Staffing Now, May/June 2013

The

Voice

of

NC

Employment

Professionals

Vol. 13, Num. 4, May/June 2013

Conference Review

In This Issue: Leadership Spotlight

Membership Drive

NCASP Event June 4

page 3

page 5

page 8

New Form I-9 page 13

From the President I would like to start off and say thanks to all of you that attended our 2013 Spring Training Conference!

And I would like to once again thank those who made the event truly special, our Conference Committee. Without your time and energy, the event would not have been half as successful.

So what’s next? Great question, and one I hope to answer for you today.

We are going back to our two focuses for 2013 of Education and Outreach and will be focused on continuing to build on what our members want.

This will start with our June Healthcare Reform event to be held in Greensboro, NC. Because there has been so much focus on the substantial impact this legislation will have on staffing and recruiting firms we are excited to have our partners at Womble, Carlye, Sandridge, & Rice who have committed to speak.

This is a valuable continuation of our Charlotte event in March, and promises to bring you updated information on how to get your company ready.

We will also be offering our monthly webinars on topics, ranging from social media to protecting your company from a cyber-threat.

Overall, we will continually look to strengthen our value to you as a member.

Please note that in the next month you will see your membership renewal letter.

We ask that as you mail your payment that you please submit one idea that you would like to see more of in the next year. I will personally read each one, and we will do our best to act accordingly.

Thank you for your continued support of the industry in North Carolina!

Best, Marc Cochran, CSP President, NCASP Education. Outreach.

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 13, Number 4 May/June 2013 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com Wendy Ward, CPC Vice President Phone: 828.302.4042 Email: wendy@ncasp.com Editor in Chief | Rita Bottoms, CSP RBottoms@temporaryresources.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Brandy Barrett Jill Benson Rita Bottoms Marc Cochran Michelle Coviello Tiffany Crenshaw Jillian Dodson Debbie Fledderjohan Jay Hancock LaTonya James-Rouse James Kemper Mary Mallett Javid Muhammedali Sabina Smits Jonathan Weiner Published by

In this issue Page 2 . . . . . . . . . . . Prez Message Page 3 . . . . . . . Leadership Spotlight Page 4 . . . . . . . . . Vendor Spotlight Page 5 . . . . . . . . Membership Drive Page 6 . . . . . . . . . . . WORXTIME Page 7 . . . . . . . Conference Review Page 8 . . . . . . . . . . NCASP Event Page 9 . . . . . . . Conference Review Page 10 . . . . . . . . . Careerbuilder Page 11 . . . . . . . Conference Review Page 12 . . . . . . . . . Beach Volleyball Page 13 . . . . . . . . Legal Matters, I-9 Page 14 . . . . . . . . . NCASP Awards Page 15 . . . . . . . . Working Capital

2 May/June 2013

Page 16 . . . . . . . . . NCASP Award Page 17 . . . . . . . . . . Certification Page 18-19 . . . Vendor Thanks & Index Page 20 . . . . . . . Essential StaffCARE Page 21 . . . . . . Placing Contractors Page 22 . . . . . REALWORLD Staffing Page 23 . . . . . . . . . . . Productivity Page 24 . . . . . . . . . . . . Education Page 25 . . . . . . Kaiser Health News Page 26 . . . . . . . . . . Membership Page 27 . . . . . . . Associate Members Page 28 . . . . . . . . . Payrolling Scam Page 29 . . . . . . . . . . May Webinar Page 31 . . . . . . . Board of Directors

President | Marc Cochran marc@ncasp.com Staffing Now is published six times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2013. All rights reserved.

NCASP.com

Leadership Spotlight

By Rita Bottoms, CSP

Jonathan A. Weiner

Jonathan A. Weiner, CPC, Mez Media, Inc. CEO, 2009 – present and CEO/Founder, 360 Dunamis, Inc. 2004 - present

What are your primary job responsibilities?

I run the day to day operations of both businesses, including sales, P&L, manage the creative, logistics, projects, etc.

How did your pre-staffing/recruiting life help prepare you for your current career?

It taught me to be detail-oriented and deadline conscience.

In which industries and functions do you specialize?

In 360 Dunamis, Manufacturing Management, mid-senior level and in Mez Media, the human capital space, recruiting, staffing, HR, etc.

Has your NCASP membership benefited you thus far? If so, how?

I’ve met some interesting professionals in the state, many of whom have become friends, clients or both.

Which aspects of your job get you revved up?

Creating a new digital marketing strategy for our clients

Why did you join the NCASP BOD? I thought it would be a good way to have a say on what we did for training at our conferences.

Which aspects of your job would you outsource if you could?

Tax prep work.

Tell me about your professional life before joining your current company.

I was a Retail GM in Paris, France.

Anything else you’d like to add about your personal or professional life?

I’ve had the opportunity to speak at a variety of events, GAPS, TAPC, NNEAPS, etc. and enjoyed seeing how they ran their associations. I also own an Aikido Dojo in Charlotte, NC and am a 3rd Degree Black Belt and teach classes weekly.

Why did you leave that industry for the recruiting/staffing business?

Opportunity, financial gain, change of pace…

NCASP Beach Party – Place your bets!

By Brandy Bar rett

The 2013 NCASP Conference Beach Party kicked off with an exciting walk down the red carpet. Arriving at the party, conference attendees had the opportunity to be filmed or have their picture taken by the Mez Media team. Hopefully, you were lucky enough to be interviewed by our very own NCASP correspondent, Kara Bertoncino!

seafood, having a cocktail with an old colleague, cheering on a horse, or winning an auction item – there was something for everyone at the NCASP Beach Party. We look forward to seeing you next year for another exciting event.

Later in the evening, All-In Entertainment hosted our virtual horse racing event. The lines were long to place bets on your favorite horse(s) and get in on the action. Additionally, guests had the opportunity to bid on many silent and live auction items, including Apple TV’s, iPod minis, and a coveted MacBook Air. Overall, with your support, we raised a great amount of which a portion will be donated to A Brighter Path, www.abpfoundation.org. Thank you to our generous vendor partners who donated items to the auction!

A time to all gather together, the Beach Party was a wonderful opportunity for attendees to mingle, network, and have fun. Whether you found yourself nibbling on delicious local NCASP.com

John Ravelli congratulates Joe Doyle of TalentWise on winning the 50/50 Cash Raffle.

May/June 2013 3

Spotlight on Vendor At Senn Dunn, two powerful words continue to set us apart after 85 years – connected expertise.

We understand that each client and solution is unique.

Through our connected expertise, we are able to provide the highest level of specialized industry professionals to successfully create connections between our clients, insurance carriers and industry resources.

We connect with our clients to discover what’s most important to their insurance needs and then meet those needs with continued excellence. Connected Expertise.

Senn Dunn INSURANCE Greensboro • High Point • Raleigh • Wilmington 800.598.7161 • SennDunn.com

Business Insurance

4 May/June 2013

Employee Benefits

Personal Insurance NCASP.com

JOIN NCASP

Join Now:

Now is the time to join North Carolina’s only association dedicated to the advancement of staffing and recruiting companies.

$199 Solo/Individual Membership $299 Corporate Membership

What does your NCASP Membership offer?

Visit NCASP.com/join-now to get started.

• • • • • • • • • •

Networking and Business Opportunities Discounted Educational Opportunities Regional and State events as well as Industry Certifications Legislative Information & Advocacy Contact with Nationally Renowned Industry Leaders & Trainers Access to Great Vendor Products & Discounts Visibility on NCASP Website Listing in the Online Directory Bi-monthly Digital Newsletters – Staffing Now (Ezines) Added Credibility in Your Community and with Your Clients

About NCASP:

For questions on Membership

Please contact James Kemper, Director of Membership 704-372-7640 jms@whmeanor.com

The function of NCASP is to promote the staffing industry in a positive, educational and ethical manner and act as a watchdog for legislation which might adversely affect the industry. NCASP is the only trade association in NC that represents ALL areas of the staffing business – temporary, direct hire, long term staffing, executive recruiting, contract employment and everything in between. www.ncasp.com NCASP.com May/June 2013 5

WHY THE LOOK BACK RULE WAS CREATED

S E R V I C E S AVA I L A B L E Monitors employees hours in real time Sends automated Alerts to the employers, on multiple layers, on status of hours worked

The Look Back safe harbor was created to ensure all Americans are given the opportunity to have and/or purchase health insurance. It was established by the IRS under the authority granted by the Patient Protection and Affordable Care Act (PPACA), sometimes referred to as ‘ObamaCare’. As of January 1, 2014, large employers must either offer coverage to all full-time employees or pay a penalty.

