Staffing Now, Nov/Dec 2014

Vol. 14, Num. 11 Nov./Dec. 2014

www.ncasp.com

STAFFING GROWTH

SURGES SEE PAGE 7

In This Issue: 2015 Spring Training page 3

Webinar: Jill White

Leadership Spotlight: Lauren Story

page 11

page 13

A Word from the President As the leaves begin to change and we head into some colder weather, I have hit the ground running in my new role as your NCASP President. Our NCASP Board has been extremely busy already planning for 2015!

Here are some updates.

Our Fall Board of Directors retreat was an amazing success!! Thanks to all of our Board members who took time out of their busy schedules and travelled to Charlotte for a day of fun and planning. We had a fabulous working breakfast and lunch at the Ritz Carlton in Charlotte. I am so fortunate to have the chance to work with such an amazing group of leaders.

We are of course in the initial planning stages of our annual Spring Training Conference event in Wrightsville Beach in May. I am confident that our Conference Chair, Cheryl Neely, is going to put together another outstanding event for our members. Our spring event will include a Certification event and we have already locked in our trainer to travel to Wrightsville Beach for us.

Certification is so important in our industry and we are pleased to be able to offer our members this event. We are also planning an Owner/Manager event on Thursday afternoon at 1pm that you will surely not want to miss. More to come!

We need to look ahead and plan for our future as well and our future is in our leadership. If you would like to impact our industry in a positive way, consider joining our Board of Directors. We are looking for several new leaders who want to make a difference and to join our Board. I would like to thank all of our current Board members who are stepping up into new roles. We appreciate your efforts!

Michelle Coviello, CPC President 919.280.1671 mcoviello@hirenetworks.com hirenetworks.com

In this issue Page 2 . . . . . . . . . . .Prez Message Page 3 . . . . . . . 2015 Spring Training Page 4-5 . . . . . . . Monster Spotlight Page 6 . . . . . . . Essential is Platinum Page 7 . . . . . Staffing Growth Surges Page 8 . . . . . . . . . . Careerbuilder Page 9 . . . . Top Echelon Contractors Page 10 . . . . . World Wide Specialty Page 11 . . . . . . . Jill White Webinar Page 12 . . . . . . Conference Awards Page 13 . . . . . . Leadership Spotlight Page 14 . . . . . . . . . . Save the Date Page 15 . . . . . Swipe your Cash Card

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. . . . . . . . Outreach . . NCASP Membership . . . . Teague Campbell . . . . . . Certification . . . . . BOD Meetings . . . ACA for January 1 . . . . . . . Legal Issues . . . . . . Membership . . . . Why join NCASP . . . . . . Vendor Index . . . . Sponsors’ Corner . . Avionte Wins Award 2015 Board of Directors

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 14, Number 11 November/December 2014 Publishing Information c/o Rita Bottoms The Resource 1292 South Stratford Road Winston Salem, NC 27103 NCASP.com Michelle Coviello, CPC President mcoviello@hirenetworks.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Past President/Digital Marketing Jonathan Weiner, CPC jonathan@ncasp.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Rita Bottoms Marc Cochran Mark Demaree Debbie Fledderjohan Ben Goldberg Kimberly Harrison Janee Hill Mary Mallett George Mavrantzas Ashley Pohl Lauren Story Jonathan Weiner Jill White Published by

Staffing Now is published twelve times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2014. All rights reserved.

NCASP.com

2015 Spring Training

BACK BY POPULAR DEMAND

Jen i fer Lambert 2015 NCASP TRAINING EVENT

NCASP Welcomes Jenifer Lambert Back to the Beach!

We are excited to announce that Jenifer Lambert will be joining us in 2015 for our Annual Spring Training!

Register today!

MAY 14-16, 2015

2015 NCASP TRAINING EVENT WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT Mark Your Calendars Now! 2015 NCASP Training Event will be at the Holiday Inn Resort at Wrightsville Beach on May 14-16!

Take advantage of the discounted price of $249. This great offer now available only through December 30! Don’t delay! Registration fee will increase to $349.

Registration: WWW.NCASP.COM Or Contact Rita Bottoms, NCASP Treasurer, 336.970.5206

Jill White Legal Matters

Jenifer Lambert Jonathan Weiner Staffing Growth Digital Marketing Strategies SURPRISE KEYNOTE! PLUS: Panel Discussions • Certification Immersion Table Topics • Speaker Breakouts • Beach Volleyball Awards • Auctions • Music and Dancing • Door Prizes NCASP.com

RBottoms@theresource.com

November/December 2014

3

Vendor Spotlight

4 November/December 2014

NCASP.com

Vendor Spotlight

SINCE 2009, 65% INCREASE THERE’S BEEN A

IN THE TIME IT TAKES

TO FILL A JOB.

YOU DON’T JUST NEED MR. RIGHT, YOU NEED MR. RIGHT NOW.

1

INTRODUCING

MONSTER TALENT CRM

57%

OF THE WORKFORCE PLANS TO LOOK FOR A

NEW JOB THIS YEAR.

THE OTHER 43% JUST DOESN’T KNOW THEY’RE LOOKING YET.2

30% OF RECRUITERS BELIEVE THEIR TOOLS

ACTUALLY GET

IN THE WAY

OF DOING THEIR JOB. WHICH BY DEFINITION,

MEANS IT’S REALLY NOT A TOOL.3

Lower your placement times and enhance submission quality with instant access to active and passive candidates on Monster’s vast database. And you can create targeted email campaigns with faster, automated responses to recruit more efficiently. It’s just one of the ways Monster can help improve your reach, connections and solutions. Learn more at:

MONSTER.COM/BETTERTALENT 1. U.S. Labor Department Data, 2014; 2. Korn Ferry Survey, 2014; 3. Kelton Survey, 2013.

November/December 2014

5

Achieve ACA Compliance with ESC’s Analytical Tools and ACA-Compliant Products Minimum Essential Coverage (MEC) Wellness/Preventive Plan • 100% voluntary-employee paid • ELIMINATES the $2,000 (A) Tax on ALL full-time qualified employees by simply offering this coverage for a January 1, 2015 effective date • ELIMINATES the Individual Mandate Tax on employees that enroll • Offered to all employees to ensure compliance with full-time/variable-hour classification • Quick and easy to install • Secure and proven administration • The only Staffing Specific Administrative Platform in the industry with more than 1,000 staffing companies as health insurance clients

Minimum Value (MV) Plan • 60% Minimum Value Plans (MVP) for any size staffing group • ELIMINATE the $2,000 (A) Tax & the $3,000 (B) tax effective January 1, 2015 on ALL full-time qualified employees by simply offering coverage • Low cost and low risk • Simple administrative process • Proven award-winning Essential StaffCARE communication and administration platform

The ESC-ACA Audit Log This online enrollment system provides a systematic process to ensure all government required notifications are presented and recorded, full-time/variable-hour status is established, and a complete offer of ACA-compliant coverage is made with an accept or decline documented from each new hire as they are being on-boarded. Additional tools include employee educational videos on the ACA, the enrollment processes, and the plans being offered. The ESC-ACA Audit Log can also include 12-month look-back support and IRS year-end insurance reporting.

