Staffing Now, February 2016

STAFFING NOW T H E

V O I C E

O F

N O R T H

C A R O L I N A

E M P L O Y M E N T

P R O F E S S I O N A L S

VOL. 16, NUM. 2, FEBRUARY 2016

CONGRATS!

DECISION PATH : 2015 FASTEST

WEBINAR WITH:

SCOTT WINTRIP

SNEAK PEEK:

GROWING FIRM

YOUR HIRING

2016 SPRING TRAINING CONFERENCE

SEE PAGE 3-4

SEE PAGE 5

SEE PAGE 7

MAXIMIZE STYLE

AGENDA

A Word from the President Happy New Year! I would like to take this time to formally announce that I will be stepping down as your NCASP President and that Janee Hill will be stepping in. As Janee takes the reins, I am certain that this board and our association are in very capable hands. I have enjoyed being part of the NCASP family for many years now. This association is very near and dear to my heart and the people that I have worked with on our board have become like family. I look forward to the great events that this association will continue to put on for years to come.

Thank you for letting me serve as your Board President for the last few years.

It has been an honor and a privilege to be part of an amazing association. There are so many great people that I have had the chance to work with and learn from.

These experiences have made me a better professional in so many ways. I am so excited for Janee and excited for what she has in store for our association! ~Michelle Coviello, CPC, NCASP 2015 President

STAFFING NOW THE VOICE OF NORTH CAROLINA EMPLOYMENT PROFESSIONALS

Volume 16, Number 2 February 2016 NCASP Address c/o Janee Hill PO Box 1922 Wake Forest, NC 27588 919.862.3996 Janee Hill, CPC President JaneeHill@pathwayrp.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Graphic Designer | Stacey Chacon stacey@staceychacon.com

Happy 2016 Everyone! First, thank you Michelle for such a warm and welcoming introduction! I know I will have big shoes to fill, stepping into this role after you. I am very excited to get started as your new President! 2016 promises to be a year filled with growth, learning and fun!

I would like to take a moment to introduce myself for those who I have not met as of yet. I have been in the recruiting and staffing industry for over 5 years. I love this industry and how we make a difference in people’s lives every day. What we do is impactful to so many and that is truly rewarding. Not to mention, it is awesome to be paid to meet new people every day! I have recently embarked on a new business venture, opening my own recruiting firm!

Pathway Recruiting Partners is a family-owned firm specializing in IT, Legal and Professional direct hire positions. I am very excited about this company and am fortunate to be partnering with an industry veteran who possesses a wealth of knowledge; she also happens to be my mother. My mother encouraged me to look into NCASP many years ago and I am so happy I did. I have been active on the NCASP Board of Directors for about 2.5 years having held various roles including Treasurer and Director of Certification. It is truly a joy and passion to help facilitate collaboration within our industry and it has afforded me the opportunity to meet wonderful peers and make life-long friends. I am so honored to step into the role of President. It is a weighty responsibility but I look forward to helping to steer this organization as our industry continues to change. However, I cannot do this alone; I will have the help of my Executive Committee: Ashley Loftus – Secretary, and Jason Perillo – Treasurer along with several other Board Members leading our various committees. We are committed to bringing you information and events that will assist you in your career and we take that commitment seriously. We want to hear from you this year. We want to know what we are doing well, and what we can do better! Please reach out to any Board member with questions, concerns, suggestions, etc. You can find our contact info on page 26 of this e-zine.

I look forward to meeting you all in May at our Annual Training Conference in Wrightsville Beach! Let’s make 2016 a GREAT year!

2 February 2016

Contributing Writers: Tanya Bennett Michelle Coviello Matt Ferguson Robin Gibson Tom Gibson Janee Hill Gus Kontongianis Leslie Lasher Mary Mallett Jason Perillo Joe Purcell Scott Ravanesi Lauren Story Jill White Published by

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Awards

by Janee Hill, President & 2016 Conference Co-Chair

2015 Fastest Growing Company DecionPathHR was the recipient of NCASP’s 2015 Fastest Growing Company Award.

They are a full Service Staffing and Recruiting Firm offering Clerical/Professional/Administrative, Light Industrial, Accounting/ Finance, Call Center and IT Services.

Congratulations to on your success!