Projects probability of part-time employees moving to full-time status based on average hours Reports employees that qualify as “full-time” for purposes of ‘Play or Pay’ avoiding penalties Affordability Testing

EMPLOYEE TIME MANAGEMENT SOLUTIONS THAT WORK FOR YOUR BUSINESS. WorxTime was developed to assist employers in managing employee hours and benefit eligibility with easy data upload wizards. WorxTime begins the testing and monitoring process once employers complete the setup wizard. Various reports provide employers with valuable data; such as, when new hires become benefits-eligible, which employees are likely to qualify for “full-time” status based on the trend of hours

Rate of Pay Safe Harbor Testing Penalty Calculator Reserve hours for utilization during peak times

worked, and whether coverage offered qualifies as “affordable,” and more all at the click of a button. With WorxTime Reservations function, Employers can reserve hours for employees when they need them most, allowing the Employer to remain properly staffed without having to worry about an employee shifting to a “full-time” status. As HealthCare Reform Laws change, new releases or WorxTime will allow you to focus on what you do best: Your Business.

7500 S. Memorial Pkwy., Ste. 211 Huntsville, AL 35802

6 May/June 2013

Tel 256.468.9700

Fax 256.883.0893

WWW.WORXTIME.COM

NCASP.com

Conference Review B y M i c h e l l e C ov i e l l o

Owner/Manager Panel Discuss Hiring Trends and More We kicked off the conference with a dynamic Owner/ Manager panel on Thursday afternoon. The panel consisted of Bob Livonius, Chairman of ASA, John Sacerdote, President of NAPS, Karen Russo, one of our conference speakers and the CEO of KRA, and Craig Stone, CEO of HireNetworks.

The panel was moderated by Jonathan Weiner.

The panelists were asked various questions during this session. What are some of the latest hiring trends? All agreed that technology hiring remained very hot. Healthcare, Nursing, and Construction were also strong.

staff and obtaining and retaining key clients was also on everyone’s radar. When asked for advice on starting a company, make sure to sell your clients and prospects what they need, not what you have. Try to solve your client’s problems.

On the topic of Social Media, all agreed that communication via text was on the rise with their candidates and clients.

LinkedIn is an essential tool, as is Facebook. Several were using sites like Hootsuite to integrate their corporate social media.

Some time was spent on how to hire good recruiters. Several agreed that hiring more seasoned professionals required little on the job training but were more difficult to find.

Suggestions included using referrals from employees, your network, and your existing clients. Offer your employees a referral bonus and treat your staff well. These will also help attract and retain good talent for your office.

As for rising healthcare costs, all were in agreement that rising costs are getting passed along. Make sure you trust and rely on your broker.

The panelists were also asked what kept them up at night.

Several replied financials, hitting their numbers, maintaining production and growing their businesses. Retaining their

Thank you to Jonathan Weiner, our Moderator, for providing thought provoking questions for our expert Panel.

Marc Cochran kicking off the Thursday Owner/ Manager Panel featuring Bob Livonius, John Sacerdote, Karen Russo, Craig Stone and Moderator, Jonathan Weiner.

NCASP.com

For owner/manager training and development, suggestions included a business coach, creating a board of advisors, Vistage, the Pinnacle Society and a mentor.

Colorful tee shirts and healthy competition at our 3rd Annual Beach Volleyball Tournament.

May/June 2013 7

You are invited to a Healthcare Reform Q&A at Starmount Forest Country Club in Greensboro on Tuesday, June 4, 2013, 4:00-6:00 p.m. Join us for an informative and timely presentation followed by a Happy Hour sponsored by The Clement Companies.

Guest speakers Bill Whitehurst and Attorney, Womble Carlisle will discuss the Affordable Care Act and how it will impact our industry in the coming years. It’s an event you will not want to miss. $20.00 per registrant (includes happy hour)

Click here to Register today!

“Freedom is helping your candidate get off on the right floor. And the right foot.”

Jonathan Katz, of Careerbuilder, 2013 Silver Sponsor, Awards Luncheon Speaker.

Joe Doyle of TalentWise, our Silver Sponsor, introducing Joanie Ruge, our Keynote Speaker How can you free your candidate from the trappings of paperwork and the perils of process in hiring? Ask TalentWise, an award-winning hiring process management provider that can streamline how you select, screen and onboard new employees. Bringing the freedom you’ve always wanted to the next level. Find out about our product demo today.

Welcome to a hiring process that sets your candidate free.

Kara Bertoncino and Danny Ashraf of Monster, Bronze Sponsor, on the Red Carpet

8 May/June 2013

Joseph W. Doyle | 919.359.2097 jdoyle@talentwise.com | talentwise.com

NCASP.com

Conference Review Keynote Speaker Review: Joanie Ruge

By James Kemper Joanie is the founder and president of TACK Consulting that focuses on marketing and brand awareness strategies for companies. She spoke to the NCASP group on the topic of Secrets to Boosting Our Industry and Your Personal Brand.

This is a topic that has received a lot of attention the past several years with the advent and advancement of social media strategies. She started the talk by saying we all need to ask ourselves one very important question, “Why do people work with me.” It may sound simplistic but only from there can one formulate a proper brand strategy. The strategy will entail collecting information on your value and value statement, what it is that differentiates you from your competition, your character and style. Proper branding requires that all of the above needs to be consistent with your desired branding goal.

On the implementation side you will want to share success stories both from your clients and from the candidates, focusing on positive comments that they experienced in working with you. It is in these areas you can promote the additional value provided to both candidates and clients.

The other side of building your brand is the practical side, that being your industry. You need to stay abreast of the market trends and economic outlook for the industry or industries you support. Do you want to be a generalist or does it make sense to specialize in a niche industry or profession? What are the employment trends in that area and do you want to focus on a particular geographic region?

It is after this you will need to build your arsenal of candidate talent to support these goals and target markets. By studying employment trends you can see where growth is happening and has the potential to grow and hopefully get into it before it peaks. Joanie provided some interesting statistics on industries showing real growth like construction at a +18,000 new jobs and manufacturing at +3,000 but professional services leading both.

Do you need to re-target your technology platform? Does it make sense to develop your own mobile app or will another product work better? Does your database reflect your desired target audience or does this need to be revamped?

It is this area you need to be judicious as one can spend a lot of money to no avail.

Lastly, she closed with one piece of advice that is more important than anything else, niche industry or IT related can surpass; be good to your candidates! If you are good to your candidates they will reciprocate immensely and with no talent base from which to draw or a bad reputation in that area all of the above investments and branding will do no good. So be good to your people, and stay positive.

Tim Moore: General Session, The End of Social B y B ra n dy B a r re t t

Conference attendees were on the edge of their seats during Tim Moore’s presentation regarding social media. We quickly learned what’s hot and most importantly, what’s not.

Tim said it’s all about understanding the rise of generation ‘C’. These individuals are digitally connected and oriented around all social media. Sharing content is in their ‘DNA’ and they are doing it on the go. Right now, mobile phones are being used for everything but phone calls. With 5% of phone usage dedicated to actual phone calls, mobile phones are literally the life line to sharing and receiving information.

Tim emphasized that businesses need to modify their own social media campaign to keep up with a generation that wants their information accessible by mobile phone. For staffing firms, this means that candidates will want to be able to review and apply to positions directly from their phones. Clients will also want to gain their information this way as well. Overall, Tim’s presentation had the entire audience thinking about what’s next in social media and how to stay current.