Alan Gilbert

Award Winning Leaders in the Insurance Industry | www.EssentialStaffCARE.com

Business Development Executive alangilbert@essentialstaffcare.com (864) 527-7936

6 November/December 2014

NCASP.com

STAFFING GROWTH

SURGES

by Marc Cochran

2014 has continued to be a growth year for staffing companies across the country and North Carolina is no different. NCASP members are describing more job orders and additional internal staff growth to keep up with demand. The American Staffing Association’s Staffing Index is now at the highest point since 2007 before the Great Recession and showing no signs of stopping there.

New Data from Quarterly ASA Staffing Employment and Sales Survey U.S. staffing companies employed an average of 3.15 million temporary and contract workers per week in the second quarter of 2014, up 5.6% from the same period in 2013, according to data released today by the American Staffing Association. Average weekly employment April through June of this year was higher than in any second quarter since 2006, when it was 3.18 million.

“Staffing firm employment is just getting back to prerecession levels as businesses are finally feeling more confident in the economy and in sustainable increases in demand for their products and services,” says Richard Wahlquist, ASA president and chief executive officer. “And, with 4.7 million job openings in the U.S., job seekers with marketable skills should also be encouraged by the increasing number of employment opportunities across many sectors.”

In a quarter-to-quarter comparison, staffing firm employment was up 6.2% from first quarter to second quarter of this year, adding more than 182,600 workers.

Temporary and contract staffing sales totaled $28.85 billion in the second quarter of 2014, 6.1% higher than in the same period last year. Second quarter sales were 8.3%higher than in the first quarter of 2014.

See the ASA website for more details about the quarterly ASA Staffing Employment and Sales Survey, sponsored by ASA research partner CareerBuilder.

BLS also released preliminary July employment data for search and placement services. Seasonally adjusted, employment increased 0.4% from June to July, and 8.9% year-over-year, totaling 318,800—the greatest number of jobs in the search and placement industry since June 2006.

About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its affiliated chapters advance the interests of staffing and recruiting firms of all sizes and across all sectors through legal and legislative advocacy, public relations, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. https://americanstaffing.net/posts/2014/09/11/second-quarter-staffing-employment-nears-prerecession-levels/

NCASP.com

November/December 2014

7

��METRICS�EVERY�STAFFING�FIRM� SHOULD�TRACK� Of the many reasons people go into the staffing and recruiting industry, tracking metrics is rarely one of them. Despite knowing the importance of tracking metrics, however, the vast majority of staffing firms do not put this belief into practice. For example, according to CareerBuilder’s most recent Staffing & Recruiting Pulse Survey, a mere 14 percent of staffing firms track source of candidates and candidates hired. Furthermore, less than 10 percent track mobile traffic, percentage of candidates redeployed, and candidate and client satisfaction levels (or Net Promoter Scores®)*.

WHAT�SHOULD�I�TRACK? Tracking metrics is the most effective way to save time and money, helping you figure out which areas need improvement and where to allocate your resources for the best results. Below is a breakdown of some of the most important business metrics every staffing firm should track and why: Source of Candidates/Hired: Do you keep track of where the candidates you place who are hired come from? This information provides insight into the effectiveness of the tools and so�ware you are using and the productivity levels of your recruiters. You also gain a be�er understanding of where your candidates are coming from, which means you can stop wasting time on low-performing outlets and allocate your resources where they will be most effective.

Mobile Traffic To Your Staffing Firm’s Website: Do you know how much traffic your website generates from mobile phones and tablet devices? It may be higher than you realize: According to Inavero’s 2014 Opportunities in Staffing study, 71 percent of candidates have searched for a job using their mobile phones, and 89 percent have done the same from their tablets. If even 10 percent of your traffic is coming from a mobile device, you should make sure your site is mobile-optimized. If, when viewed on a smart phone or tablet, your website is difficult to read, slow to load, or contains broken links and images, your website is not mobile-optimized. As a result, candidates are likely to leave your site – and go to a competitor’s.

Percentage of Candidates Redeployed: Do you know how many candidates you are reassigning a�er the first placement? Knowing this information – along with the sources of these hires (see No. 1, above) – can help you identify the need to increase follow-up during a placement, as well as at the end of an assignment.

Candidate/Client Satisfaction or Net Promoter Score ® (NPS): Do you know your firm’s client satisfaction score? Are you aware of the satisfaction levels of placed candidates? These metrics are influential in helping prospective clients judge the quality of the staffing firm with which they are considering working. These scores can also help you identify opportunities to improve the quality of your service you provide both clients and candidates.

WHAT�ARE�OTHERS�TRACKING? In May 2014, we asked staffing industry professionals the following question based on their current methods: Which of the following metrics are you tracking today? (Select all that apply.)

According to the Results, Here’s The Top 4 Metrics Staffing Professionals Are Tracking Today: Candidates placed on assignment: 17.17% Number of open requisitions: 16.78% Candidates submi�ed to requisitions: 16.63% Candidates interviewed for open requisitions: 15.77% It’s not a mystery as to why staffing firms tend not to prioritize tracking metrics: it’s time-consuming, it involves in-depth analysis, and – let’s be honest – it’s not the most exciting task in the world. While it’s easy to ignore metrics and tell yourself they don’t ma�er, the fact remains: They are essential to measuring the success of your efforts.

This post was originally created for CareerBuilder’s Employer Blog, The Hiring Site (www.theHiringSite.com) by Mary Lorenz, Senior Copywriter at CareerBuilder. To view the original post, visit: h�p://cb.com/4metrics. *Net Promoter, NPS and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld

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

8 November/December 2014 www.facebook.com/CareerBuilderForStaffi ng

CareerBuilder for Employers www.twi�er.com/CBforEmployers

Employer Blog NCASP.com www.theHiringSite.com

Vendor Feature

Platinum Key Sponsor

By Debbie Fledderjohann, President of Top Echelon Contracting, Inc.

3 Reasons Workers WANT to be Contractors The world of work is changing. As companies continue to embrace a new, blended workforce model, it is no longer taken for granted that new hires will be direct. They are looking at each position to determine if it would be better suited to a contractor or a direct hire. And candidates’ attitudes are changing, too. They no longer see contracting as a last resort when they can’t find a direct hire position. More workers are consciously choosing to be contractors.

More than 17 million Americans identify themselves as “Independent Workers” (contractors, temps, freelancers, consultants, etc.), according to the 2013 MBO Partners State of Independence in America research report. Of those, 77% are committed to remaining independent. This marks a major shift in the American workforce. Direct or “permanent” employment is no longer the end goal. There are three main reasons for this shift:

If they become the legal employee of a third party staffing firm or a contract staffing back-office, they are covered by Unemployment and Workers’ Compensation and can often gain access to a full benefits package at group rates.

For these reasons, some of the best candidates out there may be seeking out contract assignments. To make sure they choose to work with your recruiting/staffing firm, you will want to be sure to offer a rich benefits package that includes group health insurance that is compliant with the Affordable Care Act as well as dental, vision, and life insurance and 401(k). If you cannot provide these benefits, you may want to consider aligning your firm with a contract staffing back-office that can because those benefits can help you attract and retain the best contract candidates.