Tanya Bennett

Tom Gibson

Robin Gibson

In this issue Page 2 . . . . . . . . . . . Prez Letters Page 3 . . . . . . . Leadership Spotlight Page 4 . . . . . . Fastest Growing Firm Page 5 . . . . . . Scott Wintrip Webinar Page 6 . . . . . . Conference Speakers Page 7 . . . . . . . . May Event Agenda Page 8 . . . . . . Scott Wintrip Keynote Page 9 . . . . . . . . . . Jill White Legal Page 10-11 . . . . Maximize your Billings NCASP.com

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. Worldwide Specialty . . Leslie Lasher Legal . . . . . Certification 2016 NCASP Charity . . . . . Save the Date . Upcoming Webinars Congratulations George . . . . . Careerbuilder . . . . Insurance Insight

Page 21 . . . . . . . . . Register Today Page 22 . . . . . . . Sponsors’ Corner Page 23 . . . . . . . . . Press Release Page 24-25 . . . . . . . . . Membership Page 26 . . . . . . . . Hire our Heroes Page 27 . . . . . . . Liability Concerns Page 28 . . . . . . Essential StaffCARE Page 29 . . . Maximize your conference Page 31 . . . . 2016 Board of Directors February 2016

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Leadership Spotlight

Spotlight on: Tom Gibson, President & CEO; 10-01-2012, Tanya Bennett, COO; 10-01-2012, and Robin Gibson, VP Operations; 10-01-2012 What are your primary job responsibilities?

Tom: Strategy, Sales, Client Development, Cash Management Tanya: Strategy, Operations, Recruiting

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

Tom: I have been in staffing for 30 years as of March 26, 2016 and I have taken over struggling markets and turned them around in multiple geographic areas.

Robin: Training, Customer Service, Marketing

• Organically grew two different Staffing firms from

In which industries and functions do you specialize?

We are a full Service Staffing and Recruiting Firm Clerical/Professional/Administrative, Light Industrial, Accounting/Finance, Call Center and IT Services Which aspects of your job get you revved up?

Tom: Opening New Markets, Building New Relationships – Creating New Opportunities for our Employees; both staff and Associates – Solving Problems for our Clients.

Tanya: developing and motivating our internal employees and offering benefits to ALL of our employees (whether internal or temporary associates) that many other services do not offer Robin: Interacting with staff to determine what is needed, develop training to meet that need which in turn will make their job easier and ensure they feel they are being effective.

What’s one of your favorite recruiting/staffing stories?

Tanya: When we first opened DecisionPathHR, I was back to working a desk: interviewing candidates, conducting orientations and filling orders. As I was interviewing a candidate, she looked like she was about to cry. I asked her what was wrong and she replied, “You’re the first person I’ve met at a staffing company that actually looks me in the eye when you’re talking to me. Most companies treat me like I’m a number.” This solidified, for me, our decision to make sure our customer service is not limited just to our clients; we treat our associate employees with the same respect, dignity and care that we treat our client customers.

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

Tom: Data Entry – I’m a true sales guy I need someone to handle the details for me…!

Tanya: State and federal reporting (OSHA logs, form 300, etc). The day will come when we’re large enough to make it a full time position!

Robin: Marketing – not my forte!

4 February 2016

dollar One and made them into the top 2 staffing firms in those respective markets within 5 years.

• Re-engineered multiple markets • Consolidated multiple acquisitions under a new National Brand

Tanya: I have been in staffing and search for 28+ years for national and global companies.

Prior to our current company, I was a global manager doing consulting work around recruiting processes, RPO and implementations for F500 companies.

Robin: I started my 21-year career in staffing in sales and quickly realized I belonged in service! I was a recruiter in several different cities and an on-site for several large companies. My ideal job opened up in the Service and Quality department at the corporate level to serve as a liaison between corporate and the field. In this role I was able to determine needs and develop solutions - I’m performing this type of work today for our company and enjoy watching our company and employees grow.

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

Tom: Remaining in the same industry but with a personalized philosophy rather than the philosophy of the global firm that I was managing. Theirs was a more virtual strategy, against what we always set our beliefs and strategy on. We are in the Global Human Capital Management business and you have to have great customer service and face to face involvement with your client companies and associates. To have that interaction you have to be in front of them and not communicating with them via the internet. We, DecisionPathHR, utilize and embrace technology to make us more efficient and enable us to spend more time with our client – Not in place of it!