NCASP.com

What’s Hot: Looking ahead to the next new exciting product, Tim also gave us a glimpse into Google Glass, a new digital sharing device. To learn more about Google Glass, visit www.google.com/ glass. Additionally, Pheed. com was also introduced as a new social multimedia platform that enables users to create, inspire and share text, photos, videos, audio tracks, voice notes and live broadcasts.

What’s Not: Surprisingly, according to Tim, Facebook seemed to be losing the interest of those C Generation users.

May/June 2013 9

FOUR MYTHS ABOUT MOBILE RECRUITMENT According to a recent study from research firm Gartner, Inc., by the end of this year, mobile phones will overtake PCs as the most common web access device worldwide. Not only that, but eMarketer forecasts the number of mobile shoppers in the U.S. will increase by 24 percent this year and represent 62 percent of digital shoppers. And it’s not just consumers who are relying on mobile to make decisions: more and more, job seekers are using mobile devices to search for jobs and research potential employers. In fact, as of October 2012, 25 percent of CareerBuilder’s traffic comes from mobile devices – and that number is only growing.

CREATING A MOBILE-FRIENDLY SITE ISN’T WORTH THE HASSLE A mobile website helps generate even more traffic to your site, because it provides improved rankings on mobile-friendly search engines such as Google and Yahoo, and also allows placement in a growing number of mobile and local directories. Thus, creating a mobile-friendly website is single-handedly one of the easiest ways to increase traffic to your career site and the likelihood of candidates applying. Moreover, a recent Google study reveals that over half of smart phone users (61 percent) are likely to leave a site right away that doesn’t offer a user-friendly mobile experience. Even more (79 percent) say they’ll search for another mobile site to do the job. Given the similarities between candidate job search behavior and consumer buying behavior, employers would be wise to pay a ention to these findings. If 20 percent of your traffic comes from mobile devices, and you do not have a mobileoptimized site, you could be driving away nearly 80 percent of those candidates.

HAVING A MOBILE WEBSITE WON’T INCREASE TRAFFIC Okay, this myth is only half false. You might not necessarily increase traffic to your website with a mobile-friendly career site; however, you do risk losing traffic if you don’t have one. Why? If your website doesn’t look good on a smart phone, users will move on to one that does – and they have plenty of options: A recent CareerBuilder survey shows that 57 percent of employers with 1,000 or more employees have mobile-friendly versions of their career sites. If you’re not among this group, you’re pu ing yourself at risk of losing valuable candidates to mobile-friendly competitors.

MOBILE SITES DON’T AFFECT YOUR EMPLOYMENT BRAND BRAND A mobile website improves the user experience and satisfaction, ultimately creating positive feelings toward a company’s brand, according to recent research on mobile website usability. On the flip side, websites that are NOT mobilized can leave visitors with a poor impression of a company’s brand. According the above-mentioned Google study, 55 percent of consumers say a poor experience on a mobile site hurts their opinion of a brand overall, and 52 percent say it makes them less likely to engage with a company. Remember, candidates are consumers, too, meaning their mobile experience with your career site will have the same impact on your employment brand.

MOBILE SITES ARE “BLEEDING EDGE” Having a mobile-friendly website is no longer considered cu ing edge – the same way having a social media page is no longer considered ahead of the curve. Therefore, going mobile isn’t about staying ahead of the competition: it’s about keeping up, especially as job searches conducted from mobile devices increases. It is imperative that employers take the steps now to connect with the growing number of potential applicants who visit their websites from mobile devices.

Remember: The adoption of new technology is now happening faster than ever before. The World Wide Web changed everything, and since then, social media, smartphones, and tablets have had a profound impact on the way people share and consume content, and particularly the way people look for jobs. Consider mobile the next significant step in talent acquisition. One you need to embrace sooner rather than later – because whether you like it or not, that’s where talent acquisition is headed. The question is: will you be there with it?

This post was originally created for CareerBuilder’s Employer Blog: The Hiring Site (www.theHiringSite.com) by Eric Owski. To view the original post, visit: h p://cb.com/TYDUOL

STAY CONNECTED AND JOIN THE DISCUSSION Doing our part to create a stronger job market, CareerBuilder® helps staffing and recruiting firms a ract the best talent while providing their candidates access to the best job opportunities available. As the job market shi s, CareerBuilder will be there every step of the way, empowering employment.

CareerBuilder for Staffing & Recruiting www.facebook.com/CareerBuilderForStaffing

10 May/June 2013

CareerBuilder for Employers www.twi er.com/CBforEmployers

Employer Blog www.theHiringSite.com

NCASP.com

Conference Review

By Tiffany Crenshaw

Speaker Reviews

Karen Russo

Jill Benson

If you’ve never met Karen Russo, get ready! Karen has the kind of energy you want to plug your own battery into so you can keep up. On behalf of NCASP, I sat in on two of Karen’s three sessions, learned a few things and laughed heartily at one tidbit on motivation that I’m certain my team will see implemented very soon.

Even though she’s still young in her career, Jill Benson is making a mark in employment law within the staffing industry in NC. She filled the room and made a dry topic very interesting for a hung over and tired audience.

It is the story of a manager who when the company numbers were down gave the office an afternoon off to go shopping. So they happily went shopping! When the shoppers returned to the office the manager said, “Hope you enjoyed your shopping spree! Now it’s time to get back on the phones so you can pay for it!”

Talk about motivation! That motivated me; and so did Karen the following day. In her energetic, slightly wandering way, she recounted her adventures as she moved her business operations from NYC to Mexico and demonstrated how a business savvy CEO retooled her business from a search firm trying to succeed in the economy to a sourcing agency supporting search firms. She evaluated her core strengths, liquidated the challenging parts of her business, hired a winning (and economical) team in South America, focused on metrics, became vigilant about processes and built her business stronger than before all the while enjoying a work life balance. If you need sourcing assistance, there is no doubt Karen Russo will outperform your expectations.

The morning topics were social media in the work place and the new focus on lesbian, gay, bisexual and transgender (LGBT) as a protected class. In hearing Jill recant multiple case studies regarding social media, it’s becoming apparent that employees have the right to network via social media during the workday and the right to defame an employer or complain about working conditions online. Surprised? Yep, audible gasps of surprise circulated the room! Additionally, as the LBGT community becomes a stronger focus for the government in 2013, Jill reminds business owners and managers that it’s time to update anti-discrimination policies, training and practices on the subject.

A huge thank you to Cassie Watkins and her loyal helpers for coordinating the Registration desk at our Spring Training Event! We couldn’t do it without you!

NCASP.com

Thank you to Spruill Alexander, for providing our Volleyball Tournament Tee shirts!

May/June 2013 11

Conference Review

By Rita Bottoms

NCASP Beach Volleyball Tournament!

So much fun and Recruiters and Staffer and Vendors are certainly competitive!

We had 4 teams to play – Team Pink, Team Blue, Team Yellow and Team Green!

We started with Team Pink taking on Team Green – it took 3 games but Team Pink battled their way to a win! Next we had Team Yellow taking on Team Blue – Team Blue smoked Team Yellow to make it into the finals!

Championship Game – Team Pink vs. Team Blue battling back and forth for three games – TEAM BLUE are the CHAMPIONS of the our 2013 NCASP Getting Ready to Soar Conference. Get your teams ready for next year and we look forward to seeing you at the conference on the beach for more volleyball fun!

Two happy volleyball winners, BLUE TEAM’s Shelley Talbot & Antonina Pavia

Kara Bertoncino and Brandy Barrett on the Red Carpet

Providing Staffing Insurance Programs for over 15 years.

Property Workers Compensation Health Insurance

General Liability Third Party Fidelity Mini Med Health Benefits

Professional Bonds Life, Disability, Dental & LTC

1-800-849-8013 Scott Cooper and Spruill Alexander provide the knowledge and service that will help your staffing company understand why you need certain coverage and how to purchase the coverage at the most competitive rate. Make the call; you will be glad you did.

Our 50/50 Cash Raffle was a huge hit!

