Staffing Now, January 2015

www.ncasp.com

Vol. 15, Num. 1 January 2015

Vendor Spotlight: World Wide Specialty page 3-4

Meet Our 2015 Conference Trainers page 5-6

Legal Issues page 11, 18 & 28

He’s coming back!

DANNY CAHILL NCASP’S 2015 KEYNOTE SPEAKER

A Word from the President Happy New Year to all! I hope that each of you has been able to enjoy some time over the holidays with your friends and family. Better yet, some time off to relax and recharge and get ready for 2015! Our NCASP Board has been extremely busy already planning for another great year. Here are some updates.

We are pleased to announce our first Regional Event of the year. It will be held in Charlotte on Thursday, January 22nd at 4:00 pm at the Carolina Ale House uptown. The topic will be NC Labor Laws: Hiring, Testing & Termination. Join us for an informative and timely presentation followed by Happy Hour hors d’oeuvres, sponsored by Teague Campbell Law Firm. We are working on more regional events later in the year so stay tuned.

We are in full swing for the planning of our annual Spring Training Conference event in Wrightsville Beach in May. Cheryl Neely, our Conference Chair, and our Conference Committee have been busy putting together another outstanding event for our members. I am EXTREMELY excited and pleased to announce that Danny Cahill will be joining us for our Keynote Address on Friday morning.

This will be a MUST SEE presentation for you and your office!!! We are so excited that he was able to fit our event into his busy schedule. Our Spring Training Event will also 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 that you will surely not want to miss. More to come! Please go ahead and mark your calendars for May 14, 15, and 16 and make your plans TODAY to join us.

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 3-4 . . . . . . Worldwide Spotlight Page 5-6 . . . . . Spring Event Speakers Page 7 . . . . . .Careerbuilder Webinar Page 8 . . . . . . . Leadership Spotlight Page 9 . . . . . . . . . . Monster Talent Page 10 . . . . . . . . Outreach Events Page 11 . . . . . . . Same Sex Marriage Page 12 . . . . . . . Business Marketing Page 13 . . . . . . . . . . Certification Page 14 . . . . . Careerbuilder Metrics Page 15 . . . . Converting Contractors Page 16 . . . . . . USO Charity/Agenda

2 January 2015

Page 17 . . . . . . . . Acquiring a Firm Page 18 . . . . . Annual Fatality Report Page 19 . . . . . . . Improve Your Brand Page 20 . . . . . . . Conference Pricing Page 21-22 . . . . . . . . . Membership Page 23 . . . . . . . . . . Save the Date Page 24 . . . . . . . . Monster Webinar Page 25 . . . . . . . Essential StaffCARE Page 26 . . . . . . . . Sponsors’ Corner Page 27 . . . . . . . . Vendor Partners Page 28-29 . . . . . . . . .Legal Matters Page 30 . . . . . . . Board of Directors

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 15, Number 1 January 2015 NCASP Address c/o HireNetworks 9716-B Rea Road #21 Charlotte, NC 28277 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 Jenna Campbell Debbie Fledderjohan Janee Hill Pete Kazanjy Leslie Lasher Mary Mallett Cheryl Neely Richard Rainer Lauren Story Jonathan Weiner Published by

Staffing Now is published twelve times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2015. All rights reserved.

NCASP.com

Vendor Spotlight: 2015 Gold Sponsor

STRENGTH..

..STRONG ENOUGH TO DELIVER SOLUTIONS, WHEN OTHERS CAN’T

THE STAFFING INSURANCE SOURCE

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

NCASP.com

January 2015

3

THE STAFFING INSURANCE SOURCE For over 50 years, World Wide Specialty Programs has provided the staffing industry with superior protection and support to help you grow. In our continued commitment to you, WW will be offering news you can use to educate you on the latest industry news, trends, and insights. It’s the type of quality and superior service you’ve come to expect of the leader in staffing insurance. Our mission is to protect you – that’s the World Wide promise.

OSHA’S ENFORCEMENT INITIATIVES 2015

Continues to focus on training and protection provided to Temporary Employees In 2014, OSHA implemented an initiative to protect temporary employees under the premise that those workers are not provided the same level of training and protections as full-time employees. Under this initiative, OSHA inspectors are required to inquire during inspections whether the inspected worksite has temporary employees and determine whether those employees are exposed to hazardous conditions.

Moreover, during the inspection, OSHA will also inquire as to whether the training provided to the temporary workers is in a language and vocabulary the workers can understand. If OSHA determines that the host employer failed to provide adequate training or protections to the temporary employees, OSHA could issue citations not only to the temporary staffing agency, but also the host employer under the multi-employer worksite doctrine. In order to enforce this initiative, OSHA has hired compliance officers who are bilingual (or certified interpreters) to conduct employee interviews of employees to determine if the employees understood the training. If the training was in English and the employee is not fluent in t English, then the training is not “effective” and the employer can be cited.

Our Staffing Insurance Program Includes: Professional Liability · General Liability · Abusive Acts · Employee Benefits Liability Employment Practices Liability · Hired and Non-owned Auto · Owned Auto · Stop Gap Liability Umbrella Liability Crime · Property and Inland Marine · Workers Compensation Also available: D&O, Fiduciary, and Cyber Liability Robert Thompson Vice President World Wide Specialty Programs 68 South Service Road, Suite 235 Melville, NY 11747 Phone: (631) 390-0900 ext 416 Phone: (800) 245-9653 Fax: (631) 390-0922 Email: rthompson@wwspi.com Web: www.wwspi.com

4 January 2015

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

NCASP.com

MAY 14-16, 2015

2015 NCASP TRAINING EVENT HOLIDAY INN RESORT | WRIGHTSVILLE BEACH, NC Attention Staffing and Recruiting Professionals: Mark your Calendars!