Flexibility – More households have two working adults who share childcare duties equally and desire more family time. Many of those adults are also a part of the “sandwich generation” who are caring for elderly parents, as well.

In these situations, flexibility isn’t just a perk, it’s a necessity. Due to its project-based nature, contract staffing allows them to work more flexible hours, perform some work outside the office, and take longer periods of time off between assignments.

Work satisfaction - Simply earning a paycheck is not enough for many of today’s workers. They want meaningful, challenging work. Companies often use contractors to meet critical deadlines or complete projects, so contractors can more easily see the impact of their work. And the temporary nature of contract staffing allows them to work on a variety of challenging projects.

Job security – The recession, with its mass layoffs, taught us that there is no such thing as a “permanent job” anymore. Many workers are finding greater security in contract assignments. Even though they are temporary, contract assignments usually have a tentative end date. This is often preferable to being blindsided by a sudden layoff, especially when many contractors have a recruiter actively working to line up a new assignment for them.

Contract staffing allows these workers to enjoy the freedom of “independent” work without sacrificing the perks of traditional employment.

NCASP.com

November/December 2014

9

2015 Gold Sponsor

COURAGE.. ..TO DO WHAT OTHERS WON’T THE INSURANCE SOURCE FOR THE STAFFING INDUSTRY

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

10 November/December 2014

NCASP.com

Webinar

Presented by Jill White of Womble Carlyle

The Ten Best Ways NOT TO GET SUED Jill White will discuss the various ways that employers can avoid a lawsuit, including: •

Most common pitfalls employers encounter that end up getting them dragged into court

•

How to avoid those pitfalls

•

Substantive areas such as the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), Title VII and religious discrimination, harassment and best management practices

Register online:

Jill White is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. Jill has been working with clients in the staffing and recruiting industry for several years and is well acquainted with the unique legal issues presented in this industry. Business North Carolina magazine recently named Jill White among North Carolina’s 2013 Legal Elite for labor & employment law – an annual listing of the state’s top lawyers. Jill practices law in Greensboro, North Carolina, at the law firm of Womble Carlyle.

http://www.anymeeting.com/PIID=EB51D688854E3B

NCASP Conference Details:

For more information, and to register for the 2015 NCASP Spring Training Conference CLICK HERE!

Questions?

For questions, please contact Cheryl Neely, at 704.975.1137 cheryl@ncasp.com NCASP.com

November/December 2014

11

Congratulations to Jill White, Our 2014 Vendor of the Year

12 November/December 2014

Congratulations to Leslie Merendino Our 2014 Rookie of the Year

NCASP.com

Leadership Spotlight

by Rita Bottoms, T he Resource

Lauren Story Payroll Assistant for Catawba Valley Staffing since October 2010 What are your primary job responsibilities?

Throughout the years I have been granted the opportunity to try out many roles. My current primary responsibilities fall within a Human Resources function of payroll, benefits coordination and Workman’s Compensation.

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

Time Card collection; every week we collect time cards from all of our employees. Some come on time and complete. Others come in late with missing information; chasing down those missing time cards is something I would give away in a heartbeat!

In which industries and functions do you specialize?

We do not have a specific niche here at Catawba Valley Staffing. We have an array of clients within many industries.

The majority of positions that we fill are Manufacturing, Light Industrial, Clerical and Technical categories. We provide Contract to Hire, Contract and Direct Hire services to our clients.

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

Before working for Catawba Valley Staffing I was working for a research firm. I was in charge of collecting and entering medical survey information.

Previous to that I worked a lot of customer service positions and retail.

Which aspects of your Why did you leave that industry for job get you revved up? the recruiting/staffing business?

Problem solving! I love facing new The day to day expectation at the challenges, and these challenges come research firm was not fulfilling my need up almost daily. There are a million for a challenge. I decided that I needed different ways to fix any problem; my to seek out employment that would favorite part of that challenge is finding grant me a feeling of accomplishment the best possible way. Part of the reason and boy, did I find that within the I am so passionate about this industry Staffing industry! is that there are new challenges and obstacles that arise often. Whether it How did your pre-staffing/recruiting has to do with a client, an employee life help prepare you for your current or even new legislature there is always career? something to fix or improve upon. I The positions I held before Catawba have an almost constant opportunity to Valley Staffing all had aspects of learn and test my knowledge, which to customer service. Customer service me is exciting stuff. is a huge part of my job now. I work with both clients and employees What’s one of your favorite and understanding how to meet the recruiting/staffing stories? individual needs of all of them while No specific story comes to mind. simultaneously creating a Win/Win The feeling you get when you find scenario is something that takes that perfect candidate for a search is practice. I was lucky to have gotten the something that I would bottle if I could. opportunity to learn and experience Every placement is different, every the many different facets of great client and candidate is as well. Being customer service before coming to able to place a deserving candidate into Catawba Valley Staffing. a position that positively impacts their

life is so rewarding. I love knowing that I am part of someone’s story of success.

NCASP.com

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

My NCASP membership has absolutely benefited me. I have gotten the opportunity to attend many regional functions that NCASP has provided. I have also gotten the chance to go to the NCASP Annual Conference for the last three years and attain my CPC and CTS certifications. Every time I have attended either a regional event or the conference I have left with new knowledge that I can directly apply to my job. Being a member of NCASP has made me more proficient at my job.

Not to mention the relationships that I have formed from being a member, which to me is invaluable.

Why did you join the NCASP BOD? Our CEO, Wendy Ward has been on the Board of Directors for many years now. I have been able to see the relationships and benefits that she has gotten from being a part of the BOD and I jumped at the chance to join as soon as I could. I knew that joining the board would grant me opportunities to learn more about this industry as well as connect me with other staffing and recruiting professionals. There is a wealth of knowledge within the BOD and I feel so fortunate to be a part of the board this amazing organization.

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

Before I knew anything about the Staffing/Recruiting industry my dream was to become a Speech Pathologist.

I attended Western Carolina University (Go Cats!!) and earned my Bachelor of Science in Communication Sciences and Disorders. I decided after graduating to take some time off from school before pursuing my Masters Degree. Then I found my passion for the staffing industry at Catawba Valley Staffing and the rest is history.

November/December 2014

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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.

Spruill Alexander ext. 204 Scott Cooper

14 November/December 2014

Scott Cooper ext. 226

Web Site: www.Clementins.com NCASP.com

Vendor Feature

by George Mavrantzas | Global Cash Card

Cardholder’s Dream Comes True in “Swipe Your Way to Extra Pay” Promotion Julienne Denslow-Gordon felt her prayers were answered when she received a phone call from Global Cash Card that she had won $500. “I have a lot of bills I need to pay, and I prayed about what to do. Getting this phone call must be the answer to my prayers. It’s like a dream come true,” said Ms. Denslow-Gordon, a cardholder with Maxim healthcare. She was the third place winner of $500 in Global Cash Card’s September “Swipe Your Way to Extra Pay” promotion.

