumer, generating real value for everyone.
7 We do not make members purchase training material, but we may recommend they pursue business studies with organisations competent in that area.
8 If we require product purchase by new recruits, such products will made available at a discount equivalent to the commission due on that product, or at a lesser price. We do not seek to profit from those who join our business. Similarly, no commissions are paid to upline for product sales to their downline.
9 We do not require recruits to purchase product if we launch an untested product into the market. We will not allow our recruits to bear the brunt of product development.
10 If recruits/members are required to purchase marketing material, such material is provided at cost.
11 If we charge an entry fee to any recruit, that fee shall be no more than the market value of that particular consultancy at that time. Market value is determined by an objective 3rd party, such as a business valuation service, bank or other financial institution qualified to make such an assessment. We affirm that we are selling a real business, not mere hope.
12 We do not allow our recruits to promote the product or opportunity to friends or family, nor do we allow unsolicited sales activities of any kind. These activities are counter-productive to the development of a bona fide, sustainable business, and bring disrepute to our industry. We do not allow our recruits to communicate via advertising, newsletters, mail, blogs, emails, or in any form, in any way that detracts from the professionalism of our company (ie; exhortational advertising and wild claims are strictly forbidden). We do our best to ensure that any advertising by our consultants is of a high professional standard.
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end
1) Being placed on hold endlessly. Don't you just love it when you call a company and they place you on hold, leaving you to listen to their latest on-hold, recorded sales pitch, over and over again. Would you think it normal business practice for a retail store clerk to ask you to "wait a minute" while they disappeared into the back of the store for ten, fifteen, thirty minutes or longer? People do things over the phone that they would never do in person. It's bad business either way to leave a customer hanging without at least coming back to let the customer know how much longer they'll be holding.2) Getting rude with a customer. As the saying goes, even if the customer's wrong, the customer's always right. There's never any reason to get rude with a customer. If a customer gets rude with you, let them blow off steam and remember that their behavior is not an attack directed against you personally. Always keep in mind that as long as you remain calm and in control, you can address the reason behind the customer's anger.3) Ignoring a problem. Ignoring a
2 A net earnings statement is made available to our members at least annually, and this statement accurately records net earnings of all members, such that members are able to see for themselves what the true earnings are. (Earnings are calculated at commissions minus cost of product purchases, or any other purchase from the MLM company, such as training material, marketing material, etc.) The full intention of this statement is that existing and potential recruits can readily identify the true financial benefit, or otherwise, of joining this MLM company. The statement must be accompanied by certification by a qualified, 3rd party auditor. The earnings table will take the form of the following table:
x persons (X% of total A) earned >$580,000 (X% of total B)
x persons (X% of total A) earned >$300,000 (X% of total B)
x persons (X% of total A) earned >$200,000 (X% of total B)
x persons (X% of total A) earned >$100,000 (X% of total B)
x persons (X% of total A) earned >$50,000 (X% of total B)
x persons (X% of total A) earned >$25,000 (X% of total B)
x persons (X% of total A) earned >$12,000 (X% of total B)
x persons (X% of total A) earned >$5,000 (X% of total B)
x persons (X% of total A) earned >$1,000 (X% of total B)
x persons (X% of total A) earned $zero
x persons (X% of total A) made a loss
Where total A = the total number of people who were registered as recruits in that 12-month period, and where total B = the sum total of all net distributions from product sales and recruitment in that 12-month period. This information must also be provided graphically via a chart.
3 We desist from making promises or assertions that members will earn any particular income and we do not promote our MLM company as a way for people to make money quickly. We do not use images of wealth which are unrepresentative of the majority of consultant earnings (as per the table above) in order to attract new recruits.
4 We offer only those products which objective research verifies as beneficial. We will not involve ourselves with products or services which are based on false assertions or claims. We describe our products truthfully and accurately, and product pricing is set at a level which is acceptable to the market.
5 We do not offer products for which there is little demand, nor do we offer products in a market which is already saturated. Where we claim demand for any particular product, we provide objective 3rd party market research as evidence. When we reach a diffusion rate of 97% in any market, we immediately place a ban on recruitment, allowing recruitment only at attrition rate.
6 Our prime focus is on product sales, not recruitment. We understand that for any company to be sustainable it must continue to sell product, and it must not over-supply the market with consultants. For this reason, the major portion of commissions paid will always be on product sales, not recruitment. Over 51% of all product payout goes to the person who directly sold the product; ie, the person who did the work. We do not pay for a reward for new recruits, because we know that this leads to unsustainable downlines. We are committed to building quality, sustainable downlines, that are successful in delivering product to the consumer, generating real value for everyone.