Our 2015 NCASP Training Event Committee is offering you a discounted price of $349 to register, available only through February 15! Sign up now.

It will be held at the Holiday Inn Resort at Wrightsville Beach.

To reserve your room at the discounted NCASP rate, please call 910-256-2231.

INTRODUCING OUR

Conference

Speakers

2015 NCASP TRAINING EVENT

NCASP IS EXCITED TO ANNOUNCE DANNY CAHILL AS OUR 2015 KEYNOTE SPEAKER! We are honored to have Danny join us at the Beach in May!

Danny Cahill, CPC 2015 Keynote

Danny Cahill started at Hobson Associates right out of college. He became its Rookie of the Year, top producer and general manager by the age of 26. At 27 he bought the company and built it into one of the country’s largest search firms specializing in Software Sales, Bio Tech Sales and Industrial Sales talent. He is the only industry “guru” that runs a search firm every day. He does what you do.

He was the Educational Chairperson of the Pinnacle Society, 75 of the highest achievers in the industry and he still personally mentors many members. He also owns and runs AccordingToDanny. com, an online training and mentoring company dedicated to enhancing the skills and jumpstarting the spirits of recruiters worldwide. His training products have become core tools for a generation of recruiters, and his keynote presentations have made him one of the most sought after speakers in the country.

HireAbility overwhelmingly voted him the industry’s most popular speaker. NAPS elected him to the Hall of Fame in 2006, he was given the first NAPS “Spirit” Award and he received the Dave Knutson Lifetime Achievement Award. AccordingToDanny.com was awarded Best In Class for Training Excellence from MRINetwork, and they awarded Danny their “Favorite Son Award” for being the most sought after speaker for their conferences.

In his other life, as a playwright, he has had works produced off Broadway, and won both the Maxwell Anderson and the CAB Theatre Award for playwrights. He has written for CBS Television, Muscle and Fitness Magazine, as well as numerous Trade Journals. He received his Master’s Degree in Literature from Wesleyan University and believes salespeople enjoy the world’s only job security.

Danny’s book, “Harper’s Rules”, a business novel/parable, which of course features a headhunter, won the 2011 Axiom Award for Best Business Parable and 800 CEO READ shortlisted it for the 2011 Personal Development Category. His screenplay, “Breakpoint” was just optioned by Dialogue Pictures.

NCASP.com

January 2015

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...Speakers Continued

Jenifer Lambert Growth Strategies

Jonathan Weiner, CPC Digital Marketing

Jill White, ESQ Legal Matters

Jenifer Lambert, CPC considers it her great fortune to have accidentally wandered into the staffing industry more than 20 years ago. What started as a “summer job” right after college turned into a rewarding career spanning all aspects of the business including contract staffing, executive search, management, training, and business development roles and eventually became a partner in TERRA Staffing Group, one of the largest privately-held regional staffing firms in the Seattle area.

Jen has been featured in business publications including “Selling Power” magazine and is a toprated speaker at national conferences. Jenifer was inducted into the Pinnacle Society, a consortium on the nation’s top producing recruiters, in October 2008. While she’s proud of her time as an individual contributor, today she has set her sights on leading others to setting their own records and growing one of the most respected, privately-held staffing firms in the nation. She says, “I love this business. I believe what we do matters and I love the idea of helping this industry get stronger--one recruiter, one firm at a time.”

Jonathan Weiner, CPC 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 everyday. He brings a high level of passion, energy and integrity to each project with talents including Brand management, Video Production, Consulting, and Training. He serves on the NCASP Executive Committee and advises the NCASP President in his role as Immediate Past President.

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.

Jill White, ESQ 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.

PLUS:

Owner/Manager Panel Discussions Certification Immersion • Legal Matters Table Topics • Speaker Breakouts Beach Volleyball Awards • Auctions Music and Dancing • Awards

REGISTRATION: WWW.NCASP.COM Or Contact Pat Worley, 704-775-3674 pworley@carolinastaffingresources.com 6 January 2015

NCASP.com

EMPOWERING PERFORMANCE WITH LABOR MARKET INTELLIGENCE Harnessing big data can create transparency, provide more accurate information, allow precise segmentation, improve decision-making and enhance future innovation.

This session will review techniques and tools on how to use big data – specifi cally as it pertains to the labor market and the recruiting industry – to develop a strategic workforce plan and drive your organization toward future success. In this session, you’ll hear true stories of companies that are actively using data to grow their business and achieve higher margins.

Register online:

http://www.anymeeting.com/PIID=EB52DB88814839

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

Presented by Chris Skerrett Sales Director, Staffing & Recruiting Group Chris Skerrett is a Sales Director in CareerBuilder’s Staffing and Recruiting Group. He leads a team of Senior Account Executives and Sales Managers in providing effective recruiting solutions to smallto-mid size staffing and recruiting firms throughout the United States.

Chris is a CareerBuilder Veteran, starting his career 11 years ago in the Multimedia Sales Group. He quickly grew his business becoming Team Lead and eventually taking on 9 leaders and leading 100 account executives as CareerBuilder expanded its market leading position. He spent 4 years in Canada, starting with leading the inside sales team and being promoted to Director of all Canada. Chris was responsible for all sales, marketing and partnerships in the CA marketplace. In 2011 Chris returned to the US to lead the Central Major Accounts Team within the Staffing and Recruiting Division. Chris is an industry expert and is a frequent speaker at many industry events and currently sits on the Board of several staffing associations. He is a graduate of Denison University.

January 2015

7

Leadership Spotlight

By Rita Bottoms, Temporar y Resources

Cheryl Neely

Cheryl Neely, CEO/Founder of Carolina Staffing Resources

in Three Locations (Charlotte, Matthews & Monroe), Established in 2009 I am a “27” year veteran of the Staffing Industry having started my career with the Olsten Corporation in the Florida market. When relocating to North Carolina in “1992” I joined the largest regional firm in the Carolina’s at that time. There I helped them grow their family business and my career.