Spruill Alexander ext. 204 Scott Cooper

12 May/June 2013

Scott Cooper ext. 226

Web Site: www.Clementins.com

NCASP.com

Legal Matters

By Jill Benson, Attor ney, Womble Carlyle Sandr idge & Rice, LLP

The New Form I-9 The U.S. Citizenship and Immigration Services (USCIS) recently revised the Employment Eligibility Verification Form I-9 (“Form I-9” or “Form”), which employers are required to complete on all newly-hired employees to verify their identity and authorization to work in the United States. The Form I-9’s recent facelift is designed to improve compliance and minimize errors in completion of the Form.

The primary changes to the Form I-9 include:

• New data fields in Section 1 of the Form, including the employee’s telephone number and e-mail address (which is optional) and foreign passport information (if applicable).

• New instructions which provide

and employees when completing the Form.

• New format which expands the

document from one to two pages (not including the instructions and List of Acceptable Documents).

The new Form I-9 is currently available for use and USCIS advises employers to begin using the updated Form immediately. However, all employers will be required to use the new Form effective May 7, 2013.

In preparation for this upcoming deadline, and to avoid civil penalties, employers should ensure they are familiar with the changes to the Form, that management personnel are adequately trained on completing the Form, and that the new Form I-9 is used for all new hires, and employee re-verifications, no later than May 7, 2013.

Employers can order copies of the Jill is NCASP’s new Form Legal Advisor I-9 by calling the USCIS Forms Request Line at 1-800-870-3676, or they can access electronic copies on the website at www.uscis.gov. In addition, the USCIS has updated its publication “Handbook for Employers”, available at http://www.uscis.gov/files/ form/m-274.pdf, which is a valuable resource for employers to have on-hand if assistance is needed in completing the Form I-9.

For additional information, or for assistance with Form I-9 training, please contact your employment counsel, or Jill Benson of Womble Carlyle at (336) 574-8095 or jibenson@wcsr.com.

additional guidance to employers

Avoid Compliance Pitfalls

Packed room for Friday morning at the Holiday Inn Resort for the 2013 NCASP Annual Spring Training Conference.

John Walters of Essential StaffCARE, 2013 Key Platinum Sponsor NCASP.com

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

CA

DC

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GA

MD

NC

SC

VA

WCSR.COM

©2012

May/June 2013 13 Jill Benson  (336) 574-8095  jibenson@wcsr.com

NCASP Awards B y J o n a t h a n We i n e r

Jillian Dodson, Member of the Year!

The NCASP Member of the Year is really an MVP award. It goes to a board member that has gone above and beyond the call of duty as a volunteer in our association.

The individual is someone that not only talks the talk, but walks the walk, and this year, that person is Jillian Dodson, CPC, CTS. I recruited Jillian to the board over 5 years ago, and she was this young rookie, and extremely shy...after adjusting to my energy and NY attitude, she has taken the certification program for our state to new heights, has been instrumental in getting over 150 professionals certified in the past 5 years. She also stepped up huge in the dawning hours of this past conference, as Co-Chair, and truly assisted the Executive Committee in many operational details to put on another positive successful event. With a recent Med, Rookie of the Year award and now Member of the Year, I wouldn’t be surprised if she is running the association in a couple of years!

Jill Benson, Vendor of the Year!

By Mary Mallett

Our 2013 Vendor of the Year Award goes to the firm who continues to give their financial support and keen knowledge to our Association in order to enhance and improve our industry. Jill Benson of Womble, Carlyle, Sandridge & Rice encompasses those qualities where she always responds to our calls when we need specialized training on all types of trending legal topics. Jill has been an integral part of our Association for several years and has now has been selected as our Legal Advisor on our NCASP Board of Directors. She is a wealth of important information for our group. Jill gives of her time and expertise throughout the year when we have Legal needs for our members. We congratulate Jill Benson, our 2013 Vendor of the Year Award!

14 May/June 2013

NCASP.com

Vendor Services B y S a b i n a S m i t s , AG R Fi n a n c i a l , L L C.

Unique Sources for Working Capital In this slow recovery of the economy, many staffing company owners are seeking to reduce expenses by taking advantage of some of the lowest interest rates in decades. Staffing companies that used to be primarily concerned with revenue growth are now focused on the expense side of the income statement. The type of institution you borrow from will influence the terms and conditions of your loan. Those terms and conditions affect how you can manage your business today and into the future.

What interest rate will be charged is usually the first question a business owner asks of a new lender. However, rate is not the only factor that owners’ should consider. Savvy entrepreneurs know that what you pay for your credit facility has to be an objective decision that ensures long-term success.

Although banks often can save you a few percentage points in rate, this can be offset by numerous service charges and costs paid to accountants for rendering financial statements. Banks are often more inflexible to changing needs of staffing companies. A typical bank loan will include line limitations, severe penalties for default, annual renewal and re-approvals, restrictive covenants, and sometimes personal collateral such as the business owner’s home or other property.

The U.S. Bureau of Labor Statistics (BLS) predicts growth for the personal supply service industry, which includes staffing, of 14.3% resulting in 20.5 million new jobs by 2020. Is your bank comfortable with rapid growth and the intangible nature of staffing? Are they ready to respond quickly to your needs? So where does a business owner get the flexibility they need?

Another source of credit is factors.

Factors buy your invoices for a discount and provide immediate cash. They typically do not have lines of credit limitations or financial covenants. They also do not typically NCASP.com

require annual renewals or additional collateral. They usually insist on buying all of your invoices but limit the credit risk they are willing to take on specific customers. The downside to this type of financing is that it is more expensive than banking arrangements and factors can often be intrusive on your customer base and make collection calls on your behalf. In some cases, factors will require you to purchase and maintain credit insurance against your customer business.

Asset-based lending (ABL) is also a type of lending secured by assets of the company. Most commonly, there is a borrowing base comprised of assets (i.e. accounts receivable, inventory, machinery or equipment) that forms the basis of the collateral on which the loan is secured. If the loan is not repaid the assets are liquidated to repay the loan. An asset-based lender will generally have an overall credit limit on maximum borrowings plus certain financial covenants. Actual borrowings, however, will depend upon an agreed upon advance rate and the eligible collateral at any given time. Because of this, there may not be sufficient liquidity to support your business.

A hybrid approach can be a funding company. A funding company can be the best alternative to leverage money without giving away equity or taking on debt. Advances are made against your customer invoices to give you the cash flow you require to fill the gap between when your company delivers a service and when your customer pays. Some funding companies offer a smorgasbord of services specifically designed for staffing companies.

Advance rates can be arranged on a sliding scale allowing as much as ninety percent thus enabling businesses to decide from week to week their cash flow needs. Lower fees may also be rewarded for high volume growth.

Concurrent with advances owners can elect to outsource their back office and administrative tasks such as billing,

payroll processing and payment of related taxes, and preparation of W-2s and other forms, as well as collection functions.

Customized plans offered by funding companies allow the firm’s owner and staff to focus on their core business of selling staffing services.

Many factors, asset-based lenders and funding companies are generalists that serve many industries. With the intangible nature of staffing, companies are often put in a precarious position with lenders that do not understand the industry. With their rapid growth potential and lack of hard assets, staffing firms that request expandable funds from an unenlightened lender can go from welcomed borrower to credit risk almost overnight. Rather than trying to change the practices of lenders who serve many industries and have only a passive knowledge of staffing, the best chance of finding a financial partner that will work in your best interest is to pursue one that funds the staffing industry exclusively.

There are factors, asset-based lenders and funding companies that service a niche market such as staffing. You can often find those niche lenders by asking others in your industry, reading trade publications, or asking your local and national trade associations.

As the economy recuperates, the future for staffing services looks very promising. With the next economic expansion reserving a lead role for staffing companies poised for growth, there is a lot to be gained in new clients and expanded business – and a lot to be lost for those whose funding source puts on the brakes when they are ready to go forward. __________________________________ Sabina Smits is the Director of Business Development for AGR Financial, LLC and has been assisting staffing companies with working capital financing since 1993. She can be reached at ssmits@agrfinancial. com or by calling (305) 255-8181. For more information visit www.agrfinancial.com.