7 We do not make members purchase training material, but we may recommend they pursue business studies with organisations competent in that area.
8 If we require product purchase by new recruits, such products will made available at a discount equivalent to the commission due on that product, or at a lesser price. We do not seek to profit from those who join our business. Similarly, no commissions are paid to upline for product sales to their downline.
9 We do not require recruits to purchase product if we launch an untested product into the market. We will not allow our recruits to bear the brunt of product development.
10 If recruits/members are required to purchase marketing material, such material is provided at cost.
11 If we charge an entry fee to any recruit, that fee shall be no more than the market value of that particular consultancy at that time. Market value is determined by an objective 3rd party, such as a business valuation service, bank or other financial institution qualified to make such an assessment. We affirm that we are selling a real business, not mere hope.
12 We do not allow our recruits to promote the product or opportunity to friends or family, nor do we allow unsolicited sales activities of any kind. These activities are counter-productive to the development of a bona fide, sustainable business, and bring disrepute to our industry. We do not allow our recruits to communicate via advertising, newsletters, mail, blogs, emails, or in any form, in any way that detracts from the professionalism of our company (ie; exhortational advertising and wild claims are strictly forbidden). We do our best to ensure that any advertising by our consultants is of a high professional standard.
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end
Have you recently had someone listen to a problem of yours, a situation which made you angry or a complaint that you had made and then they say; “I understand your frustrations, but you must understand that...” Isn’t it funny? Silly humans, they actually believe you are buying into their BS explanations of why things are the way they are rather than addressing the problem, getting off their butts and righting the wrong or fixing the issue.You know why they do this? They actually think they are engaged in “Conflict Resolution Theory,” and do you know why? Well some moron, okay some individual wrote a book on how to deal with hard to deal with people, probably started as an eBook and then became a best seller. In that book it says when someone is angry or complains you need to bring them back to a rationally state so you can work through the issues with them. The instruction manual is indeed worthy in some situations, but humans are generally not so smart and they start using this on everyone. Here is how it goes; Person A is angry, person B is to “LISTEN” and th
3 We desist from making promises or assertions that members will earn any particular income and we do not promote our MLM company as a way for people to make money quickly. We do not use images of wealth which are unrepresentative of the majority of consultant earnings (as per the table above) in order to attract new recruits.
4 We offer only those products which objective research verifies as beneficial. We will not involve ourselves with products or services which are based on false assertions or claims. We describe our products truthfully and accurately, and product pricing is set at a level which is acceptable to the market.
5 We do not offer products for which there is little demand, nor do we offer products in a market which is already saturated. Where we claim demand for any particular product, we provide objective 3rd party market research as evidence. When we reach a diffusion rate of 97% in any market, we immediately place a ban on recruitment, allowing recruitment only at attrition rate.
6 Our prime focus is on product sales, not recruitment. We understand that for any company to be sustainable it must continue to sell product, and it must not over-supply the market with consultants. For this reason, the major portion of commissions paid will always be on product sales, not recruitment. Over 51% of all product payout goes to the person who directly sold the product; ie, the person who did the work. We do not pay for a reward for new recruits, because we know that this leads to unsustainable downlines. We are committed to building quality, sustainable downlines, that are successful in delivering product to the consumer, generating real value for everyone.
7 We do not make members purchase training material, but we may recommend they pursue business studies with organisations competent in that area.
8 If we require product purchase by new recruits, such products will made available at a discount equivalent to the commission due on that product, or at a lesser price. We do not seek to profit from those who join our business. Similarly, no commissions are paid to upline for product sales to their downline.
9 We do not require recruits to purchase product if we launch an untested product into the market. We will not allow our recruits to bear the brunt of product development.
10 If recruits/members are required to purchase marketing material, such material is provided at cost.
11 If we charge an entry fee to any recruit, that fee shall be no more than the market value of that particular consultancy at that time. Market value is determined by an objective 3rd party, such as a business valuation service, bank or other financial institution qualified to make such an assessment. We affirm that we are selling a real business, not mere hope.