In “2002” after my previous company sold and the owners retired, I joined a large family owned staffing firm called The Reserves Network who had 38 offices at that time. Over the seven years I was with them I was the Regional VP over the Carolina’s & Florida offices. In “2009” I went out on my own and started what now is Carolina Staffing Resources.

I started with opening one location and now have three.

Our goal over the next few years will be to have managed growth in other markets in the Carolina’s. Besides myself I am lucky to have four of my adult children in the business with me. (Miles, Megan, Jacob and Kyle).

This past week (December 4th) we were honored to received the “Community Impact Award” from the Union County Chamber for “2014”. We were one of three finalist in this category of helping to contribute to the community and for making a difference in our community. It was a great honor to be recognized for and certainly to win. (picture of award attached) This award was presented at the Annual Union County Chamber Gala with about 500 attendees.

Besides growing our business I serve on several non-profit community boards for the American Red Cross, Arc of Union/Cabarrus County and Turning Point. I also am proud to be a Rotary member the last three years and I am a Paul Harris Fellow.

The Union County Chamber and South Piedmont College Foundation are also boards I serve on in the community along with being the Vice President elect for our Union County Human Resource Association (UCHRA) in “2016”.

This coming year in “2015” I am also committee chair for the “2015” NCSHRM Conference which will be held in Concord, NC. I am honored this year to serve as the “2015” NCASP State Conference Chair which will be held May 15th, May 16th and May 17th in Wrightsville Beach. This event will be one that all Staffing and Executive Recruiting owners will not want to miss.

As a staffing owner myself, I have handpicked along with our conference committee, speakers, topics, vendors and great entertainment events that any owner & manager would want their staff to attend. The speakers will be great trainers in the Executive & Staffing Industry. The past few years owners have had to really look at where they would spend money on training. I am telling all of them that this is a wise investment next year. As a owner you would not get industry training at this level at your firm without spending large sums of dollars. It also allows their staff to interact with world class vendors in our industry and to network with other professionals in our industry all at a very reasonable cost. If you have been in the industry for along time like me then you know it’s sometimes hard to make time for time away from the office & desk when working your business. I can guarantee that this is the time to get away to help your business going forward. Plus who can turn down the great coastal area this event is held at? I can smell the saltwater right now!

8 January 2015

NCASP.com

Social Media

By Pete Kazanjy, Founder, TalentBin by Monster

TalentBin by Monster: Sourcing Talent on Social Media There is a massive audience within social media. As a recruiter, not only should you be paying close attention to the building audience on the variety of social media platforms that exist today — and the many more that seem to pop up over time — you should be figuring out a strategy for capturing this audience, and sourcing top talent through it.

not. These pieces are everywhere. But who has the time to engage in those easter egg hunts?

It’s the positive interaction you’re interested in, after all, without the wild goose chase.

What the data says

TalentBin by Monster simplifies this daunting process for recruiters. Through its specifically tailored technology, TalentBin culls the bits and pieces of data by harnessing the vast amount of professionally relevant information people share across the social web. What comes next: a data-laden profile for a recruiter.

The story of Joe Candidate Consider the following: Joe Candidate works for a niche software development company based in a remote area of a Mid-Western state. This worker, who is 27 years old, has been at this company for five years. Maybe he’s been promoted once, and takes home an average salary. He does not manage any direct reports, but he’s taken the lead on a few projects internally to great results.

Joe isn’t actively looking for a new job. Like most passive candidates, he’s comfortable enough where he is, and hasn’t tipped over the line to active seeking. He’d consider opportunities if the path to one were easily forged, but given his circumstances, finding that path — even beginning to look on his own — feels daunting. It intimidates him.

Now consider that Joe Candidate isn’t on any popular recruiting network or at least, his profile isn’t built out sufficiently enough to be found – he’s been too busy working to pay attention to that stuff. Let’s say, based on geography and his relative inexperience, his professional network is limited.

Joe Candidate is difficult to find, you’d say. But the truth is, he’s not.

He’s posted code from his pet projects on GitHub to show peers. He’s asked a few questions about new technologies he’s worked on with StackOverflow, and answered some about tech he’s well familiar with.

This is enough for TalentBin to find him for you.

Avoiding the “Wild Goose Chase” As a recruiter, you might think that you have most of what you need already from Joe Candidate, already available via Google. Of course, you might be able to find him. But maybe NCASP.com

Yes, there are a variety of ways to source good talent. After all, 40 percent of all job seekers use Twitter to find new jobs.

So suffice it to say recruiters wouldn’t be doing their jobs if they were only thinking about potential candidates who updated a social networking profile or uploaded a resume somewhere.

Consider Joe Candidate and all the talent like him.

The scenario above is not the future, it’s right now. Suffice it to say, by leveraging social media you’ll greatly improve your chances of getting to talent where talent exists. Successfully matching people and jobs requires being ahead of the curve.

When you pair recruiting with social media the potential for the right match is unlimited.

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 BELIEVE RECRUITERS 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.

14MST837_StaffingCRM_FP4C.indd 1

7/21/14 3:00 PM

January 2015

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Outreach

By Janee Hill, Greene Resources

Mark Your Calendar!

Hello members! The Outreach Committee has been very busy and is excited to share these events coming up over the next few months. Please keep an eye out for emails with more details and registration instructions for each event. See you soon at an event near you!