May/June 2013 15

NCASP Award

By Cher yl Neely

Rookie of the Year: Miles Kochaniec of Carolina Staffing Resources Miles started his career with us interning in the summer of “2011” and came aboard officially in January of “2012”. In that time he has helped grow our staffing firm from the ground up by staffing all clients and building relationships with all of them. His great customer service and personality wins him rave reviews with all our clients and the workforce is motivated by his recommendations and coaching of their career search. He moves easily from recruiter to sales and helps also build relationships in the community. He puts in endless hours and doesn’t stop till the client gets what they need. This past year he also helped in several charities in the community and organized and coached a summer basketball league. His all round talents makes him a great choice for “rookie of the year”.

We’re all searching for a better something. And it usually takes more than a simple keyword to find it. But with Monster’s new 6Sense® search technology, you’ll find what you’re searching for faster. It’s what drives our cutting-edge innovations like Power Resume Search. And unlike keyword searching, 6Sense “thinks” like you do. Which means it analyzes resumes for both meaning and context, so it delivers results that more closely match what you’re looking for.

Better results. For a better fit. And a better future. Monster. Find better.

We’re all searching fortoalearn better something.

Visit findbetter.monster.com more about And it usually takes more than a simple keyword to find it. But with Monster’s new 6Sense® search technology, you’ll find what you’re searching for faster. It’s what drives our cutting-edge innovations like Power Resume Search. And unlike keyword searching, 6Sense “thinks” like you do. Which means it analyzes resumes for both meaning and context, so it delivers results that more closely match what you’re looking for.

Better results. For a better fit. And a better future. Monster. Find better.

Visit findbetter.monster.com to learn more about We’re all searching for a better something. And it usually takes more than a simple keyword to find it. But with Monster’s new 6Sense® search technology, you’ll find what you’re searching ® for faster. It’s what drives our cutting-edge innovations like Power Resume Search. And unlike keyword searching, 6Sense “thinks” like you do. Which means it analyzes resumes for bothTM Find Better. meaning and context, so it delivers results that more closely match what you’re looking for.

Better results. For a better fit. And a better future. Monster. Find better.

Visit findbetter.monster.com to learn more about ®

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As seen in: 16 May/June 2013

®

NCASP.com

Certification

By Jillian Dodson

Congratulations to our Recently Accredited Associates We would like to thank Dr. Frank Burtnett for traveling to NC to facilitate the Immersion course and administer the CPC and CTS exams. Following are the names who participated and were certified during our Immersion through NAPS at Wrightsville Beach on April 25th.

Certified Personnel Consultant (CPC) Scott H. Fallon Chrissy Kelly-Corne Kathy S. Moore Antonina C. Pavia Jennifer W. Salter Brianna Shait Shelley Talbot Alison White

Certified Temporary Staffing-Specialist (CTS) Felicia K. Costner Christina Dixon James Lee Etringer Jamie L. Hamby Traci M. Haynes Nichole C. Holleman Allison D. Poteat Susan Romine LaShanda Spain Dalton Lauren A. Storey Michelle Walker James A. Wilton

CPC and CTS Certifications Ellen Hill Katherine Skinner Natalie Dolon Cece Robinson Michael Brannock

Scan the QR code or visit http://bit.ly/CTStxt for a free eBook on how texting can reach hundreds of candidates in minutes

NCASP.com

May/June 2013 17

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Thanks for Making It All Possible!

We had a wonderful training conference at Wrightsville Beach last month with a terrific showing of Attendees, New Members and Vendor Partners. If you missed it, please register on our site for 2014 as soon as we announce the date which will be real soon! We received many accolades from our Vendor Partners about our fantastic event and several have indicated their desire to exhibit with us next year. Some firms have already paid to secure their Booth for 2014! Now that is commitment! We highly recommend these firms and their products and services. Take time to go to their websites and learn more about what they can do for you.

A huge thank you to our friends at Essential StaffCARE, John Walters, Alan Gilbert, Jody Williams and Jay Dye who sponsored our Vendor Kickoff Reception on Thursday evening and they also wrapped up our event on Saturday morning by drawing the iPad Mini winner, Nadine Moore. They generously donated the iPad Mini for those folks who diligently made an effort to visit each vendor booth and meet each vendor representative. They will be hosting more informational Webinars for our members in the upcoming months and we appreciate their commitment to our association.

Joe Doyle of TalentWise Solutions, one of our Silver Sponsors, hosted our Friday evening entertainment and donated the MacBook Air which had a winning bid by Bob Thompson. We appreciate the ongoing annual support of TalentWise.

Jonathan Katz of Careerbuilder returned as a Silver Sponsor and spoke to us at our Friday Awards Luncheon about Hiring Trends and Utilizing Social Media. We always appreciate Jonathan taking time from his busy international travel schedule to fly in and share the

18 May/June 2013

latest hiring news with us!

We had several Bronze Sponsors who stepped up and donated their time and money this year. Jill Benson of Womble, Carlyle, Sandridge and Rice received high marks for presenting pertinent Legal topics at our Saturday Breakfast. Jill and her firm were presented the 2013 VENDOR OF THE YEAR award. Congratulations Jill! Spruill Alexander of The Clement Companies, another former Vendor of the Year Award winner, sponsored our third Volleyball tournament by providing our colorful tee shirts again this year. Danny Ashraf & Blair Hogan of Monster donated our tote bags, notebooks and pens. Jonathan Weiner of Mez Media filmed our Red Carpet event as well as offered professional headshots. Thanks to all!

THANK YOU TO OUR 2013 VENDOR PARTNERS

Also we were pleased to have Tearle Bagwell & Ashlea Bagwell of WORXTIME, our Gold Sponsor, Karen Connor & Tom Sarah of COATS Integrated Software, Bill Clark & Lenny Tierney of Madison Resource Funding, Cassie Watkins & Scott Cox of Wells Fargo Insurance, Nathan Granitz & Kurt Murray of Assurance, Cecilia Kelly & Larry Gibney of US Funding, Sean Kelly of Alere Toxicology, George Mavrantzas of Global Cash Card, Bob Thompson of World Wide Specialty Programs, Tim Schilling of CNP Technologies, Ben Riley of Marquette Commercial Finance and Matt Gallagher of Avionte.

Be sure to keep a copy of the Vendor Partner index handy for when you may need their services to save you time and money while avoiding risk. Thank you to our Vendor Members, Sarah Doggett of Senn Dunn and Sabina Smits of AGR who also attended our event and will be exhibiting with us next year! Senn Dunn is our Vendor Spotlight this issue.

EMinfo.com

NCASP.com

2 0 1 3 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR

GOLD LEVEL PARTNER

John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products specifically designed for Staffing Industry employees.

864-527-0474 // JohnWalters@iagbenefits.com alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com

Tearle D. Bagwell, Heather McFarland & Ashlea Bagwell at WorxTime HealthCare Reform Eligibility Made Easy 256-468-9700 // tearle@worxtime.com 256-468-9700 // heather@worxtime.com 256-763-1920 // ashlea@vbcenroll.com

SILVER LEVEL PARTNERS Jonathan Katz at CareerBuilder Internet Career Site 312.698.0841 // Jonathan.Katz@CareerBuilder.com

Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919-359-2097 // jdoyle@talentwise.com BRONZE LEVEL PARTNERS

Spruill Alexander & Scott Cooper at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 ext. 204 // salexander@clementins.com 800-849-8013 // scooper@clementins.com

Danny Ashraf & Blair Hogan at Monster.com Job Board & Recruitment Software 646-203-6452 // Danny.Ashraf@Monster.com 980-263-0844 // Blair.Hogan@Monster.com

Bill Clark & Lenny Tierney at Madison Resource Funding Clear Sailing to a Secure Future 800-508-3863 // bclark@4funding.com 800-508-3863 // ltierney@4funding.com

Jill Benson at Womble, Carlyle, Sandridge & Rice Attorney at Law/Employment Issues 336-574-8095 // 803-316-5791 // jibenson@wcsr.com

Jonathan Weiner at Mez Media Digital Marketing Specialists | Web, Email & Video 704-875-2891 // jonathan@mez-media.com Jim Shaki at RecuiterEco The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com