Tanya: While I loved the global aspect of my position, I grew weary of the lengthy global travel and living abroad (for a short time). I wanted to create/work with a company Continued on page 30...

NCASP.com

February 17 at 12 Noon

Presented by Scott Wintrip of Wintrip Consulting Group

Maximize your Hiring Style •

• •

Most people don’t realize they suffer from Hiring Blindness, a psychological phenomenon which impacts everyone

Scott Wintrip is the

Learn about Hiring Blindness and how to counter it with your own Hiring Style

global consultancy.

Attendees will gain access to a special white paper on this topic

founder of the Wintrip Consulting Group, a His mission is to eliminate hiring delays, so companies always have the talent they need instead of empty seats.

Registration or Questions Please contact Jason Perillo 704.575.9444 jason@staffccs.com

REGIONAL EVENTS Let us hear from you on what topics you would like offered in your area!

Contact Ashley Pohl Loftus at apohl@aerotek.com NCASP.com

February 2016

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PLUS Staffing & Sales Training from...

Amy Munroe

Staffing eTrainer / MTS, Inc Amy is a 29 year industry veteran and has held various positions with staffing companies from operations to sales and management. Amy has the experience of working with all size staffing companies nationwide which brings a valuable dynamic to her sessions.

Amy Munroe is the founder of MTS, Inc.The mission of MTS, Inc is to help staffing companies provide greater value to their clients, decrease time to full productivity for new team members, improve employee retention, and increase staff engagement. Since inception in 1999, we have provided performance improvement sessions to tens of thousands of staffing professionals.

Amy is also the COO of Staffing eTrainer, a sister company, which provides elearning to the staffing industry.

Donna Mallard Mallard & Associates and Staffing eTrainer Donna Mallard brings twenty-nine years of experience and expertise to her consulting, coaching and training programs/products. Her experience includes leadership, management, business development and customer service. Donna provides executive coaching, tailored staff development and web-based training (Staffing eTrainer), specifically for the staffing industry. These programs and web-based training are designed to improve the performance of individuals, teams, and organizations, in order to drive long-term effectiveness and winning outcomes.

Lesa Francis

President and chief executive officer of Staffmark Francis is president and chief executive officer of Staffmark, one of the largest staffing companies in the U.S., and a part of Recruit Holdings, one of the largest HR companies in the world. Francis joined Staffmark in 2006 as chief operating officer. She has more than 25 years of staffing experience and has been named one of the 100 most influential people in the staffing industry. Francis has a unique perspective on the industry having started her career as a sales representative and working her way up to one of the first female CEOs of a billion dollar staffing company.

Through her role as an officer on the American Staffing Association’s board of directors, Francis focuses on the growth and success of the staffing industry. She is also a member of the National Workforce Solutions Advisory Board, was named one of 20 “Women to Watch” by the Cincinnati Business Journal, and was recognized by LEAD Cincinnati with their C-Suite Award.

6 February 2016

NCASP.com

Conference Preview Breakout Topics: •

The Talent Accelerator Process

•

Learn how to engage in On Demand Hiring, a process for filling jobs in less than an hour

•

Discover how to get customers to respond quickly and pay higher fees and rates

•

How the staffing industry has evolved over time and become a strategic business solution for clients?

•

Why employment law is critical to your success?

•

What two processes are the keys to staffing profitability?

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How you work with two clients?

•

What are the three skills that guarantee success?

•

Valuable information for “new hires” and refreshers for “industry veterans”

•

Great Recruiter Training

Jill White will join us for breakfast on Saturday with 2016 Legal Matters

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Agenda THURSDAY, MAY 12 9:00-12:00 Registration 11:00 Rookie Training, with Donna Mallard & Amy Munroe 11:30 Owner/ Manager Luncheon & Vendor Introductions 1:00 Owner/Manager Panel 3:00 Vendor Expo 3:30 “Staffing Industry Update” Lesa Francis, ASA 5:00 Vendor Partner Reception FRIDAY, MAY 13 7:30 Registration/Coffee 8:00 Hot Buffet Breakfast