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

January 14th 12:00PM Webinar: Presented by CareerBuilder January 22nd 4:00PM Carolina Ale House Charlotte NC Labor Laws by Teague Campbell February 18th 4:00PM Greensboro Country Club, Greensboro Legal Matters with Jill White, of Womble Carlyle

March 4th at 12:00PM Webinar: Presented by Monster - “Discover the Ultimate Untapped Candidate Pool” April Webinar: TBA May 14th - 16th – Spring Training Conference in Wrightsville Beach, NC

February 18 • 4-6 PM Greensboro Country Club • Greensboro, NC Jill White will present. Watch NCASP.com for more details!

10 January 2015

NCASP.com

Vendor Feature

By Leslie P. Lasher, Attor ney at Teague Campbell

Same-Sex Marriage Cases and The Waiting Game: What should employers do as these cases wind through the courts?

Be proactive and get ahead of the game.

As we all know by now, after the United States Supreme Court denied to hear the case of Bostic v. Schaefer two Federal Court judges in North Carolina issued three separate rulings finding North Carolina’s Amendment One to be unconstitutional, and stopped all agents of the State from implementing Amendment One. The ruling was somewhat short-lived because of recently filed appeals which challenge both the decision and the Court’s decision to allow several legislators to intervene in the case. Until the Fourth Circuit rules on these appeals and determines whether the ruling in Bostic applies in North Carolina, we will not have any final answers. And, to make it even more interesting, the Sixth Circuit recently upheld same-sex marriage bans in four states, so, it may be the United States Supreme Court which will have the ultimate say.

So, while we wait, employers should start gathering information and thinking about the changes that may need to be made in the (likely) event that the Bostic decision is found to apply to North Carolina. Here’s what to think about: Health insurance. If you offer health coverage to employee’s spouses, figure out how your company’s group health plan defines the word “spouse.” Under Bostic, the definition of “spouse” could expand to include legally married same-sex spouses. Have discussions now, both internally and with your company’s health care provider, about how this potential change may affect your business and how necessary transitions should be handled.

Handbooks. Review your company handbook and know what benefits you currently offer that involve a “spouse,” like leaves of absences or sick leave. If you don’t define the word “spouse” in your handbook, now is a good time to start thinking about putting it in writing.

FMLA. The Department of Labor is currently in the process of amending its regulations in order to clarify the definition of the term “spouse” in the Family and Medical Leave Act. Under the proposed rule, “spouse” would move from a “state of residence” rule to a rule based on where the marriage was entered into. If Bostic is found to apply in North Carolina, however, both the current and the proposed FMLA rules would serve to allow an employee to take protected leave for same-sex spouses legally married in North Carolina. We all know how fun it is to administer FMLA leave, so now is a good time to get up to speed on the proposed FMLA changes and begin to create effective implementation techniques.

Application. With the pending appeals, and two recent EEOC lawsuits affirmatively challenging transgender

discrimination, we expect that employers will start seeing more LGBT discrimination claims. Make sure your sexual harassment policy applies to LGBT employees, and update your grievance procedure, if needed. Educate your employees on the company’s position and expectations, and educate your managers on potential repercussions for discrimination.

It’s quite clear from the EEOC’s most recent Strategic Enforcement Plan (SEP) that the agency is pursuing full protection of the LGBT community under Title VII. Discouraging discrimination against LGBT workers is a front-burner issue for the EEOC. There’s so much more to consider, but these things should get you started. Once we know the final answer on whether Bostic applies in North Carolina, we’ll be able to expand and counsel specifically on the necessary changes that need to be made. In the meantime, we’re following the District and Fourth Circuit Courts, the Department of Labor, the Department of Insurance and the EEOC and will keep you up to date. But it’s never too soon to start counseling managers, supervisors and line employees about the need for tolerance and the exercise of common-sense and good judgment when it comes to these topics.

NCASP.com

January 2015

11

Business Marketing J o n a t h a n A . We i n e r , C P C i s t h e C E O o f M e z M e d i a

What Does Your Company Brand Say to Candidates?

Today’s job candidates are looking for more than a position with a fair salary and a good commute, they want to work for a great brand. In fact, 91% of candidates say employment brand plays a role in their decision to apply according to a recent study from CareerBuilder. I think it’s fair to say that if you’ve created a culture in your organization that promotes results driven by hard work, compensates employees well and has the work environment of fun, creative collaboration – then you have the first part of the equation. The second part is knowing how to attract the best talent to your organization. This is where the delivery system is crucial along with the actual content you are creating.

• At Mez Media, we work with

effective if there are a variety of videos from staff-level people, managers, and even an executive. This is a powerful internal recruiting tool as well as a great way to source talent.

• Finally, we have asked our clients, from smaller privately held firms to the large Fortune 500 companies, what they are trying to portray online with their brand.

The overwhelming response was that they are aiming to give the job seeker a 360 degree view of what it is like at their organization from team-building, outreach, and education. Overall, the goal is to make an emotional connection with their product or solution with their end-user.

If you’re trying to attract best-fit talent at your organization in 2015, you should make sure you’re portraying a consistent and effective company brand across all channels. Once you’ve identified what your brand says to candidates, consider video content as a primary vehicle to deliver that message. Video has the power of quickly engaging candidates and communicate your brand while allowing candidates to envision themselves working for your company. Effective video content could be the determining factor to getting great candidates to work at your company.

clients to enhance their brand and we’ve worked with some of the top brands in Talent Acquisition.

The one thing they all have in common is they’ve built a strong culture at their organizations that keeps employees engaged and attracts new talent as well.

They create an environment of constant learning and provide a career track rather than a ‘job’ track. They’ve created an internal family, and they convey this by successfully positioning their brand internally and in the marketplace.

• By the year 2015, over 80%

of web traffic will be driven by video. What does that mean?

We are doubling-down on video initiatives for our clients early in 2015 to give them an opportunity, at all budget levels, to make their video imprint online. When it comes to the brand element – there is nothing quite like watching a true, unscripted testimonial from an employee describing their experience at the company. It’s even more

12 January 2015

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.