The second prize winner of $1,000 was Monica Castellanos, a cardholder with Anytime Labor Arizona, LLC. The lucky grand prize winner of $3,500 was Jayme Taylor, a cardholder with A Plus Benefits.

“We still have three months left in the sweepstakes,” said Joseph F. Purcell, President and CEO of Global Cash Card. “We want all of our Visa cardholders to participate in the sweepstakes, as there is still $15,000 left to give away before the holidays!”

Eligible cardholders who make ten or more signature transactions in a calendar month starting in April 2014 and running through the end of the year will be automatically entered to win $3,500, $1,000 or $500 each month.

Cardholders who receive their pay on a Global Cash Card Visa paycard enjoy faster access to pay with no lines, no hassles, and no check-cashing fees. The card can be used everywhere Visa debit cards are accepted including millions of retailers and ATMs worldwide. For more information on the sweepstakes, please visit: www. globalcashcard.com/visasweepstakes

George Mavrantzas

gmavrantzas@globalcashcard.com 904-993-0469 The Global Cash Card Visa Prepaid Card is issued by B of I Federal Bank and MetaBank™ pursuant to a license from Visa U.S.A. Inc. B of I Federal Bank and MetaBank, Members FDIC. Global Cash Card is an Independent Sales Organization (“ISO”) pursuant to an agreement with B of I Federal Bank. Global Cash Card MasterCard Prepaid Card is issued by First-Citizens Bank & Trust Company, B of I Federal Bank and MetaBank™ pursuant to license from MasterCard International Incorporated. First-Citizens Bank & Trust Company, B of I Federal Bank and MetaBank, Members FDIC. Global Cash Card is a registered agent of B of I Federal Bank.

About Global Cash Card: Global Cash Card™ is the proven specialist in customized paycard solutions that are simple to implement and easy to use. The company is a wholly owned subsidiary of World Processing, Ltd, a leader in electronic financial transaction technology. Headquartered in Irvine, CA, Global Cash Card is a direct processor that offers a 100% paperless solution through Visa Prepaid and Debit MasterCard card programs. The company develops and owns the proprietary software, which enables the products and services it offers.

The cutting-edge platform provides a multi-channel solution, including payroll, travel, gift, branded, and customized card programs. Global Cash Card’s innovative technology continues to improve, offering more value and greater flexibility to meet the particular requirements of its customers. Visit us at www.globalcashcard.com.

NCASP.com

Congratulations to Hope Lowman, Our 2014 Hall of Fame

November/December 2014

15

Outreach

By Janee Hill, Greene Resources

Mark Your Calendar!

As the end of the year approaches, we on the Outreach Committee are excited about our remaining events and things to come next year. We have a regional event being held on Thursday, November 6th in Raleigh.

Our friends at Teague Campbell will be imparting critical knowledge regarding Retaliation, REDA, and issues that are important to the EEOC now. This is sure to be a great event and it isn’t too late to register!

Additionally, we are bringing back our “Fastest Growing Company” Award to the 2015 Spring Conference. If you would like to be in consideration, start gathering your information now!

There will be entry instructions in the coming issues. Here are the general guidelines:

Please find the registration link below: http://raleighncasp.eventbrite.com

• Your company has been in

• You are a privately held

organization based in North Carolina business for at least 3 full years,

Unlock your business’s potential Fully integrated staffing software saves time, money and your sanity.

Clients Employee & Client Portals

2012 – 2014

• Your revenue was at least

$500,000 by close of 2014

• You will have to provide year over

year revenue growth percentages

• All information will be submitted and audited independently.

With so many exciting things going on, the Outreach Committee can’t wait to see you!

See you soon at an event near you!

Janee Hill, Director 919.862.8602 Janee@GreeneResources.com greeneresources.com

A/R

Billing Job Orders Post to Social Media Post to Job Boards

Employees

FREE Texting

Online Applications Resume Parsing

General Ledger

Banks Payroll Direct Deposit & Paycards

A/P

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Technical support that understands our industry

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Keep your daily operations smooth and friction-free. Because there’s just one set of data in COATS, you never have to enter the same information twice.

Take the stress out of staffing, and out of software. Our technical support specialists not only understand COATS Staffing Software, they understand the staffing industry.

Get a snapshot of the day, your company or anything in between. Customize the dashboards to show whatever is most important to you: calls to make, invoices to send, job orders to fill, clients to pursue.

COATS

NCASP hosts regional events throughout the year. These are great opportunities to learn more about the industry and make connections with professionals in your area.

Watch the website, emails and Staffing Now for announcements for upcoming events!

Staffing Software 1-800-888-5894

16 November/December 2014

www.coatssql.com

Not on our email mailing list?

Visit www.ncasp.com to sign up!

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

For questions on Membership

Please contact Lauren Story, 828.624.9104 lauren@cv-staffing.com

About NCASP:

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

November/December 2014

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18 November/December 2014

NCASP.com

Certification

By Janee Hill, Greene Resources

Isn’t it time to get certified?

Our spring conference is fast approaching and we are hard at work to put together a great event for you.

One of the first things we tackled was securing our Spring Certification Immersion Course to coincide with our conference. THAT’S RIGHT! SPRING CERTIFICATION IS BACK! I highly encourage you to participate in this class if you have not yet earned

your national recruiting certification.

For those of you who have already taken this step in your career, you can participate in the training class to earn CEU credit.

Please review the message below from Dr. Frank Burtnett, NAPS Education & Certification Consultant.

I look forward to seeing you at the

NCASP spring conference! Please reach out to me if you have any questions regarding certification.

Contact Janee Hill, NCASP Director of Certification 919.862.8602 Janee@GreeneResources.com

NAPS to Conduct Certification Immersion Class at NCASP 2015 Conference

The National Association of Personnel Services (NAPS) and the North Carolina Association of Staffing Professionals (NCASP) are pleased to announce that a Certification Immersion Class (CIC) will be held May 14, 2015 as a part of the annual NCASP conference at the Holiday Inn Resort in Wrightsville Beach, NC. The class is the training route that nearly 1,400 search and staffing professionals have taken to achieve their industry credential(s).

Participants should prepare for the CIC by conducting a thorough reading and study of the NAPS Certified Personnel Consultant (CPC) Legal Manual or the Certified Temporary Staffing-Specialist (CTS) Legal Manual in the time leading up to May 2015 class. Each manual represents an overview of the numerous laws that govern the work of search and staffing professionals as they interact with individuals in their various employment transitions.

The CIC will be taught by Dr. Frank Burtnett, NAPS Certification and Education Consultant, who is the author of the certification examinations. He will focus on “critical knowledge points” reflected in the manual and the key subjects included in the certification examination, including a review of the NAPS ethical standards and certification program rules. After the CIC, participants will take a paper/pencil version of the CPC or CTS certification examination.

Date: Thursday, May 14, 2015 Location: Holiday Inn Resort, 1706 N. Lumina Avenue, Wrightsville Beach, NC 28480 Schedule: The CIC will begin promptly at 9:00am. The instruction typically runs to midday and is followed a half-hour lunch break and the two hour paper and pencil version of the certification examination.