2016 NCASP Welcome & Vendor Introductions 8:30 Keynote: Scott Wintrip, “Talent Accelerator Process” 10:00 Vendor Expo 10:30 Gemma Saluta Legal Previews 10:45 General Session: TBA 12:00 Vendor Expo 12:15 Awards Luncheon, “7 Tactics for Utilizing Data to Drive Your Staffing Business” Suzy Richard of Careerbuilder 1:30 Vendor Expo Dessert 1:45 Breakout Speakers:

Scott Wintrip

Amy Munroe & Donna Mallard 3:00 Vendor Expo 3:30 Breakout Speakers

Scott Wintrip

Donna Mallard & Amy Munroe 4:45 5th Annual NCASP Beach Volleyball Tournament 7:00 Open Bar Reception, Seafood Buffet, Entertainment Silent & Live Electronic Auction including Fastest Growing Companies Award SATURDAY, MAY 14 9:00 Breakfast, Jill White, Legal Matters, 10:00 Table Topics rotation every 15 minutes 11:15 Contest Prize Drawings & Wrap up

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INTRODUCING: SCOTT WINTRIP Scott Wintrip is the founder of the Wintrip Consulting Group, a global consultancy in St. Petersburg, Florida. His mission is to eliminate hiring delays, so companies always have the talent they need instead of empty seats. During the past three decades, Scott has helped large organizations, like AFLAC, Bank of America, Boeing, Procter & Gamble, Randstad, and the Red Cross as well as small and mid-market companies, such as Aquent, Kohl’s, MAKO Surgical, and Valpak leverage the power of their people. For five years in a row, Scott has been named to the “Staffing 100” as one of the world’s 100 most influential staffing leaders. He’s also made Recruiter Magazine’s “Top 40 Under 40,” as one of the most influential executives under 40 years old. As an author, Scott wrote Sales Yoga: A Transformational Practice for Opening Doors and Closing Deals. Each week, his articles and blog posts are featured on dozens of sites.

Also, his newsletter, The Zero-to-Fill Update, is read by thousands of subscribers. Scott’s colorful background includes marrying a gorgeous middle-school teacher; parenting two adult children, just as stubborn as he is; playing the tuba in a championship drum-and-bugle corps; piloting a plane solo above a manned warship; being ordained as an interfaith minister; and landing a role in a 1980s zombie film. Also, his newsletter, 02Fill, is read by thousands of subscribers.”

8 February 2016

Train Your Brain It’s hard to believe but we are only a few short months away from our Spring Training Conference in Wrightsville Beach.

We can’t wait to have you Train Your Brain to Accelerate Your Success.

See page 21 for how to get registered today! www.ncasp.com

May 12-14, 2016

Wrightsville Beach, NC

KEYNOTE: SCOTT WINTRIP PLUS: Owner/Manager Panel Rookie Training • Table Topics Speaker Breakouts • Awards Trends • Beach Volleyball Networking • Entertainment

Register online at www.NCASP.com NCASP.com

Legal Matters B y J i l l W h i t e , Wo m b l e C a r l y l e S a n d r i d g e & R i c e , L L P

New Year Resolution: Form I-9 Audit

Among the list of New Year’s resolutions for your business should be a Form I-9 audit The Employment Eligibility Verification Form I-9 (“Form I-9”) is a form that must be completed for all employees to verify their identity and authorization to work in the United States.

Employers are subject to penalties for any and all errors on a Form I-9, with civil fines up to $1,100 for each form that is completed incorrectly. An audit provides an opportunity to identify and remedy errors in an effort to minimize liability, although it will not completely shield the company from penalties.

• •

On December 16, 2015, U.S. Immigration and Customs Enforcement (ICE) issued specific guidance to employers regarding the implementation of Form I-9 audits. The agency advised employers to conduct internal audits in a manner that ensures compliance with the law while avoiding the perception of discrimination or retaliation. The “Guidance for Employers” can be read in full at https://www.ice. gov/sites/default/files/documents/Document/2015/i9guidance.pdf.

Here are a few of the highlights as well as some tips for conducting a Form I-9 audit:

•

• Start by reviewing the current payroll and confirming that

•

each employee has a Form I-9.

• Maintain the forms in two separate binders: current employees and former employees. The Form I-9 should not be in the personnel file.