Tom Sarach & Karen Connor at COATS Sql. Fully Integrated Staffing Software 800-888-5894 // tsarach@coatssql.com 800-888-5894 // kconnor@coatssql.com Cassie Watkins, Scott Cox & Caroline Eller at Wells Fargo Insurance Liability & Workers Comp Insurance 704-556-2569 // cassie.watkins@wellsfargo.com 704-556-2594 // Scott.Cox@WellsFargo.com 704-557-7257 // caroline.eller@wellsfargo.com

STANDARD BOOTH SPONSORS George Mavrantzas at Global Cash Card Systems + Service = Easy, The Formula for Paycard Success 904-993-0469 // gmavrantzas@globalcashcard.com Sean Kelly at Alere Toxicology Drug Testing Solutions 919-803-4648 // sean.kelly@alere.com Robert Thompson at World Wide Specialty Programs Staffing Insurance 800-245-9653 x112 // rthompson@wwspi.com Tim Schilling at CNP Simplifying Voice, Data, and Emerging Technologies 704-927-6634 // tschilling@cnp.net Ben Riley at Marquette Commercial Finance Working Capital Solutions 410-409-5558 // ben.riley@marquette.com

Nathan Granitz & Kurt Murray at Assurance Independent Insurance Brokers 847.463.7263 // ngranitz@assuranceagency.com 847-463-7154 // kmurray@assuranceagency.com Larry Gibney & Cecilia Kelly at US Funding, Inc. Payroll Funding and Factoring 336-812-9767 // lgibney@usfundinginc.com 336-812-9767 // ckelly@usfundinginc.com Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 // matt.gallagher @Avionte.com Rachel Templin, CPA at Boatsman Gillmore Wagner Accounting 704-892-0745 // rtemplin@trustBGW.com

MEMBERSHIPS * Premier Member * Sarah Doggett at Senn Dunn Insurance Business Insurance 336-346-1375 // sdoggett@senndunn.com

* Premier Member * Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330-455-1433 // mdemaree@topechelon.com

Sabina M. Smits at AGR Financial, LLC. Temp Funding 305-255-8181 // ssmits@agrfinancial.com

Loree Barnard at Asurint Background Checks 407-797-0630 // lbarnard@asurint.com

Shelly Wilkinson at Tricom Funding Payroll Funding & Processing 262-509-6225 // swilkinson@tricom.com

Pat Turner at EmInfo News Features for Recruiting and Staffing 314-560-2627 // turner@eminfo.com

Lee Strickland at Phoenix Temp Funding Full Service Payroll Funding 877-569-8660 // lstrickland@phoenixtempfunding.com

Brian Neely at Snag a Job Hourly Employment Network for Jobseekers and Employers 804.433.2771 // bneely@snagajob.com

NCASP.com

May/June 2013 19

20 May/June 2013

NCASP.com

Industry Tips

By Debbie Fledderjohann, Top Echelon Contracting, Inc.

How to Place Contractors Outside Your Home State If you place contractors in your home state, it’s probably not a big deal for you to run your own back-office.

After all, you have to process payroll and handle taxes, unemployment, Workers’ Compensation, benefits, etc. for your in-house staff anyway.

But what about placing contractors in other states? You have the option to outsource the back-office for only out-of-state placements, which may be a good idea if you are a smaller firm with limited resources. Each state has different laws and requirements, so you if you run your own back-office for out-of-state placements, you will have to do a lot of legwork and research just to get set up in another state, not to mention the ongoing tasks. Here is a small sampling of tasks to complete in each state where you plan to place contractors.

• Register to do business as a Foreign Corporation, pay registration and annual fees, appoint a registered agent in each state, and pay agent’s annual fee.

• Research state and local tax requirements.

• Register for any applicable state income/franchise/ excise taxes (procedure differs depending on entity type –LLC, corporation, sole-proprietorship, partnership, etc), file and pay taxes annually.

• Register to withhold state and local income taxes, withhold from employees, deposit tax, complete quarterly and annual reports and reconciliations.

• Register for state unemployment insurance, pay tax, and complete quarterly and annual reports.

• Register for state Workers’ Compensation insurance,

• Register for state disability insurance, if applicable,

withhold tax from employees (if required), pay tax, and complete quarterly and annual reports.

• Register for vendor’s license in applicable sales

tax states, invoice for and collect tax, pay tax, and complete monthly, quarterly, and annual reports.

• Register for city income tax, if applicable, file, and pay annually.

• Research mandatory paid leave/sick time and set up accrual/use system, if applicable.

• If you will be offering medical insurance to

contractors, find an insurance company that can provide coverage and in-network providers in each state in which you will have contractors.

If your firm doesn’t have the time or resources to take on these additional tasks, that doesn’t mean you have to turn down out-of-state contract job orders. Again, you can outsource those placements to a contract staffing backoffice that will take on those responsibilities as the W-2 employer of your contractors. You don’t have to outsource all of your contract placements. You can choose to only use a back-office for the out-of-state placements. The best part is there is no ramp up time. You can start taking out-ofstate contract job orders immediately.

Branching out into other states is a great way to grow your business, but the myriad of state laws can quickly turn it into a nightmare for your firm. Be sure to do your homework or select a back-office that is well versed and in compliance with all state laws and requirements.

pay premiums, and complete quarterly, semi-annual, and annual reports. Plus you need to be prepared for annual audits in many states.

Karen Russo interviews Bob Thompson of World Wide Systems, new 2013 Booth Sponsor.

NCASP.com

Tearle Bagwell of WORXTIME, Gold Sponsor May/June 2013 21

CO M I N G S O O N !

No Fluff. No Script. Just the Truth.

The doors have been opened for us to film a documentary of a truly successful staffing and recruiting professional with proven accomplishments, a stellar resume, real clients and the type of integrity that the industry values most. This documentary will give you a front row seat of what it’s like to build a highly successful staffing and recruiting practice that has endured every ebb and flow in its path throughout a myriad of economic turns. In an age of online drama, fake resumes and unverified success; we decided to showcase the true reality of the staffing and recruiting world by focusing on what really matters most: the human element. Not all recruiting professionals were created equal.

In an age of dramatic, fake reality TV, we wanted to showcase a truly high performer with documented success. Proven Success to anyone that would qualify to judge that success. Our Film Documentary will take you through a day in the life of a successful staffing executive. You will learn the ins and outs of what makes the human talent acquisition purr. Stay tuned as their reality becomes yours and in the end, you will not only be astonished by the real impact this individual has on her candidates but also the impact her clients feel as they truly affect the success of their business with the number one asset in the world, People.

22 May/June 2013

NCASP.com

Productivity

By Javid Muhammedali, Vice President Product Management, Monster Worldwide

The Best Staffing Firms WIN with Productivity and Efficiency The challenge in recruitment is always the same: how to sift through the large amount of data while still delivering quality candidates. At Monster.com, we believe it comes down to search – and those organizations that can search efficiently to increase their quality of hires, and time to hire, will continue to have an edge over their competitors.

Monster.com has shaken up the search space with an entirely new and innovative platform based on semantics: balancing intuition and intelligence, 6Sense™ semantic search technology parses the actual meaning of words and phrases, and is able to make accurate inferences based on context, concepts and patterns to return truly relevant results. It essentially replicates what the human mind can do but with amazing speed. This semantic engine coupled with YOUR data presents the latest innovation from Monster and marks a significant milestone in the recruitment technology evolution. Javid Muhammedali tells us more about what’s driving the technology behind Monster’s SeeMore™ innovation.

How is 6Sense™ different from other recruitment search technology in the market?

It understands concepts and context.

For example, if you are trying to hire a C++ developer, it recognizes variations on a resume that mean the same thing–developer, software engineer or programmer. It also understands hundreds of sub-concepts or skills related to C++ and measures depth and breadth of experience in that field.

So 6Sense™ filters out all the irrelevant data?

More accurately, it finds the relevant data. For example, if you want someone with at least five years of experience in investment banking with a MSF from a top-tier school, it won’t just search on those keywords, it will search the way a human would, for anything that adds up to that. It knows the top-tier schools by name, it recognizes that mergers and acquisitions and derivatives are all related activities to investment banking, it notes the time spent in each field and even whether the candidate has recent versus older, potentially outof-date experience.