January 2015

13

��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

14 www.facebook.com/CareerBuilderForStaffi January 2015 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.

How to Ensure Your Conversion Fees When Contractors Go Direct If one of your active contractors was suddenly A Separate Letter Agreement is recommended in situations offered a direct position with your client, would where the client company’s agreement is being utilized and it does not allow for conversion fee language. The you get a conversion fee?

As more companies utilize contractors as part of their longterm business strategies, the opportunity for contractto-direct conversions is increasing. Many companies see contract staffing as a “working interview” of sorts where they initially bring the worker in as a contractor with the intention of eventually converting them to a direct hire (contract-to-direct). However, ANY contract placement has the possibility of converting to a direct hire position, even if it was not originally considered to be a contract-to-direct arrangement.

That’s why it is always a good idea to have a Conversion Fee Agreement in place for every contract placement you make, even if you think there is no chance of the client hiring the contractor direct. You have nothing to lose by adding a Conversion Fee Agreement to your client contract, but you could lose thousands of dollars if you don’t!

If you are utilizing a contract staffing back-office, make sure every contract placement they generate has a conversion free clause in the agreement with the end client. There should also be a “Non-Competition/Non-Solicitation” clause in the Employment Agreement with the candidate. Both of these clauses protect the recruiter and the recruiter’s conversion fee by not allowing the candidate to go to work as a direct hire employee without approval.

Two common scenarios for Conversion Fee Agreements exist:

1. Pro-rated Option: The conversion fee is based on

a prorated percentage of the standard placement fee. The proration can be done in 6th’s or 12th’s. For example, after one month of work on the contract, the client owes the recruiter 11/12ths of the 25% fee; after two months of work on the contract, the client owes the recruiter 10/12th’s of the 25% conversion fee, and so on.

2. Credit Amount Option: The recruiter credits the

client with a percentage or flat dollar amount based on how many hours the contractor has worked during the life of the contract. For example, the client owes the recruiter a fee of 25% of the contractor’s first-year compensation, less a credit of $5.00 per hour worked under the contract.

Team up with us today.

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separate letter agreement is initiated by the recruiter and spells out the details of the conversion fee and identifies the relationship of all parties.

When a contract placement converts from a traditional contract placement to a direct hire, it’s a good thing because the recruiter earns more than they would in either scenario! The recruiter earns money for every hour the contractor works during the life of the contract, plus they earn a conversion fee. In all of the examples above, the conversion fee is paid directly to the recruiter. Remember, a contract staffing back-office should not take any portion of your conversion fee. They are also not under any obligation to invoice for the conversion fee or to assist with its collection.

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.

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.

All rights reserved.

January 2015

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2015 TRAINING AGENDA Want a sneak peek at the plans for the 2015 Training Event?

Thursday, May 14th Certification and Owner/Manager Panel Welcome Reception Friday, May 15th, Danny Cahill, Keynote Jonathan Weiner and Jen Lambert on relevant staffing and recruiting topics Friday evening Beach Volleyball and Great Food, Charity Auctions and Fun Entertainment Saturday, May 16th Jill White Legal Issues Breakfast Table Topics

SEE PAGES 5-6 FOR MORE DETAILS!

Our Conference Committee has selected the USO as our 2015 Charity which is a very worthy cause aiding our military as they travel around the world ensuring our freedom.

Details to follow.

16 January 2015

NCASP.com

Vendor Feature

Platinum Key Sponsor

By Mike Atieh, CPCU, ARM, SCLA | Assurance

Top Three Due Diligence Items When Acquiring a Staffing Agency or PEO Are you looking to acquire additional staffing companies or PEOs down the line? Or, do you think there’s a possibility your organization might be sold? Staffing Industry Analysts noted 69 publicly announced acquisitions of staffing firms in North America last year. While 69 might not seem like a lot, there’s still an abundance of smaller acquisitions happening all the time. In fact, even the smallest of acquisitions creates a lengthy list of due diligence items because of the large number of business liabilities.

Here are three tips to consider when buying or selling an agency: 1. Determine all potential liabilities. This is often the biggest pitfall for most buyers. Requesting loss information for all lines of insurance is rather straightforward, but determining liabilities for unforeseen situations is far more difficult. Some of the more common situations include: •

Determining if the limits in place on existing coverage are sufficient for suits that the seller has knowledge of

•

Reviewing client contracts and determining if the assumed liabilities could lead to future lawsuits

•

Reviewing loss sensitive workers’ compensation program details to determine if additional premiums and/or collateral may be due

•

Reviewing all notices of suits or even threats for existing relationships that could lead to potential problems for the buyer

2. Protect your company from misrepresentation. The easiest answer to this common problem is to carefully audit ALL data submitted. For example, when payroll is provided, confirm that all of the placements were coded properly for workers’ compensation purposes. Request prior years’ payroll audits to ensure consistent and proper classifications were used. When reviewing the loss history of each line of insurance, determine if there were unreported or other types of suits that could become a much larger issue later. When reviewing financials, have your CPA or other qualified professional determine if questions should be asked for any of the line items.

proceeds from the sale, or may not be sufficient depending upon the type of liability that arises.

As with any significant undertaking involving the assets of your firm, work with a team of individuals (e.g. attorney, insurance broker, M&A specialists...etc.) that have experience in acquisitions and in the staffing or PEO business.

About Mike Atieh:

Mike Atieh is a Senior Vice President at Assurance – one of the largest staffing industry insurance brokerages.

With over 20 years of experience, Mike focuses on midsized companies in the staffing and health care industries.