12 We do not allow our recruits to promote the product or opportunity to friends or family, nor do we allow unsolicited sales activities of any kind. These activities are counter-productive to the development of a bona fide, sustainable business, and bring disrepute to our industry. We do not allow our recruits to communicate via advertising, newsletters, mail, blogs, emails, or in any form, in any way that detracts from the professionalism of our company (ie; exhortational advertising and wild claims are strictly forbidden). We do our best to ensure that any advertising by our consultants is of a high professional standard.
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end
REWARDS AND CHALLENGESThe more you know about any job or business venture, the more likely you are to be successful. This month, we explore the pros and cons of mortgage processing for both in-house processors and contract processors.Rewards of In-House Processing:1. Abundance of training/continuing education resources 2. Management support for processing problems or conflict resolution 3. No overhead or business paperwork (i.e., accounting) 4. Your professional profile is enhanced from your employer’s status in the industry 5. Free or reduced costs for association and organization memberships 6. Pre-determined hours 7. Employee benefits (health, dental, vision, employee assistance program, tuition reimbursement, etc.) 8. Possible expense reimbursement(meals,travel) 9. Specific and/or limited responsibility 10. Performance incentives and bonuses 11. Retirement or pension plan 12. Part of a team (support, conversation, friendship) 13. Recognition of accomplish
7 We do not make members purchase training material, but we may recommend they pursue business studies with organisations competent in that area.
8 If we require product purchase by new recruits, such products will made available at a discount equivalent to the commission due on that product, or at a lesser price. We do not seek to profit from those who join our business. Similarly, no commissions are paid to upline for product sales to their downline.
9 We do not require recruits to purchase product if we launch an untested product into the market. We will not allow our recruits to bear the brunt of product development.
10 If recruits/members are required to purchase marketing material, such material is provided at cost.
11 If we charge an entry fee to any recruit, that fee shall be no more than the market value of that particular consultancy at that time. Market value is determined by an objective 3rd party, such as a business valuation service, bank or other financial institution qualified to make such an assessment. We affirm that we are selling a real business, not mere hope.
12 We do not allow our recruits to promote the product or opportunity to friends or family, nor do we allow unsolicited sales activities of any kind. These activities are counter-productive to the development of a bona fide, sustainable business, and bring disrepute to our industry. We do not allow our recruits to communicate via advertising, newsletters, mail, blogs, emails, or in any form, in any way that detracts from the professionalism of our company (ie; exhortational advertising and wild claims are strictly forbidden). We do our best to ensure that any advertising by our consultants is of a high professional standard.
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end
Here are a few tips that just might help you find the perfect truck driving job. Whether you’re brand new to the trucking industry or whether you’ve been driving for years, you really should take a moment to read this information. With so many open positions available right now, you can afford to be choosy. The key to a successful truck driving job search is to take your time while researching your opportunities. And that’s exactly what our first tip is about.Know what you want now and long-termBefore you start interviewing, think about the type of truck driving job you want. There’s more to driving a truck than simply getting behind the wheel. Do you want long hauls? Short hauls? Do you want to be involved in the pick up and delivery of your loads? Are you interested in an owner/operator opportunity? Now or in the future, do you think there’s a chance you’d like to move into management?Research the truck driving companyOnce you know what it is you’re looking for from a truck driving job, find companies offering those opportunities and then
13 We have developed a proven strategy for product sales and recruitment, which we provide full training and support in.
14 We teach our recruits how to plan, schedule, document, track, measure, analyse and refine their marketing strategy. We actively prohibit false representation, pressure tactics, or unethical business practices. We promote fair and honest dealings with customers and downlines at all times.
15 We treat our recruits with respect at all times, and encourage an environment of learning, co-operation, and kindness. We do not tolerate sexism, racism, ageism, or homophobia and we have written protocols in place to protect all personnel, consultants, and customers from such abuse.
16 We require our consultants to display honesty at all times, and to totally refrain from exaggeration or deception of any kind in their dealings with customers and with each other. We expressly forbid our consultants to sell or recruit by stealth. Our reputation is of vital importance and we rely on our consultants to present an image of which we can be proud.
17 We respond to complaints promptly, fairly, and respectfully and fully co-operate with all authorities in the event of legal disputes.
18 If and when a consultant decides to leave our company, we will refrain from blame, will seek not to disadvantage, punish or harm that person in any way, will be respectful of his/her choice and do our utmost to end our association on the best possible terms.
19 This code, along with a statement testifying our commitment to it, is displayed prominently on our web site and is contained in the information pack given to recruits/members.
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