Polygraph business plan

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This U. The importance of a comprehensive, thoughtful business plan cannot be overemphasized. Much hinges on it: outside funding, credit from suppliers, management of your operation and finances, promotion and marketing of your business, and achievement of your goals and objectives. Opening a Polygraph machines manufacturing Business The following elements should be a part of your plan, depending upon your objective, like Summary strategy overview, strategy logic and stage of business development , Concept product description and impact factors. Contact us: business plans for opening a Polygraph machines business - for a professional Polygraph machines plans for your startup company. We are Polygraph machines business plan professionals!
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Tennessee Private Investigation and Polygraph Commission

DeGregory Cundiff PolygraphCo. In general, if you are one person, and have a lot of personal assets, incorporate or form an LLC. An LLC is far superior to incorporation because it protects both your business and personal assets. Polygraph Examiner polygraph examiner polygraph examiner Business Plan Examples.
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As I was finishing the Moran article, I found this fascinating article about Chad Dixon , who was arrested for teaching polygraph countermeasures to people seeking federal employment. I remembered seeing something about another fellow teaching polygraph countermeasures—a guy named Doug Williams, who wrote a book on the subject. Williams, a former police polygrapher, had significantly more experience with the polygraph than Dixon, and he openly advertised his services on the Internet. So I figured that if the Feds were onto Dixon, they were also onto Williams.
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Federal government websites often end in. The site is secure. The Employee Polygraph Protection Act EPPA prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test or for exercising other rights under the Act. Employers may not use or inquire about the results of a lie detector test or discharge or discriminate against an employee or job applicant on the basis of the results of a test, or for filing a complaint, or for participating in a proceeding under the Act.

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