Mike provides clients with long-term risk management strategies that support a healthy company culture and deliver measurable results. He holds a Bachelor of Science degree in Finance from Northern Illinois University and the following designations: Associate in Risk Management (ARM), Chartered Property Casualty Underwriter (CPCU) and Senior Claim Law Associate (SCLA). He’s also a proud member of NCASP. Mike can be reached at: matieh@assuranceagency.com 847.463.7207 | www.assurancestaffing.com

Nathan Granitz 847.463.7263 ngranitz@assuranceagency.com

3. Consider having the seller purchase Representations and Warranties (R&W) insurance. This type of policy can eliminate the issue of uninsured liabilities becoming a problem for the buyer and seller. This is a cleaner way to protect you from unknown liabilities, rather than requiring an escrow fund, which can freeze a large portion of the NCASP.com

January 2015

17

Legal Matters

By Richard l. Rainey, Attor ney, Womble Carlyle Sandr idge & Rice, LLP

North Carolina Department of Labor Issues Annual Fatality Report The Occupational Safety and Health Division (“OSHD”) of the North Carolina Department of Labor (“NCDOL”) reports that there were 40 workplace fatalities in North Carolina during fiscal year 2014 (October 1, 2013, through September 30, 2014). This was up from fiscal year 2013 when there were 33 fatalities. However, it is much less than the 54 fatalities reported in fiscal year 2011. The report provides further details on the circumstances behind these incidents.

Industry Findings.

Seventeen fatalities occurred in the construction industry which was the largest total for any industry type.

For the first time, by a nine to eight margin, more construction fatalities occurred in residential construction than commercial construction. The industry with the second most fatalities was manufacturing with nine.

Victim Demographics.

Only one woman was killed on the job. She was struck by a truck on the highway. Among the male fatalities, most were in the 30-40 year old range.

Fatality Causes.

The leading cause of fatalities was a “struck by” accident which resulted in 17 fatalities. Items that employees were struck by included trees, vehicles and other objects, including a brick.

Timing and Location.

September was the month with the most fatalities, which was seven.

Friday was the deadliest day of the week with 11 fatalities occurring on that day. The county with the most fatalities was Mecklenburg with five.

What This Means For You. Providing a safe and healthy work environment should always be a top priority. By doing so you enhance

employee morale and productivity, and reduce absences and workers’ compensation costs.

A periodic review of your OSHA logs and workers’ compensation history should be conducted to identify work areas or job functions where safety might be improved. This should include not only recorded incidents but also “near-misses” where an actual injury did not occur. You should periodically train (and provide refresher training) to employees to educate them on safe work techniques.

Another possible step is to have a mock OSHA inspection as a way to identify any potential safety issues. Finally, if an employee does engage in an unsafe practice, it is important to go through your disciplinary process. All of these steps send the message to your employees that you take safety seriously and shows in any subsequent legal actions that you acted prudently to prevent unsafe practices.

Avoid Compliance Pitfalls

JILL WHITE Jill.White@wcsr.com | 336.574.8095

WCSR.COM WOMBLE CARLYLE SANDRIDGE & RICE, LLP

18 January 2015

1214_8531

CA | DC | DE | GA | MD | NC | SC | VA

©2014

NCASP.com

Vendor Feature

By Jenna Campbell, Avionte

4 STEPS TOWARDS IMPROVING YOUR STAFFING FIRM’S BRAND IN 2015

A recent survey released by LinkedIn found that while most firms value brand, only some invest in, manage and measure it. But building and investing in your company brand is crucial.

In fact, 91 percent of candidates have said a potential employer’s brand plays a big part in whether or not they apply for the job, according to a recent article on The Hiring Site.

To add more customers and continue growing your business, you must have a solid company brand.

A great company brand starts with improving your approval rating, having a credible website, being present on social media, and creating an outlet for positive customer feedback.

Here are four tips for improving your staffing firm’s brand: 1. Measure your brand. Before determining how to improve your brand, learn how your company is currently perceived. Metric gathering tools like a Net Promoter Score (NPS) can help you to determine how your clients and placements view your brand. A Net Promoter Score breaks your customers into three categories, and provides an approval rating by comparing your company’s number of promoters vs. detractors.

2. Establish website credibility. Tools like Google Analytics can help you determine how your current website is being utilized by visitors. Evaluate whether your website’s current structure is leading people to the right places on your site. Freshen up your content often, and encourage your website’s visitors to act by guiding them to where your contact information is listed.

3. Step up your social media presence. Getting involved in social media is a great opportunity to provide quick, controlled messages to those actively following your brand. Stay active on Facebook, Twitter, LinkedIn and other social pages. Nowadays, more job seekers are looking for their next careers in the social space, and more people are hopping onto social media to learn about a company’s culture and values.

4. Finally, let your customer speak for you. Make sure your website effectively communicates how your clients feel about your company. Case studies are a great way to create some momentum behind your brand. Create an outlet for gathering great customer feedback, and then establish a process for using that feedback to emphasize your firm’s messaging.

According to the Staffing Industry Analysts, the U.S. temporary staffing industry will have grown by five percent by the end of 2014 and is expected to grow by another six percent in 2015. As the industry becomes more competitive, it is important that your firm has a brand you can proudly stand behind.

By Jenna Campbell, Marketing Content Specialist at Avionté Staffing Software, which provides innovative staffing software solutions to the human resources industry throughout the U.S. and Canada. For more information, visit www.avionte.com.

NCASP.com

January 2015

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2015 NCASP PRICES

Join our Association and attend our Spring Training Conference Individual Membership: $199 Corporate Membership: $299 This includes all Speakers, Meals & Entertainment!