• Determine whether to audit all Forms I-9 or a sample of the forms on file. o If only a sample will be audited, carefully consider how to select the Forms I-9 in order to avoid the perception of discrimination or retaliation.

• Correct errors or omissions on the Form I-9: o Section 1 errors or omissions must be corrected by the employee only. The employee must initial and date the correction. If the employee is no longer employed, then attach a statement to the Form I-9 explaining why Section 1 could not be revised. o Section 2 and Section 3 errors must be corrected by the employer. Draw a line through the incorrect infor-

•

mation and enter the revision in the margin. Initial and date the correction.

Confirm that no authorization documents are expired.

In limited circumstances an employer can request additional documentation from a current employee but employers should proceed with caution. o Unclear photocopies do not justify a request for new documentation. o A bona fide concern that the supporting document originally provided was not genuine or does not relate to the person who presented it may allow the employer to confront the employee about the concern and to request a different document. o The employee must be allowed to present any acceptable document. Do not request a specific document such as a social security card or driver’s license. o An employee must be given a reasonable period of time to address any deficiencies on his/her Form I-9.

The amount of time needed to respond to the employer’s request will vary depending on the specific circumstances of each case.

Never conceal information on a Form I-9 by erasing text or using correction fluid.

Never backdate the Form I-9 when addressing deficiencies revealed by the audit. Always provide the correct hire date in Section 2, and then sign and date the time of the audit on the Form.

If a new Form I-9 is completed for an employee, then you must attach it to the original form. Never destroy or dispose of the original Form I-9.

The primary objective of the Form I-9 audit is to identify and resolve deficiencies, and to provide appropriate documentation establishing the date of the audit and the reason for the corrective action. While an audit does not shield the business from liability for errors or violations, it can serve as a good faith defense that the company is trying to comply with the law. For additional information, or for assistance with Form I-9 training and/or audits, please contact an attorney in the Labor and Employment practice of Womble Carlyle.

REGIONAL EVENTS Let us hear from you on what topics you would like offered in your area!

Contact Ashley Pohl Loftus at apohl@aerotek.com NCASP.com

February 2016

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Vendor Feature (Ar t i c l e c o u r te s y of Top Ech e l on R ecr uiting So lutio ns)

3 Questions for Billing More in 2016 A New Year is here, and every recruiter wants to bill more in the New Year than they did in the old year. But . . . are YOU going to do that this year?

It’s a tricky question, since some things are out of your direct control.

For example, you really can’t control whether the Stock Market tanks or whether one of your clients implements a hiring freeze for an unspecified amount of time.

However, there are some things that you can control, and those things directly involve you and how you run your recruiting desk and/or recruitment firm or agency. In fact, there are some questions you should be asking yourself at this early stage of the year.

Your answers to these questions will help determine, at least in part, how much you can grow your business.

Below are three questions to ask yourself in your quest to bill more in 2016: QUESTION #1: HOW CAN I PROVIDE MORE VALUE? Now of course, since you interact all day with candidates and clients, those are the two groups of people to which you want to provide this value. The first step would be to identify how much value you currently provide to them, but we’re going to throw you a curveball: When you calculate the value that you currently provide, do NOT include placements.

That’s right. What value do you provide outside of placing candidates at your client companies? That’s the question that cuts to the heart of the matter. After all, you get paid for making placements. What you should be scrutinizing is your value in situations where you don’t get paid.

How does that change things?

10 February 2016

Below are a few of the situations to which we’re alluding: * Marketing grade-A candidates Yes, it doesn’t mean you’re going to get a job order out of it, but hiring managers appreciate being apprised of top talent in the marketplace, especially if they have no idea that the talent exists. In this case, the hiring manager is apt to remember the candidate if they have an opening or a need in the future, and by extension, they will also remember you. *Provide excellence throughout the process Even if the process does not end with you making a placement, prep and debrief both the candidate and the client in a thorough fashion. Follow up, follow through, and make sure that everybody who comes into contact with you has a great experience. Placement or not, they need to value your participation, especially in a consultative role.

Offer [an electronic] newsletter Okay, don’t roll your eyes. People still read newsletters these days, especially candidates who want to know how to advance their careers.

They want to know how to find premium career opportunities, how to get noticed by top employers, and how to nail the interview process. On the other hand, your clients probably need to be educated about the employment marketplace, so they can stay in touch with current conditions.