Blair Hogan of Monster, Bronze Sponsor.

Thanks for the tote bags and notepads!

NCASP.com

What is the “smart technology” behind 6Sense™ semantic search?

6Sense™ understands intuitively the context and the breadth of skills in each resume, to not only match candidates’ real skills and experience to a job’s requirements, but also rank them by compatibility. It has been engineered to find complex concepts in natural language documents.

How does SeeMore™ drive productivity in an organization?

A staffing firm’s proprietary database is their competitive advantage, yet keyword search does not provide an efficient way to search their data and find the right candidates quickly. With SeeMore™, staffing firms can now use the power of 6Sense™ semantic search on their own data, resulting in less time searching and reading resumes, and more time submitting and making placements. In addition, SeeMore provides search-driven business intelligence and analytics, so that firms can be more strategic about their resources. For staffing firms, those that get to the best talent quickest with increased productivity and efficiency.

Lenny Tierney & Bill Clark of Madison Resource Funding, Bronze Sponsors

May/June 2013 23

Education

by Anna Schuszler

Anna Schuszler is our Director of Education.

Webinars and Events • May 22, 2013: Senn Dunn - Sarah Doggett, Privacy Liability • June TBA: Career Builder- Jonathan Katz, Hiring Trends • July TBA: Womble Carlyle- Jill Benson, Legal Issues • August TBA: Monster- Danny Ashraf & Blair Hogan • September TBA: WorxTime Contact Anna for registration details: Anna Schuszler: anna@cv-staffing.com, 828-308-2160

Happy NCASP Training Conference Attendees

24 May/June 2013

NCASP.com

Kaiser Health News

By Jay Hancock, KHN Staff Wr iter

Temp Agencies See Opportunity In Health Law This KHN story was produced in collaboration with The Washington Post

School administrators in Dothan, Ala., aren’t sure whether health act rules taking effect next year will require them to offer medical coverage to substitute teachers, who lack it now.

a week,” company CEO Jeffrey Joerres told investors in January. “We definitely look at it as positive.”

Manpower and Robert Half declined to make officials available for interviews.

But they aren’t waiting to find out. The system has decided to hire subs through Kelly Services, a temporary staffing agency, to avoid any health-cost obligations that might come as their direct employer.

Little-known, complex rules developed by the Internal Revenue Service could allow even some full-time jobs placed through temp agencies to come without health benefits.

The district pays about $700 per month per full-time teacher for medical insurance. “You multiply that times 300 [substitutes] and you’ve got a big expense,” said Dell Goodwin, personnel director for Dothan City Schools.

Manpower, Robert Half and other staffing specialists are giant companies, with far more than 50 employees. So they are subject to the same health act requirements as everybody else to offer coverage to full-timers.

The rush to implement the Affordable Care Act, which is generating billions for insurers, hospitals and technology vendors, also looks like a boon for staffing companies, whose share prices have soared. But some suggest that exceptions for temporary employees could leave holes in the health law’s expanded coverage.

But in regulations issued last year the IRS left an opening for employers of “variable-hour” labor such as temp agencies.

If it’s not clear upon hiring that an employee will consistently work more than 30 hours weekly, companies get up to 12 months to determine whether she is full time and qualifies for health benefits -- even if she does end up working full time. Few temps last 12 months.

“That could lead to an increase in part-time workers” who lack insurance, said Susan Houseman, an economist at the Upjohn Institute for Employment Research who studies staffing companies. “You regulate something and people will always try to find a way around the regulation.”

Starting in January, employers with at least 50 workers must offer affordable coverage or pay a penalty. Some are considering outsourcing jobs to specialists such as Kelly, Manpower, Robert Half and Randstad to stay under this limit.

“We are already getting inquiries from our client base for companies in and around 50, asking us to help them understand this legislation, and to inquire as to how we might be helpful,” Keith Waddell, Robert Half’s president, told investors on a conference call a few weeks ago. “Our response is that we can legally help them remain under 50.”

The health law is also prompting larger organizations such as Dothan schools to use temp agencies. By requiring employer coverage only for those who put in at least 30 hours a week, the act creates an incentive to do less with permanent workers and more with part-timers, which are staffing agencies’ specialty.

Manpower is talking to clients about “a more flexible labor model” where workers “might be working 29 hours NCASP.com

“The overwhelming majority of temporary help workers, even if they were working full-time on a weekly basis for a number of months, wouldn’t be covered because of that 12-month look-back period,” said the Upjohn Institute’s Houseman. The rules, she added, “were written in a very favorable way for the temporary help industry.”

There are good arguments for exempting new, variable-hour workers from health-coverage obligations, she said: tracking who worked 30 hours during which weeks for health-plan eligibility would cause confusion for employers and insurers alike.

The upshot, however, is that most temporary help workers -- nearly 3 million on any given day -- won’t have employersponsored medical coverage even if they’re working more than 30 hours, she said.

Under the health law’s mandate that everybody be insured, temp workers without insurance must pay a penalty or seek coverage in state-based marketplaces known as exchanges. Because of the lower wages typically paid by staffing agencies, temps will likely be eligible for tax credits or Medicaid. [...]

Continue reading online May/June 2013 25

Membership News

By James Kemper

Headline Greetings and Happy May!

You simply can’t make the wrong turn with Global Cash Card. All of our systems and services were designed to make paycards absolutely easy for you.

Experience a demonstration and see just how easy our paycards can be.

Global Cash Card™ MasterCard Prepaid Card is issued by First California Bank and First-Citizens Bank & Trust Company pursuant to a license from MasterCard International Incorportated. The Global Cash Card Visa® Payroll Prepaid Card is issued by First California Bank and Metabank pursuant to a license from Visa U.S.A. Inc.

Spring is finally upon us although I thought it was in April we were to get the showers to bring May flowers. We here in North Carolina have been more like the Pacific Northwest with the persistent rain so I trust it hasn’t led to a gloomier attitude.

Thank you to all that attended this year’s conference in Wrightsville Beach. It may have been cool on the beach but it was hot in the conference rooms. We had a stellar line up of speakers and we kicked it off with our largest group going for industry certification. This was particularly satisfying as we had the presidents of both ASA & NAPS participating in our owners forum.

As you may have well noticed this year has been particularly active for NCASP. We have worked to expand on our activity and bring some very real and industry pertinent value to your membership. We have been providing webinars and training sessions on things that matter to you, everything from healthcare implementation to immigration reform, industry certification to labor law issues and strategies. It has never been better to be involved with NCASP. We are the state organization that functions to support your business and industry.

As we enter the summer months we will not decrease our activity but begin an active outreach program. Keep an eye out for mailouts and other information and if you have colleagues that you feel will benefit further with NCASP membership please let us know and share with them your experiences.

Lastly take some time to visit our new and revamped website and leave your comments and thoughts on the information included. www.ncasp.com

Substance abuse testing with more substance.

From a wide range of high-quality rapid test devices, to full lab confirmation testing, we offer a complete solution for all of your drug detection needs.

Sean Kelly | 919.803.4648 89073 REV1 1/13

26 May/June 2013

2013 New Members Deborah Miller 828-466-0162 deborah@prostaffing.us

Jeanne Blaisdell 336-282-5402 jeanneblaisdell@msn.com

Kelly Pritchard 828-728-0400 kellypritchard@ foothillsemployment.net

Jan Blethen 336-532-0090 Jblethen@triad.rr.com

Joanne Brassington 919-828-6202 jbrassington@ncapha.org

Jennifer Guthrie 704.236.3647 jennifer.guthrie@ inflightcrewconnections.com

Billy McDaniel (919) 654-6733 billy@automotivestaffing.net

Tom Gibson 704-624-8100, tgibson@ DecisionspathHR.com

NCASP.com

Wells Fargo Insurance Services

Providing staffing companies with flexible and cost effective insurance solutions By taking the time to understand your company, we can provide you with a level of insurance protection designed to mitigate your particular risks.

Karen Connor of COATS, Bronze Sponsor, donated an iPad Mini for our Live Auction!

Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Vice President 704-556-2594 scott.cox@wellsfargo.com wellsfargo.com/wfis Š 2011 Wells Fargo Insurance Services.

All rights reserved.

nc.

1/21/2011 4:33:34 PM

Friday night Beach Party and Live Electronics Auction supporting A Brighter Path charity.

2013 NCASP Associate Members

010711ab-B_AD_NC-StaffingInd 3x4 bw.indd 1

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EMinfo.com

May/June 2013 27

ASA Notice B y L a Ta n ya J a m e s - R o u s e

Beware of Possible Payrolling Scam

ASA has been made aware of an alleged fraudulent payrolling scam being perpetrated on staffing firms with offices in New York and Georgia, and possibly throughout the country.

The alleged scam operates as follows: An individual claiming to be the owner of an enterprise contacts a staffing firm to payroll employees while the enterprise sets up a new office in a nearby city. The enterprise provides fictitious employee information and falsified time cards to the staffing firm, and the staffing firm pays wages to these employees. When it is time for the staffing company to collect payment for services rendered, the business offers new addresses to which invoices should be sent and then stops responding to communications, leaving the staffing firm with payroll paid over several weeks and no way to collect.

Two companies that have been identified as perpetrating the alleged scam are Black Mountain Holdings and A&G Transportation Inc. The Federal Bureau of Investigation and state authorities have reportedly been made aware of the alleged fraud.

Before taking on new payrolling clients, staffing firms are urged to independently verify that any such client is legitimate and has adequate assets or funding to satisfy its debts.

Change is the only constant

WORLD WIDE the

Innovators of Staffing Insurance

New Year...New Goals?

US Funding has been funding staffing companies accounts receivable since 1999. We offer competitive rates and can tailor a plan to fit your business. As you set your goals for 2013 and beyond, Call US FUNDING help you reach them.

More Reasons to choose US Funding.  No Application Fee  No Monthly Minimums  Unlimited Funding

Cecilia Kelly Tel: (336) 812-9767 Cell: (336) 382-3295 Ckelly@usfundinginc.com

World Wide Specialty Programs, Inc. · World Wide New York Insurance Services, Inc. - CA, NH, TX

631-390-0900 · 800-245-9653 · fax 631-390-0922 · wwspi.com

28 May/June 2013

NCASP.com

“Privacy and Cyber Liability for Staffing Firms” webinar for Noon.

It is not a matter of IF a breach will occur, it is WHEN. Attend this webinar to help develop a roadmap for Privacy Liability: Gain a better understand of what is required by law for private information What can you do now to protect yourself and your company?

Breach: What is it? What to do once it occurs? And Insurance to protect your assets

Click here to register online!

Marquette Commercial Finance specializes in meeting your needs:

• Small and middle-market staffing firms, distributors, importers, manufacturers, and service providers who are seeking alternative when bank fniancing isnt’ available.

• Companies looking for on- or off-balance sheet working captial solutions tailored to meet specific growth, refinancing, restructuring or working captial requirements.

Let Marquette’s experience of 45 years in the accounts receivable financing industry assist you with a custom-tailored working capital solution.

NCASP.com

Working Capital Solutions for Small and Middle-Market Staffing Companies.

In today’s challenging lending environment.

Marquette Commercial Finance can help.

Ben Riley Vice President, Sales 336-643-2031

May/June 2013 29

Above: Rita Bottoms and Michelle Coviello Top Right: Thursday evening Vendor Reception welcoming Attendees to the beach, sponsored by Essential StaffCare, our Key Platinum Sponsor.

Our Business is Helping yOu grOw yOur Business At Boatsman Gillmore Wagner, our business is very simple helping you to grow your business and to achieve your financial goals and dreams. We accomplish this through a unique service model tailored to your needs and a commitment to deliver tangible results that make a difference. For more information on how we might assist you in realizing your goals contact us at info@trustbgw.com or call 704.892.0745.

www.trustbgw.com

30 May/June 2013

NCASP.com

2 0 1 3 B O A R D O F D I R E C TO R S

NCASP.com

Marc Cochran, CSP President 678.662.6308 marc@ncasp.com target.com

Mary Mallett, CPC Director of Vendor Relations 704-241-2996 mary@searchpro.com searchpro.com

Jill Benson, Esq. Legal Advisor Non-Voting (336) 574-8095 JiBenson@wcsr.com wcsr.com

Jonathan Weiner, CPC Past President 704.756.8751 jonathan@ncasp.com 360dunamis.com

Rachel Modrak Co-Director - Vendors 919.465.0624 rachel.modrak@ coworxstaffing.com coworxstaffing.com

Anna Hudson, CPC, CSP Director 704.553.8120 anna@ncasp.com corestaff.com

Wendy Ward, CPC Vice President (Conference Co-Chair) 828.302.4042 wendy@ncasp.com cv-staffing.com

Rita Bottoms, CSP Dir. of Communications / Ezine 336.970.5206 rita@ncasp.com temporaryresources.com

Mark Krajnik, CPC Director 910-545-5111 mark@ncasp.com

Brandy Barrett, CPC, CTS Secretary 919.862.8602 brandy@ncasp.com greeneresources.com

James Kemper Dir, Membership 704.372.7640 jms@whmeanor.com whmeanor.com

April Yost Director 336.768.1830 a.yost@wpgroup.com

Mike Brannock, CPC, CTS Director of Finance 336.789.8220 mbrannock@ workforcecarolina.com workforcecarolina.com

Kara Bertoncino, CSP Director 919.818.3773 kara@ncasp.com quality-staffing.com

Mark Griffin, CSP Director 336.337.3327 markg@ncasp.com procurastaff.com

Jillian Dodson, CTS, CPC Director of Certification (Conference Co-Chair) 919.862.8602 jillian@ncasp.com greeneresources.com

John Ravelli, CPC Director 919.291.8320 john@ncasp.com TTRecruiting.com

Spruill Alexander Director at Large, Non-Voting 252.756.8300 spruill@ncasp.com clementins.com

Tiffany Crenshaw, CPC Director of Outreach Intellect Resources 336-790-8718 tcrenshaw@ intellectresources.com

Michelle Coviello, CPC Director 919.280.1671 michelle@ncasp.com hirenetworks.com

Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting 704.556.2569 Email: cassie@ncasp.com wellsfargo.com

Anna Schuszler Director of Education 828.624.9104 anna@cv-staffing.com cv-staffing.com

Cheryl Neely, CTS Director 704.975.1137 cheryl@ncasp.com carolinastaffingresources.com

Joe Doyle Director at Large, Non-Voting 919-359-2097 jdoyle@talentwise.com talentwise.com

May/June 2013 31

“Essential StaffCARE is proactive.”

“With Essential StaffCARE, we are ahead of the health care reform curve.

The Essential StaffCARE team’s experience has helped guide us through health care reform confusion.”

Kara Bertoncino, CSP | VP Operations | Quality Staffing Specialists Essential StaffCARE makes it easy to offer a selection of affordable benefits including health insurance, prescription drugs, dental, short-term disability and term life coverage to your temporary employees. You can also count on us to answer your questions as health care reform changes.

BENEFITS FOR EMPLOYERS:

PLAN PROVIDES FOR EMPLOYEES:

• Improve Employee

• Coverage for Doctors’

Recruitment and Retention

• Easy to Implement

To learn more about how Essential StaffCARE can help your business, call today!

and Administer

• No Cost to Employer

• Flexibility in

Office Visits

• Prescription Drug Coverage

• Hospital Coverage • Coverage Available for Dental, Vision, Life and Short-Term Disability

Plan Design

Alan Gilbert • 864-527-7936 • alangilbert@iagbenefits.com Jody Williams • 864-527-7934 • jodywilliams@iagbenefits.com Health insurance and benefits for the temporary employment industry. Essential StaffCARE is a limited benefit health insurance plan underwritten by BCS Insurance Company Oakbrook Terrace, Il and BCS Life Insurance Company, Oakbrook Terrace, Il. Administered by Planned Administrators Inc. (PAI), Columbia, S.C.

32 May/June 2013

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