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BLS Provider CPR (1-day Initial or Renewal Course, multiple sessions available)

(Initial or Renewal Course based on the 2015 AHA Guidelines)
Basic Life Support (BLS) is the foundation for saving lives after cardiac arrest. This course teaches both single-rescuer and team basic life support skills for application in both in-facility and prehospital settings. This course is designed for healthcare professionals and other personnel who need to know how to perform CPR and other basic cardiovascular life support skills.

In addition, BLS training can be appropriate for first responders, such as police officers and firefighters, as well as for laypeople whose work brings them into contact with members of the public, such as school, fitness center, or hotel and restaurant employees.

Students must pass a written exam and skills test in order to qualify for a BLS Course Completion Card.
Upon successful completion of this course, students will receive a completion cad valid for 2 years.

Conveniently scheduled on Saturday, please choose the session that works best for you.


Common Termination Mistakes

Terminating an employee is not fun, no matter how you sugar-coat it. There are bound to be hard feelings and even potentially down-right hostilities upon terminating an employee. In fact, many employers become embroiled in expensive litigation because they make simple but avoidable errors when terminating an employee. Terminating an employee always brings the possibility of a lawsuit but here are some of the most common errors to avoid  as business managers, owners  and leadership.

  • Not Following Human Resources Procedures – When employee x was hired he or she probably was given an employee handbook that detailed the rights as well as the responsibilities of workers. Part of this handbook may detail the steps that an employer will probably take when a termination process has begun. A paperwork trail will probably be a part of any termination from documenting poor performance to misconduct in the workplace. Keep in mind that without adequate documentation, your basis for terminating an employee may appear to be groundless and lack substance.
  • Not Having Just Cause for Termination – In many states, workers are employed ‘at-will,’ which means that employers can terminate an employee at any time. This isn’t completely true. There are some groups that are protected for reasons such as: age, gender, race, religion or disability. Many lawsuits can be avoided or won by employers who base their termination decision on a ‘just cause’ or who provide a legitimate reason for the employee’s termination. A ‘just cause’ reason must have its foundations based on facts or proof.
  • Failing to Give Adequate Termination Notice – Should an employer terminate an employee without a prior warning, the onus is on the employer to prove that the employee should have known they would be terminated based on their actions. Avoid this situation by giving the employee notice that if they commit the same or related infraction again, they will be terminated.


  • Discontinuing Employees’ Insurance Benefits (on the date of dismissal) – According to Employment Law 101, Many employers have a policy of discontinuing dismissed employees’ benefits on the date the employees are dismissed. In particular, long-term disability (“LTD”) insurance is often immediately discontinued.Employers who follow this policy often fail to realize that the dismissed employees’ entitlements to LTD benefits do not end simply because the benefits have been discontinued. Instead, the employer has made the decision to step into the shoes of the insurer. The dismissed employee’s LTD benefits continue with the employer potentially liable to pay any LTD claim.

Termination Terrors

Ask any manager or business owner the most unpleasant part of their job and the majority will answer a resounding phrase – terminating an employee.  Handling a termination can evoke anxiety and a sense of dread for even the most experienced business leaders.  How an employer handles the event, however, can make all the difference in the tone and type of separation that occurs. Planning and executing an employee termination in a humane, ethical and professional manner can help diminish a large stir in the workplace.  If done poorly or in anger it can cause not only a huge disturbance in productivity and morale but also in the potential of a lawsuit down the road. Let’s look at termination terrors and how to handle this very sticky situation.


Once the writing’s on the wall for whatever reason (whether it is financial, productivity, cut backs, etc.), it is important to think about some things before you have the sit down with “said” employee. Things to consider:

Prepare – Have all your ducks in a row.  This may mean a written account of the reasons for termination, a letter prepared for the human resources file or just thinking about the best way to actually do the firing.
  • Be prepared by human resources about how to say “you’re fired.” Saying too much can get managers or leaders into legal hot water. Having a prepared written statement may be the best plan of action.
  • Be ready for questions: has a list of common questions asked by terminated employees. These include: Can you give me an example of what I did wrong? Will I get a reference from you? Can I file for unemployment? Are you going to tell other employees I am fired? Do I get any severance?
  • Have another manager or HR representative be present for the meeting.  This will serve as a witness and probably keep things from turning ugly and stop false accusations if a lawsuit is filed.
  • Emotionally Prepare.  Allow yourself a few moments to steady yourself and keep yourself calm.  
Know the Laws- Part of your preparation will include understanding if the law is on your side when it comes to firing an employee. Did they break a rule in the handbook, commit a crime or just not cut muster?  Each case is different but your legal team or human resource officer should be able to help you out. If you don’t have an HR Department, you may want to consider hiring an HR consult for the event.  
The Aftermath – Be ready for an avalanche of questions from frightened employees who may think they are next.  Obviously not every detail can be given but employees will notice that someone is missing especially if it is a small office environment. Again consult your HR Department or legal team to find out what you can and cannot legally say.  Be prepared for morale to be low and find ways to counteract this by reinforcing to those that are doing a good job that you recognize their efforts.