Spring Training Conference, May 14-16: $349 Bring five at $349, sixth person attends for FREE Friday one day only: $199 Guest price includes Meals & Entertainment: $149 Non-Members: $599 BOOK YOUR HOTEL ROOMS NOW! To reserve your room at the discounted NCASP rate, please call 910-256-2231 Call Pat Worley, NCASP Director for details at 704-775-3674 or email pworley@carolinastaffingresources.com

Sidney O. Minter

Melissa R. Cleary Special Thanks to the team at Teague Campbell for sponsoring our recent Regional Events!

20 January 2015

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? 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.

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 Conference

each Spring, which continues to bring nationally recognized speakers and trainers as well as opportunities for certification.

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.

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@cvstaffing.com or visit ncasp.com.

NCASP.com

January 2015

21

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 22 January 2015

NCASP.com

Why Focus on Preventing WC Claims?

How does it affect my business?

Workers’ compensation costs depend on the incidents that occur at your facility and can have a powerful impact on your company’s bottom line.

What can be done?

To minimize the frequency and severity of losses, risk managers can take several key steps:

• Allocate funds to the prevention of your facility’s most common injuries.

What are key components?

Workers’ compensation insurance premiums are based on the number of losses your company has incurred (frequency of losses) and the amount of money reserved on claims (severity of losses and amount paid). Thus, acting on workers’ compensation costs means focusing on these two fundamental drivers.

• Regularly review workplace hazards and safety procedures with employees.

• Create an accident review committee for accidents and near misses.

• Implement a safety incentive bonus program rewarding safe behavior.

Spruill Alexander, VP 1-800-849-8013 ext. 204 NCASP.com

January 2015

23

Discover the Ultimate Untapped Candidate Pool Elevate your Social Recruiting while Understanding Best Practices in Social Media How is your social media program doing? Does it need a tune up, or is it on the right path? Does it align with your other marketing goals? Are you achieving the results you want? Jim Lanzalotto, Monster’s Social Media expert, will discuss current social media programs along with the latest trends and tools. Learn from Monster on what works, what doesn’t and how you might be able improve your own social media results.

Register online: LINK HERE

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

24 January 2015

Presented by Jim Lanzalotto Senior Vice President, Staffing & Health Care Sales Monster Worldwide Jim Lanzalotto is an award-winning sales and marketing leader with 25+ years of direct, leading-edge experience with some of America’s highestimpact B2B brands in staffing, health care, B2B services and technology markets. Jim is a charter member of the Staffing 100, the ranking of the most influential people in the industry, according to Staffing Industry Analysts.

Jim is currently Senior Vice President of Staffing and Health Care Sales at Monster Worldwide. In this role, he leads a team of 125+ field and inside sales professionals to help the company build on its position as the global leader in recruitment and talent management services and technology solutions.

Before joining Monster, Jim was Founder & CEO of Scanlon.Louis, a boutique strategy firm that worked with staffing and health care firms to outsource research, strategy, marketing and sales programs to grow their businesses. In his role at Scanlon.Louis, Jim worked with dozens of staffing firms from start-ups to the largest players in the industry. In 2012, Scanlon.Louis was named to the Philadelphia 100 – a ranking of the fastestgrowing firms in the region.

NCASP.com

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

NCASP.com

January 2015

25

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Happy New Year to All! It is shaping up to be a great year already! It is important to the future of NCASP that you review our loyal Sponsors and what they have to offer staffing and recruiting firms in order to make a 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 sprinkled throughout our Ezine for your business needs. Several firms share articles which are published in our Ezine for your reading enjoyment.

Our Vendor Spotlight for this issue is World Wide Specialty Programs with Bob Thompson, specializing in Staffing Insurance. They are a 2015 Gold Sponsor. We appreciate your sponsorship! Please check out pages 3-4 and call Bob Thompson to introduce yourself.

Our 2015 Platinum Key Sponsor, Essential StaffCARE, with Alan Gilbert, Jody Williams and John Walters, specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

Our 2015 Silver Sponsors are Careerbuilder with Natalia Vidmer specializing in Internet Career Sites and Job Boards. Teague Campbell Dennis & Gorham with Melissa

Cleary, Sidney Minter and Derek Maine specializing in Workers Comp. Mez Media with Jonathan Weiner specializing in Digital Marketing including Web, Email and Video. Monster with Meg Alexander specializing in Job Boards and Recruitment Software.

Our 2015 Bronze Sponsors are The Clement Companies with Spruill Alexander specializing in Liability & Workers Comp Insurance, Womble Carlyle Sandridge & Rice with Jill White specializing in Law & Employment Issues, TalentWise Solutions with Joseph Doyle specializing in Hiring Process Management & Compliance, Top Echelon with Mark Demaree & Debbie Fledderjohan, specializing in Helping Recruiters Make More Placements, Assurance with Mike Atieh specializing in Staffing Insurance.

Our 2015 Standard Booths are Alere with Sean Kelly specializing in Drug Testing, Global Cash Card with George Mavrantzas specializing in Systems and Services for Paycard Success, Avionte with Matt Gallagher specializing in Front and Back Office Staffing Software, Senn Dunn with Sarah Doggett specializing in Business Insurance, Wells Fargo with Cassie Watkins specializing in Liability and Workers Comp Insurance, and COATS with Karen Connor, specializing in Staffing Software. Our Premier Member is TFI with Judy Collins specializing in Payroll Services.

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

ATTENTION

Independent Recruiters

• Employer of record • Payroll funding • Back office services

Clients Employee & Client Portals

Job Orders Post to Social Media Post to Job Boards

Employees

FREE Texting

Online Applications Resume Parsing

The Independent Recruiter’s Resource for Temporary and Contract Placements®

General Ledger

Banks Payroll Direct Deposit & Paycards

A/P

Run your whole business from one interface

Technical support that understands our industry

Dashboards give instant information you can use

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.