Dr. Frank Burtnett, NAPS Education & Certification Consultant

NCASP.com

Join your NCASP colleagues seeking CPC and CTS certification. Register for certification and the class, and receive the legal manual by going to http://naps360.site-ym.com/events/event_details.asp?id=489635 Direct any questions about registration and acquisition of the legal manuals to Carolyn Boyer at cboyer@naps360.org or 706/531-0060. For information about the class structure and certification in general, contact Frank Burtnett at fburtnett@naps360.org.

November/December 2014

19

NCASP BOD MEETINGS 10:00am teleconference unless otherwise specified • November 13, 2014 • February 12, 2015 • December 11, 2014 • March 12, 2015 • January 8, 2015 • April 9, 2015

CALLING NEW BOARD MEMBERS!

Anyone who has interest in serving on the Board of Directors, please contact Michelle Coviello, CPC at 919.280.1671 or email michelle@ncasp. com

Business Insurance | Employee Benefits | Private Insurance

At Assurance, we let the numbers do the talking.

95% 500 53 40 60 annual client retention rate

years in the insurance business

staffing clients nationwide

staffing focused professionals

client service & best place to work awards

Mike Atieh, cpcu, arm, scla | Senior Vice President 847.463.7207 | matieh@assuranceagency.com www.assurancestaffing.com

20 November/December 2014

NCASP.com

Vendor Feature

by K i m b e r ly H a r r i s o n , I AG B e n e f i t s

Less than 1 Week Left To Get In The ACA Queue For a January 1 Effective Date!

Now is the time to act!

By Offering Essential StaffCARE’s MEC Wellness/Preventative Plan, you CAN reach ACA compliance by January 1! But it is critical that you take the first step in this process. This first step will ensure you are ACA compliant and will give you time to make a thoughtful decision on offering additional ACA-compliant plans that will complete your ACA Strategy.

If you have tried another MEC “solution” and found the administration and billing to be a disaster, we can help you through the Transition with Data Processing Competency and ACA Compliance Integrity!

Essential StaffCARE Is Not in the Workers Compensation Business.

(Purchasing Workers Compensation Coverage has no resemblance to implementing, communicating, enrolling and servicing an employee benefit plan. None!)

Essential StaffCARE Is the largest provider and administrator of health insurance plans for the Staffing Industry!

Offering Essential StaffCARE’s MEC Wellness/Preventative plan will achieve ACA compliance!

• CONNECTS you to the only

Staffing Specific Administrative Platform in the industry, with more than 1,000 Staffing Companies as

NCASP.com

health insurance clients

• 100% voluntary-employee paid NO employer contribution

• Quick and easy ESC - Employee • •

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direct pay (Exchange Technology) process No payroll deduction complications - for MEC ELIMINATES the $2,000 (A) Tax on ALL full-time qualified employees by simply offering this coverage for a Jan. 1, 2015 effective date ELIMINATES the Individual Mandate Tax for employees that enroll Offered to all employees for an error-free enrollment Enrollment process ensures compliance with full-time/variablehour classification Secure and Proven Administration (SAS-70 Certified)

The Essential StaffCARE ACA-Audit Log Revolution!

This ground-breaking online application (mobile device or desktop) provides your offices with a standardized system to establish full-time/variable-hour status, ensure all government-required notifications and documents are presented, and record the offer and enrollment of ACA-compliant coverage. Document the acceptance or declination from employees currently on assignment, as well as each new hire, as they are being on-boarded.

Additional ESC-ACA Audit Log Tools Additional tools include employee educational videos on the ACA, the enrollment processes, and the plans being offered. The ESC-ACA Audit Log can also include 12-month lookback rule support and IRS year-end insurance reporting.

Contact us Today!

Over the next week, we expect a high call volume. If you are not able to reach us at first, don’t worry! Please leave us a quick message and we’ll do our very best to return your call within 8 hours.

Call ESC at (877) 372-2203 or email kimberlyharrison@ essentialstaffcare.com to GET IN THE QUEUE NOW to install the quick and easy Essential StaffCARE ACA-Compliant MEC Plan!

About Essential StaffCARE Essential StaffCARE is the largest writer of health plans and supplemental benefits for temporary employees. With over 1,000 staffing companies as clients, Essential StaffCARE enrolls over 600,000 temporary employees in medical benefits each year. Essential StaffCARE is an American Staffing Association (ASA) Industry Partner, and an award-winning member of the National Association of Health Underwriters (NAHU).

November/December 2014

21

Legal Matters

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

NLRB Determines That Franchisor, McDonalds USA, Is A Joint Employer Of Its Franchisees’ Employees The National Labor Relations Board (NLRB) recently issued a press release announcing that it decided to recognize the validity of labor complaints against McDonald’s USA asserting that the national restaurant franchisor should, in some cases, be treated as a joint employer with its franchisees. This decision could have potentially broad and dramatic ramifications. While the NLRB’s announcement itself does not change the law, it opens the legal door to hold franchisors liable for the labor violations of their franchisees.

What Happened?

Last month, the Office of General Counsel for the NLRB announced that it would allow complaints against McDonald’s USA and a number of its franchisees to go forward. The complaints alleged that the franchisor and its franchisees were liable to workers who claimed that they were retaliated against for engaging in legally-protected protests or union organizing. The brief announcement on July 29, 2014, stated that in 43 cases from around the country, the NLRB would authorize complaints to go forward in which “McDonald’s franchisees and/or McDonald’s, USA, LLC will be named as a respondent.”

In other words, for the purposes of these complaints, the General Counsel of the NLRB is taking the position that the national franchisor is a joint employer of its franchisees’ employees.

are jointly liable for the violation of labor and employment laws by the other entity. There are a myriad of state and federal legal tests to determine whether two entities should be deemed to be joint employers, depending on the legal context.

While it is not possible to detail those tests here, a core consideration is how much one entity controls the activities and employees of the other entity. The more control that is exercised by one entity over the employees of other entity, the more likely joint employment is to be found.

Why Is This Important?

For decades, it has been well settled law that franchisors and franchisees generally are treated as separate and distinct legal entities, and not joint employers. This meant that generally, a franchisor cannot be liable for the acts of its franchisees when it comes to violations of labor and employment laws concerning the franchisee’s employees.

This decision by the NLRB marks a preliminary—but significant—challenge to that well settled law. The NLRB’s determination means that it will seek to change the law, at least in some cases in the area of labor relations, to allow franchisors to be held responsible for the acts of its “independent” franchisees. Should the NLRB prevail, this change in the law will likely require significant changes to franchise agreements and to the way franchisors operate and manage risks.

What Are “Joint Employers?”

In the law, sometimes two separate legal entities can be held to be “joint employers.” This means that both entities It is important to note that this action does not yet constitute a change in the law. A complaint is not a final decision.

Before the franchisor and franchisees could be held to be joint employers, the action will be contested first at the NLRB, and then ultimately in the federal courts.

Avoid Compliance Pitfalls

However, unless and until there is a change in presidential administrations or the composition of the Board, the NLRB has staked out its position on the subject. All franchisors should be vigilant to monitor this issue as it develops in the coming months and years.