Unless they already know all they need to know. Would you say that’s the case?

QUESTION #2: AM I ENGAGING IN PROFESSIONAL DEVELOPMENT? Yes, being awash in job orders and making placements is a lot of fun and it’s certainly tempting to only focus on that all day long, but you must not let yourself slack in this area. Think about it for a moment. Recruiters

portray themselves as specialists of a sort, talent specialists, specifically.

What are some other specialists in the world of employment? Doctors, lawyers, even plumbers. If you hired any one of these people, would you not want to know that they are continuously trying to improve themselves and become better at their chosen profession? Of course you would. The same holds true with recruiters.

We’re not talking about major “I have seen the light!” revelations, either, especially if you’ve been in the business for a considerable length of time. All it takes is a small piece of information, something new that you’ve never heard about or tried before, that could make a difference on your desk and a huge impact on your billings.

Continuous training and professional development is NOT a time waster.

It’s an investment—an investment in you as a recruiter and an investment in the future of your recruiting firm.

Not only that, but this is also an excellent way to stand out from other recruiters in your niche. You have to operate under the assumption that your competition is continually training and investing in themselves.

If you don’t do the same thing, you run the risk of falling behind. And if you’re standing still, you’re really not standing still . . . you’re falling behind.

QUESTION #3: DO I HAVE AN ACTUAL BUSINESS PLAN? Many recruiters who run their own firm are better recruiters than they are business owners. However, if you’re a firm owner, then you can’t neglect the business side of your recruiting enterprise. The first step in having an actual business plan is identifying your firm’s business model: (continued on page 11) NCASP.com

Vendor Feature

(Continued from page 10)

• What are the different ways • • • •

in which your firm generates revenue?

In which order are those ways ranked (from the most revenue to the least)?

What tools and/or resources contribute to the generation of that revenue?

Has your business model changed in the past? If so, how did it change?

How might your business model change in the future?

That last question is the most compelling one, especially since we’re talking about billing more in 2016. If you’re looking to bill more this year, what is your business plan for expansion? Growth doesn’t just “happen” of its own accord. It usually requires catalysts, and a good business plan serves as the genesis for such catalysts.

currently offering contract staffing services to your clients, then you are missing an opportunity for business growth in 2016.

Billing more than you did the previous year is never easy. It takes planning, effort, and the willingness to ask the tough questions. What questions have you asked yourself about 2016?

Did they include the three questions we’ve just discussed?

Ask the tough questions, give honest answers, and make the changes and adjustments you need to make for this year to be a great one for you and your firm!

(Founded in 1988 in Canton, Ohio, Top Echelon’s mission statement is to “help recruiters make more placements by continuously exceeding expectations.”

Top Echelon started solely as a split placement network, but it has expanded over the years, growing with its customers and creating new products and services to meet the needs of those customers.

Top Echelon helps recruiters make more placements through its four main products and services: Top Echelon Network, the leading split network of recruiters; Big Biller recruitment software for applicant tracking; Top Echelon Contracting, the recruiter’s back-office solution; and Web Design for recruitment and staffing agencies. Visit www.topechelon.com to get started today!)

Below are some possible strategies for inclusion in your business plan: Niche expansion: What space still exists in your current niche? Can you start targeting candidates and fill positions that you’ve never targeted and filled before? Identify these areas and weigh the pros and cons of expansion.

Split placements: If you have more job orders than you can fill, that might seem like a great situation . . . until you realize that you can’t fill them all. What use is an open job order you can’t fill? Instead, use another recruiter’s candidate to fill it. Sure, you’ll have to split the fee, but without that candidate, all you’d have is an open, unfilled job order.

Contract placements: A fundamental shift has taken place in the employment marketplace. Companies now value contract candidates during all economic conditions, not just during challenging ones or recessions.

It gives them more flexibility, more control, and greater opportunities for finding top talent. If you’re not NCASP.com

February 2016

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VISION..

..SEEING 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

12 February 2016

NCASP.com

Legal Matters Leslie Lasher, Attor ney, Teague Campbell Dennis & Gorham

The Most Asked Question of 2015: Ann the employee was injured on the job and went out on workers’ compensation leave. She is about to exhaust her leave pursuant to the Family Medical Leave Act (FMLA), but is still written out of work. Can we terminate her?