TFI Resources / 1616 S. Voss, Suite 700 / Houston, TX 77057 / 800.701.4014 / 713.975.7576

COATS

www.TFIresources.com

Staffing Software 1-800-888-5894

26 January 2015

A/R

Billing

www.coatssql.com

NCASP.com

2 0 1 5 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 & Chris Skerrett at CareerBuilder Internet Career Site and Job Boards 773.527.2975 // natalia.vidmar@careerbuilder.com chris.skerrett@careerbuilder.com

Jonathan Weiner at Mez Media Digital Marketing Specialists | Web, Email & Video 704.875.2891 // jonathan@mez.media.com

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

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

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

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

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

Michael Atieh of Assurance Independent Insurance Brokers 847.463.7207 // matieh@assuranceagency.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 Drug Testing Solutions 919.803.4648 // sean.kelly@alere.com

Karen Connor & Tom Sarach at COATS Sql. Fully Integrated Staffing Software 800.888.5894 // kconnor@coatsql.com // tsarach@coatssql.com

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

PREMIER MEMBERS Judy Collins at TFI Resources The Independent Recruiters Resources for Temporary and Contract Placements 713.975.7576 // Judy@TFIresources.com

NCASP.com

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

January 2015

27

Legal Matters

By Richard l. Rainey, Attor ney, Womble Carlyle Sandr idge & Rice, LLP

Hospital Settles ADA Claim The U.S. Equal Employment Opportunity Commission (“EEOC”) filed a lawsuit against a hospital located in Western North Carolina alleging violation of the Americans with Disabilities Act (“ADA”). That case has now been settled with the hospital paying a total of $85,000.00 and agreeing to several non-monetary measures.

The Background.

The EEOC’s lawsuit alleged that the hospital employed a registered nurse in its surgical services department.

In October, 2011, the employee was advised that a previously diagnosed cancer had spread and metastasized to her liver and that she would require surgery. Due to her cancer and the ensuing treatment, the employee suffered from extreme fatigue, nausea and vomiting.

Upon learning of the spread of the cancer and the upcoming surgery, the employee informed the hospital that she needed time off from work. At that time, the employee was not eligible for leave under the Family Medical Leave Act. In late October, 2011, the employee met with the hospital’s Director of Nursing and Vice President of Human Resources, who allegedly told the employee that she needed to report back to work by December 2, 2011, or she would be terminated.

On November 2, 2011, the employee underwent surgery for liver cancer. On November 23, 2011, the employee received medical clearance from her doctor to return to work on December 1, 2011, with no restrictions.

On or around November 29, 2011, the employee met with the charge nurse responsible for scheduling to create a work schedule for her when she returned to work. At the time of the meeting, the nursing schedule for the period from October 29 through December 9, 2011, had already been finalized. The employee advised the charge nurse that there were five chemotherapy treatment sessions that she needed to complete and that on the week she had a chemotherapy treatment, she would not be able to work Monday through Thursday.

The employee and the charge nurse created a schedule for the employee based on her return to work date, shifts that were available on the pending schedule, and her chemotherapy schedule. Based on all these factors, the employee was scheduled to work on December 1, 2, 3 and 9, 2011. The employee was prepared to add additional days to her work schedule as they became available due to cancellations or modifications to other

28 January 2015

nurses’ schedules.

The employee returned to work on December 1, 2011, and worked each of her shifts on December 1, 2 and 3. On her last scheduled work day, December 9, the employee was discharged. The EEOC had alleged that during a meeting attended by the employee and the hospital’s Vice President of Human Resources, the employee was told that she was not meeting her obligations to work full time because of conflicts with her chemotherapy and therefore she was being fired.

During the meeting, the employee asked that the hospital be flexible and suggested possible accommodations that would enable her to work 36 hours during each week including changing her chemotherapy schedule or transferring to another department. The hospital allegedly denied these requests and did not discuss any other possible accommodations with her.

After more than a year of litigation, the hospital and the EEOC agreed to a settlement. In that settlement, the hospital agreed to pay the former employee $65,000.00 representing back pay and compensatory damages. It also agreed to pay $20,000.00 to the private law firm that had represented the employee.

In addition to the monetary payments, the hospital agreed that it would revise its disability accommodation process policy and that it would distribute the revised policy to each of its employees as well as post it at its facility for a period of two years. In addition, the hospital agreed to provide annual training to all of its managers, supervisors and employees, which would include training on the requirements of the ADA and the reasonable accommodation process.

What This Means For You. The EEOC is taking very seriously the ADA’s requirement that employers engage in a good faith interactive process to determine whether a reasonable accommodation of a disability is possible. Where the EEOC thinks there was a failure by the employer to engage in that process, it will pursue litigation. Thus, it is important that you go through this process even if you believe that the ultimate determination will be that an accommodation is not feasible.

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Steps that you should take include obtaining medical information from the employee’s doctor or one of your choosing to determine what medical option exists. You should not fail to ask the employee himself about what possible accommodations there might be. After compiling this information, you should analyze whether the proposed accommodation allows the employee to perform the essential functions of the job and, if so, whether it would still create an undue hardship on your business. If you believe an accommodation cannot be made for the current job, you must also look at vacant positions for which the employee is qualified as an additional option. Documenting this process is important. If you are able to show that you engaged in good-faith steps, it serves as a defense to punitive damages if a court later determines you erred in your judgment and should have made an accommodation.

Richard Rainey practices law in Womble Carlyle’s Charlotte office. He may be reached at rrainey@wcsr.com or 704-338-7835.

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2 0 1 5 B OA R D O F D I R E CTO 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

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

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

Marc Cochran, CSP Immediate Past President 704.305.9624 cochranmarc@gmail.com

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

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

Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non.Voting 704.556.2569 Email: cassie@ncasp.com wellsfargo.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 704.775.3674 pworley@ carolinastaffingresources.com

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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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30 January 2015

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