If you have any questions about this new law or appropriate technology policies, please contact a member of the Labor and Employment team at Womble Carlyle.

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

©2012

Jill Benson2014  (336) 574-8095  jibenson@wcsr.com 22 November/December Womble Carlyle attorney Jill Benson has been a regular speaker at the NCASP Annual Training

NCASP.com

Membership B y L a u r e n S t o r y, C V S t a f f i n g

Why Join NCASP? Oftentimes Staffing Owner and Staffing Members ask us why should we join NCASP?

continues to bring nationally recognized speakers and trainers as well as opportunities for certification.

The successful start of a recruiting agency involves a solid business plan, a background in recruitment strategies, knowledge of laws about licensing, hiring and taxes, and a marketing plan for gaining clients.

Outreach: NCASP focuses on outreach to professionals in North Carolina. This includes candidates, clients, potential employees, and legislators. There is no secret that Healthcare Reform will alter the economic landscape to some degree once fully implemented. NCASP wants to stay ahead of the curve and make sure we have the ability to influence where appropriate. We also want to make sure our membership is aware of issues that could potentially affect their businesses. Finally, we strengthen our relationships with both our national associations, ASA and NAPS, to offer more ways which we can take advantage of the resources they offer.

Why not form a strategy from a local perspective by creating strategic partnerships with other staffing firms who can share their experience in the market? NCASP encourages sharing resources amongst one another which provides greater leverage in the marketplace!

Education: NCASP offers regular educational opportunities to our members. We strive for a minimum of 8 webinars annually, covering topics such as legal issues, sales training, and recruiting strategies. This is in addition to our outstanding Annual Conference each Spring, which

We would like to recognize our newest members to the NCASP family.

Welcome to Our Newest Members!

Mike Long, Startup m.long@charter.net Dana Beaumont, First Staffing, 828-245-8787 dana@1firststaffing.com Darren Bradley at Bradley Personnel, 336-765-1488 info@bradleypersonnel.com Chris Smith at Peerpoint Solutions 844-242-8466 contact@peerpointsolutions.com Nicki Holleman at Matrix Resources, 919-653-1609 Nicki.Holleman@matrixres.com Rebecca Patt at Wray Executive Search 612-354-7400 rebecca.patt@wraysearch.com Jeff Ross at Belcan 919-882-5812, jross@belcan.com To join NCASP, please contact Lauren Story at 828.624.9104 or lauren@cv-staffing.com or visit ncasp.com.

NCASP.com

November/December 2014

23

1. Fear – I don’t want to change it, it’s served me well in the past. I’m afraid I don’t even know where to begin. I’m afraid it’s still a phone business I think, but I can’t get anyone on the phone. I’m afraid it will take up too much of my time.

2. Process – it’s going to eat up all of my time. I still need to make placements. I don’t have a marketing person that can spear-head this project. The last time I updated my site it took 6 months and I couldn’t even make changes, the company went out of business and they had my site held hostage.

3. Price – I only want to spend $500. It costs too much. Only Fortune 500 companies update their websites and they have the budget. I can’t afford it right now.

4. Time – this will take too much of my time. I don’t want to be in meetings about this all of the time and answer 50 emails a day. It’s going to take forever to get this done. Where do I begin?

5. Procrastination – I’ll do it next month. I’ll do it next quarter. Next year is the time where it makes sense. I need to update our ATS first. I have 2 new hires starting in-house and I need to train them.

If any of this sounds like you, well, that’s normal. I’ve been there. I’ve been exactly where you’ve been many years ago.

And what I discovered is some of this is in fact true. But the biggest lesson I’ve learned in doing anything right and at a ‘big deal’ level is hire the right partner. Hire the right vendor that brings their creativity, expertise and industry knowledge to the game combined with their ability to communicate efficiently, effectively and in your style. It’s not 1999 anymore, websites don’t cost as much as they did when it began. There are providers that understand your business. There are providers that can have you up and running inside of 60-days. And finally, there are providers that will make the process fun, stress less and interactive so that you feel you are a part of this major initiative that everyone is going through right now.

About Jonathan Jonathan has been in the executive search and staffing business for the past 14 years and cashed-in billings in excess of $246,728 in his first 4 months in the Executive Search Business which made him a Top Producing Recruiter from Day 1. He continues to run a search desk every day. He brings a high level of passion, energy and integrity to each project with talents including Brand management, Video Production, Consulting, and Training. He has been a key board member of the North Carolina Association of Staffing Professionals since 2002 and served as President in 2009 and 2010. He still serves on the Executive Committee and advises the NCASP President in his role as Immediate Past President. He is also the recipient of the NCASP Member of the Year Award and MJM Award. He has been a speaker/trainer at various recruiting conferences: NCASP, GAPS, TAPC & NNEAPS in addition to in-house training, consulting and coaching. In 2009, he Co-Founded Mez Media and would focus on driving online digital marketing including email marketing, website development and HD Video Production for its clients. As a Corporate Video Production professional, Jonathan thoroughly enjoys the film making process from pre-production, camera work and post production and editing. Personal: Jonathan teaches the martial art of Aikido and is a 4th Degree Black Belt.

24 November/December 2014

NCASP.com

Vendor Feature

By Ben Goldberg, Teague Campbell

A Lesson from the NFL: Disciplining Employees for Off-Duty Conduct In light of the recent news coverage of the NFL’s disturbing personnel issues, it is worth addressing whether employers in North Carolina can discipline their employees for conduct after they have clocked out for the day. In case you have not turned on your television, read a newspaper, or checked out an internet news provider in the past couple of weeks, the NFL is struggling with the fallout of their role in appropriately disciplining players for their conduct off the field. Surveillance footage from a hotel elevator was leaked that appears to show (former) Baltimore Ravens running back Ray Rice striking and knocking unconscious his then-fiancée, now wife. Rice was initially suspended for a paltry two games. Shortly after the video surfaced, Rice was released from his team and suspended indefinitely by the NFL. The hot issue for the NFL has now become whether the footage was available prior to the two-day suspension. According to some sources, it was. The question becomes, why didn’t the Ravens do more? What if they had known about prior instances of similar conduct and done nothing to discipline the player?

position safely, then you should take further investigation and precautionary action. An example of this could be learning that one of your company’s delivery drivers (who interacts with the public and your customers daily) has been convicted of an assault and battery offense, or criminal theft. You likely will have reasonably held concerns about continuing the employment relationship.

If you took no disciplinary action and this employee was later involved in a physical altercation with a customer, or committed another theft while on the job, your company could face liability for those criminal acts where they would not have otherwise been responsible based on a theory of negligent hiring, retention or supervision.