The answer, which I know you are expecting: it depends. Still, we received this question so much year, we thought we would outline a few tips: • Follow all FMLA requirements and place the employee on notice that her leave is ending, • Follow all Consolidated Omnibus Budget Reconciliation Act (COBRA) requirements and place the employee on notice of her rights to continue her health coverage, and • Follow all internal policies and procedures which apply to the particular scenario in issue.

It is usually best to assume that the employee’s workers’ compensation injury also qualifies as a disability under the Americans with Disabilities Act (ADA). Under the ADA, the employer can seek information from a physician (through the employee’s attorney) regarding the employee’s current condition and ask whether her condition would affect her ability to perform the essential duties of her job.

• When there is a question regard-

ing the employee’s restrictions or work status, the employer can also clarify the work restrictions and inquire as to whether the employee believes she can perform the essential functions of the job, with or without a reasonable accommodation.

NCASP.com

Once you determine whether she can perform the essential functions of her job, you can decide whether the following may be appropriate:

o Offer the employee her old position;

o Offer the employee light duty work, or a return to work program;

o Offer the employee a different position (consider difference in pay);

o Engage in the ADA interactive pro-

cess and offer the employee a reasonable accommodation under the ADA, if necessary; o Offer other options available under an employment policy; o Consider offering a leave of absence; or o Terminate the employee’s position for inability to perform the essential functions of her job.

In short, if you determine that the employee’s restrictions keep her from performing the essential functions of her job with or without a reasonable accommodation, and her FMLA leave has expired, you may have a basis to terminate her position.

And then come the follow up questions: Do I have to allow Ann the employee an additional leave period under the ADA? A request for leave of any type (due to a medical/mental condition) should be considered a triggering event under the ADA. So, when an employee requests FMLA leave, or goes on workers’ compensation leave, the employer should begin considering whether the ADA may also apply.

Generally speaking, an employee who needs more than 12 weeks under FMLA leave is entitled to such leave if there is no other effective accommodation and the leave will not cause undue hardship. In addition, the employer must provide the amount of leave needed unless doing so poses an undue hardship.

And, the last one: How do we really know that Ann the employee can physically perform her job duties?

Outside of the workers’ compensation case, an employer can make disability related inquiries under the ADA, or require a medical examination, as long as the inquiry or examination is shown to be “job related and consistent with business necessity.” Under FMLA, the employer can require a fitness for duty certification upon return to work if the employee has notice of this requirement.

DISCLAIMER: Of course, these are just general tips that may or may not apply in all scenarios. There are also many additional considerations, details, and notice requirements under the ADA, FMLA, COBRA, Workers’ Compensation - and potentially many more laws - that we have not discussed in this article. We always recommend that you work closely with your workers’ compensation attorneys in these scenarios, and are ready to help you navigate these issues in 2016 as your employment law attorneys.

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Certification READY TO GET CERTIFIED?

Go to NAPS.com to order study materials and register for the online exam.

Contact Holly Holbrook, Director of Certification 336.288.9330 or hholbrook@grahamjobs.com

The 7,500+ industry professionals who have been certified by the American Staffing Association could give you thousands of reasons why being ASA-certified is so important.

Instead, ASA invites you to watch this brief video, featuring ASA-certified professionals who succinctly communicate the importance and value of earning an ASA credential.

Make 2016 the year you stand out professionally and earn your certification from the American Staffing Association.

Questions? Contact Arika Norwood, ASA coordinator of education and certification, at 703-253-2057.

14 February 2016

NCASP.com

2016 Charity

About JDRF Diabetes Foundation

NCASP has selected Juvenile Diabetes Research Foundation for our 2016 Charity Recipient JDRF is the leading diabetes foundation funding T1D research. JDRF’s goal is to progressively remove the impact of T1D from people’s lives until we achieve a world without T1D. JDRF collaborates with a wide spectrum of partners and is the only organization with the scientific resources, regulatory influence, and a working plan to better treat, prevent, and eventually cure T1D. NCASP.com

JDRF is currently sponsoring $530 million in scientific research in 17 countries. In 2012 alone, JDRF provided more than $110 million to T1D research.

Learn more at JDRF.org.