Things become much more complicated when employers attempt to regulate lawful (though perhaps distasteful, immature or frustrating) off-duty conduct of their employees. Even if you have an at-will employee and the legal grounds to discipline/terminate, the best practice is to take a deep breath, step back and consider the bigpicture implications. First, do you want your company to become an off-duty night watchman policing the private North Carolina is an employment-at-will state, meaning decision-making of your employees? If so, are you willing that generally employers and employees can part ways for to police all of your employees, and not pick and choose any reason or no reason at all. Exceptions to this general who gets disciplined based on what type of conduct rule include when there is an employment contract or you, personally, find offensive or inappropriate? Do you there is a specific law protecting the employee (think have any written policies addressing “codes of conduct” North Carolina’s Retaliatory Employment Discrimination or “professionalism standards” applicable to off-duty Act or the various Federal Laws protecting against activity? (Remember, policies that go too far regulating discrimination). The NFL players are represented by the an employee’s lawful off-duty conduct can easily violate NFL Players Association, which has collectively bargained the National Labor Relations Act and raise constitutional for additional protections for NFL players that you would protections for certain public employees). Keep in mind, not normally see outside of a union context. With that it may not be the best idea to discipline or terminate an said, in North Carolina, outside of these exceptions, you employee who has engaged in lawful off-duty conduct can discipline and terminate an employee for illegal offor speech just because you disapprove of the conduct duty conduct. The question then becomes should you, or find it distasteful. This landscape will undoubtedly and if so for what type of conduct? At minimum, if your become more complicated as new laws are put in place employees are involved in a position that entails a safety legalizing conduct (think medical marijuana). As always, if risk to other employees and/or the public and you learn you have a question about disciplining employees for offof off-duty conduct that raises serious credible concerns duty conduct, please contact one of Teague Campbell’s about that employee’s capability of performing that employment law attorneys.

Happy Veteran’s Day Thanks to all who serve NCASP.com

November/December 2014

25

2 0 1 4 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

864.527.0474 // JohnWalters@iagbenefits.com alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com GOLD SPONSOR Robert Thompson at World Wide Specialty Programs Staffing Insurance 800.245.9653 x 112 // rthompson@wwspi.com SILVER LEVEL SPONSORS Melissa Cleary & Sidney Minter at Teague Campbell At Teague Campbell, our attorneys are on top of things 919.873.0166 // mcleary@teaguecampbell.com 919.873.0166 // sminter@teaguecampbell.com

Natalia Vidmar at CareerBuilder Internet Career Site and Job Boards 773.527.2975 // natalia.vidmar@careerbuilder.com

BRONZE LEVEL PARTNERS Jill White at Womble Carlyle Sandridge & Rice Attorney at Law/Employment Issues 336.574.8095 // 803.316.5791 // Jill.White@wcsr.com

Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919.359.2097 // jdoyle@talentwise.com

Spruill Alexander at The Clement Companies Liability & Workers Comp Insurance 252.756.8300 ext. 204 // salexander@towneinsurance.com

Meg Alexander at Monster.com Job Board & Recruitment Software 978-930-1083 // Meg.Alexander@monster.com

Tom Sarach at COATS Sql. Fully Integrated Staffing Software 800.888.5894 // tsarach@coatssql.com

Mark Demaree & Debbie Fledderjohan at Top Echelon Helping Recruiters Make More Placements 330.455.1433 // mdemaree@topechelon.com dfledderjohann@topecheloncontracting.com

Jonathan Weiner at Mez Media Digital Marketing Specialists | Web, Email & Video 704.875.2891 // jonathan@mez.media.com Michael Atieh of Assurance Independent Insurance Brokers 847.463.7207 // matieh@assuranceagency.com

Jim Shaki at RecruiterEco The Social Community for HR, Staffing & Recruiting Intel 828.329.4759 // publisher@recruitereco.com

STANDARD BOOTH SPONSORS George Mavrantzas at Global Cash Card Systems + Service = Easy, The Formula for Paycard Success 904.993.0469 // gmavrantzas@globalcashcard.com

Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 // matt.gallagher@Avionte.com

Sarah Doggett at Senn Dunn Insurance Business Insurance 336.346.1375 // sdoggett@senndunn.com

Larry Gibney at US Funding, Inc. Payroll Funding and Factoring 336.812.9767 // lgibney@usfundinginc.com

Cassie Watkins at Wells Fargo Liability & Workers Comp Insurance 704.556.2569 // cassie.watkins@wellsfargo.com

Sabina M. Smits at AGR Financial, LLC. Temp Funding 305.255.8181 // ssmits@agrfinancial.com

Rich Petersen at TempWorks Integrated Staffing Software/Payroll Processing & Funding 770.237.0065 // richp@tempworks.com

Jimmy Hill & Melissa Case, C-DER at Wolfe Trusted Employer Solutions 704.743.1043 // JimmyH@WolfeInc.com 828.771.3113 // MelissaC@WolfeInc.com

PREMIER & PARTNER MEMBERS Premier Member Judy Collins at TFI Resources The Independent Recruiters Resources for Temporary and Contract Placements 713.975.7576 // Judy@TFIresources.com Partner Member Michael Reilly at WEX Inc. (rapid paycard) Paychecks Made Faster, Easier, and FREE 813.463.0794 // Michael.Reilly@wexinc.com

26 November/December 2014

ASSOCIATE MEMBERS Galen Hess at National Tax Credit National Tax Credits Consultant 336.233.7544 // ghess@nationaltaxcredit.com Sean Kelly at Alere Drug Testing Solutions 919.803.4648 // sean.kelly@alere.com Stephanie Taranto at TruHealth Specialized Workforce Development 919.518.9956 // staranto@truhealthadp.com

NCASP.com

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Thanks to Our 2014-2015 Sponsors Our Vendor Spotlight this issue is Monster.com with Meg Alexander who specializes in Job Boards and Recruitment Solutions. We appreciate their sponsorship! Please check out pages 4-5 and give Meg a call to introduce yourself.

She has replaced Danny Ashraf for the Carolina region.

Monster has been a loyal Sponsor for a long time to NCASP and we look forward to working with Meg and meeting her at the Beach on May 14-15-16.

Our Platinum Key Sponsor, Essential StaffCARE, with Alan Gilbert, specializes in the development of voluntary payroll deducted insurance products designed for Staffing Industry employees.

Our Gold Sponsor is World Wide Specialty Programs with Bob Thompson, who specializes in Staffing Insurance.

Our Silver Sponsors, Careerbuilder with Natalia Vidmar specializes in Internet Career Sites and Job Boards and Teague Campbell with Melissa McCleary, Sidney Minter and Derek Maine, specializes in Workers’ Compensation.

A huge thanks to the Teague Campbell group for hosting our Hickory and Raleigh events.

Comp Insurance. Our Premier Member is TFI with Judy Collins specializes in Payroll Services. Our Partner Member, WEX,(Rapid Paycard) with Michael Reilly specializes in Paychecks Made Easier and FREE. Our Associate Members are TruHealth with Stephanie Taranto specializes in the Clinical Research Industry, National Tax Credit with Galen Hess specializes in National Tax Credits Consulting and Alere with Sean Kelly specializes in Drug Testing.

It is important to the future of NCASP that you review our Sponsors and what they have to offer staffing and recruiting firms in order to make your business life easier and safer while saving lots of money! Several will be offering informative Webinars as well as sponsoring our Regional Events throughout the year. They work diligently to bring us quality products and premier services.

Do review their colorful Ads and contact information sprinkled throughout our Ezines.

We have been focused on making 2014 a banner year for attracting new clients. We look forward to welcoming 2015 and staying strong with the proper tools and more successes! Buckle your seatbelts for the surge!

Our Bronze Sponsors, The Clement Companies with Spruill Alexander specializes in Liability & Workers Comp Insurance, Womble Carlyle Sandridge & Rice with Jill White specializes in Law & Employment Issues, TalentWise Solutions with Joseph Doyle specializes in Hiring Process Management & Compliance, COATS with Tom Sarach specializes in Fully Integrated Staffing Software, Top Echelon with Mark Demaree & Debbie Fledderjohan, specializes in Helping Recruiters Make More Placements., Mez Media with Jonathan Weiner specializes in Digital Marketing including Web, Email & Video, Recruitereco with Jim Shaki specializes in The Social Community for HR, Staffing & Recruiting Intel and Assurance with Mike Atieh specializes in Independent Insurance.

Our Standard Booths. Global Cash Card with George Mavrantzas specializes in Systems and Services for Paycard Success, Avionte with Matt Gallagher specializes in Front and Back Office Staffing Software, US Funding with Larry Gibney specializes in Payroll Funding and Factoring, Senn Dunn with Sarah Doggett specializes in Business Insurance, AGR with Sabina Smits specializes in Temp Funding, TempWorks with Rich Petersen specializes in Integrated Staffing Software/Payroll Processing and Funding, Wolfe with Melissa Case & Jimmy Hill specializes in Employer Solutions, Wells Fargo with Cassie Watkins specializes in Liability and Workers’ NCASP.com

November/December 2014

27

Silpada Patti Hogan 910.842.6687 pnpbogie@atrnc.net www.mysilpada.com/patti.hogan

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A Proactive Toolkit to Insure the Successful Management of Workers’ Compensation Risk Senn Dunn offers SDProComp+™ expertise to connect all the elements of a successful risk management program and provides you with increased profitability, enhanced employee morale and inspired business engagement. Our toolkit ensures workers’ compensation success by improving your processes and utilizing your resources to enhance business outcomes.

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NCASP.com

Press Release Avionte Staffing Software Named Finalist for 15th Annual Minnesota Tekne Award Eagan-based staffing software provider named among Minnesota Technology leaders Eagan, October 7, 2014 -- Avionté was recently announced as a finalist for the annual Tekne Award, presented by the Minnesota High Tech Association (MHTA). The Tekne Awards recognize Minnesota techbased companies that play a significant role in discovering new technologies to educate, improve lifestyles, and impact the lives and futures of people living in Minnesota and all over the world.

“It’s an honor to have been selected as a Tekne finalist,” said CEO of Avionté John Long. “Our company has always placed a high value on client success, and we’re continuously adding new features and developments to our staffing software with our end users in mind.

Placing as a finalist for this award just gives me further confidence that our product is truly making a difference in a positive way.”

Avionte Staffing Software provides innovative staffing technology solutions to the human resources industry throughout the U.S. and Canada. Founded in 2005, Avionte offers innovative front- and back-office software solutions with a strong focus on service and client relationships.

Avionte reports record growth year-over-year and has been recognized by Inc. on its 5000 Fastest-Growing Private Companies list, its Hire Power Award list, and other awards lists. For more information, visit www.avionte.com.

About Minnesota High Tech Association (MHTA) MHTA is an innovation and technology association united in fueling Minnesota’s prosperity. The association helps bring together the people of Minnesota’s technology ecosystem and leads the charge in directing technology issues to Minnesota’s state capitol. MHTA is the only membership organization that represents Minnesota’s entire technology-based economy. Its members include organizations of every size - involved in virtually every aspect of technology creation, production, application and education in Minnesota.

Since its formation in 2005, Avionte has experienced high growth and early success, and has become a leading staffing software provider by focusing on people and processes and by placing a high value on client success.

In fact, Avionté clients using the software’s web portals and core functionality are growing at a rate three times the industry average.

“For fifteen years, the MHTA has honored the technology innovators of Minnesota,” said President of MHTA Margaret Anderson Kelliher in an article announcing this year’s finalists. “We’re delighted to see such a fantastic display of technological advancements this year, and are proud to shine a light on our state’s outstanding science and technology industry.”

Avionté was nominated along with two other Minnesotabased technology companies in the award’s software category. Recipients of the 2014 Tekne Awards will be announced at the Tekne Awards ceremony, which will be held on November 13, 2014 at the Minneapolis Convention Center.

Contact: Ph: 651-556-2121 info@avionte.com www.avionte.com Go Beyond Software Avionte.com | 877.4.Avionte

NCASP.com

November/December 2014

29

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Wells Fargo Insurance Services USA, Inc. Cassie CPCU, Scott L.Watkins, Cox, CPCU, CIC CIC, ARM Vice President 704-556-2569 704-556-2594 cassie.watkins@wellsfargo.com scott.cox@wellsfargo.com wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services.

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010711ab-B_AD_NC-StaffingInd 3x4 bw.indd Wells Fargo Insurance Services USA, Inc. 704-553-6021

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Galen Hess National Tax Credit Contact Galen to learn how and why your company qualifies for numerous federal, state, and local business tax credits.

336-233-7544 • 888-976-7749

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Independent Recruiters

1/21/2011 4:33:34 PM

• Employer of record • Payroll funding • Back office services

The Independent Recruiter’s Resource for Temporary and Contract Placements® TFI Resources / 1616 S. Voss, Suite 700 / Houston, TX 77057 / 800.701.4014 / 713.975.7576

www.TFIresources.com

November/December 2014

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2 0 1 4 -2 0 1 5 B O A R D O F D I R E C TO R S Michelle Coviello, CPC President 919.280.1671 michelle@ncasp.com hirenetworks.com

Mary Mallett, CPC Director of Vendor Relations 704.241.2996 mary@searchpro.com searchpro.com

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

Janee Hill Director of Certification 919.862.8602 Janee@GreeneResources. com greeneresources.com

Marc Cochran, CSP Immediate Past President 704.305.9624 mcochran@hiredynamics. com

Ashley Pohl Director of Outreach 877.554.8911 ext 311 apohl@intellectresources. com intellectresources.com

Rita Bottoms Vice President / Treasurer 336.970.5206 rbottoms@theresource.com temporaryresources.com

Lauren Story, CPC, CTS Director of Membership 828.624.9104 lauren@cv-staffing.com cv-staffing.com

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

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

Cheryl Neely, CTS Director of Education 2015 Conference Chair 704.975.1137 cheryl@ncasp.com carolinastaffingresources.com

Pat Worley Director at Large 704.975.1137 carolinastaffingresources. com

32 November/December 2014

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

Mark Griffin, CSP Director at Large 336.337.3327 markg@ncasp.com precisionemploymentgroup. com

Jill White, Esq. Legal Advisor Non.Voting 336.574.8095 JiWhite@wcsr.com wcsr.com

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

Joe Doyle Director at Large, Non.Voting 919.359.2097 jdoyle@talentwise.com talentwise.com

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

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