February 2016

15

Save the Date

May 12, 13 & 14

GET ON BOARD THE FAST TRAIN • SEE PAGE 6-8 FOR DETAILS!

Making Insurance an easy process for the Staffing Industry Over 20 years of experience in working with Staffing Companies makes a difference.

Our Team looks forward to being a part of your team. 78% of the Staffing Companies that we meet with move their business to the Clement Companies.

16 February 2016

Spruill Alexander, Vice President 105 Arlington Blvd.

Greenville, NC 27858 Phone: 252-­‐756-­‐8300 ext. 204 Cell: 252-­‐714-­‐8671 salexander@towneinsurance.com

NCASP.com

Webinars

By Jason Per illo, Director of Education

Join us for one of our upcoming Webinars!

Feburary 17: Maximize Your Hiring Style with Scott Wintrip: See page 5 for details March 10: Donna Mallard and Amy Monroe: Preparing your toolbox for the Staffing Nuts and Bolts April 13: Suzy Richard of CareerBuilder: 5 Technology Roadblocks Hindering Your Staffing Success Contact Jason Perillo, Director of Education, at 704.575.9444 or jason@staffccs.com, or visit NCASP.com

Avoid Compliance Pitfalls

JILL WHITE Jill.White@wcsr.com | 336.574.8095

WCSR.COM WOMBLE CARLYLE SANDRIDGE & RICE, LLP

1214_8531

ATTENTION

Independent Recruiters

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

©2014

MAY CONFERENCE PRICES • Employer of record • Payroll funding • Back office services

Members=$299.00 (see coupon page 21) Non Members=$599.00 Thursday only=$149.00

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

NCASP.com

Friday only= $199.00 Guest= $149.00 See page 6-8 for details!

February 2016

17

Press Release To All:

Premier Member:

I’m pleased to announce the recent promotion of George Mavrantzas to Vice President of Special Projects.

George joined Global Cash Card in 2009 as Manager of Special Projects.

In his new role, George will continue to deliver executive presentations to Clients, support and manage strategic relationships, and contribute to executive decisions.

George has been instrumental in Global Cash Card being recognized as the leading Paycard Company in the United States.

Jeff Lyons at Liquid Capital Corp.

Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com

Associate Vendor Member:

Please join me in congratulating George for his service and on his recent promotion.

Joseph F. Purcell President & Chief Executive Officer GLOBAL CASH CARD

Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 ssmits@agrfinancial.com

George Mavrantzas Director of Special Projects

Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636-262-8124 dcormell@thestaffingsuperstore.com

904-993-0469 gmavrantzas@globalcashcard.com www.globalcashcard.com

Gemma Saluta

will be one of our Table Topics’ Speakers on Legal Advice on Saturday, May 14.

See page 21 for registration details!

18 February 2016

NCASP.com

Latest Job Forecast Points To Strong 2016 By: Matt Ferguson on January 7, 2016 Last year’s hiring forecast showed the strongest outlook since 2006. This year, the trend of strong growth and confidence will only continue. Employer confidence is widespread, with more than one-third of employers planning to add full-time, permanent staff this year, according to CareerBuilder’s 2016 job forecast.

It is becoming more apparent to employers that, as competition for in-demand workers tightens in various fields, they will need to adjust their recruitment efforts to keep up with labor market trends and the demands of a more in-control workforce.

In addition to showing positive signs in terms of growth for both permanent and temporary hiring, this year’s forecast brought to light five key employment trends that will emerge in 2016, several of which are tied to higher competition for talent, innovation in sourcing and developing high-skill workers, and a push for more diversity in leadership.

FULL-TIME AND TEMPORARY HIRING ALL TO INCREASE Thirty-six percent of employers plan to increase full-time, permanent staff in the coming year, on par with last year’s strong numbers. Looking at specific industries, financial services and information technology have already been experiencing accelerated growth, and are expected to outperform the national average – at 46 percent and 44 percent, respectively. Manufacturing (37 percent) and health care (36 percent) are expected to mirror the national average.

Temporary and contract employment is also projected to pick up in 2016, with 47 percent of employers planning to hire temporary or contract workers, up slightly from 46 percent last year and 42 percent in 2014. While temporary and contract employment enables employers to maintain flexibility in their workforce, it also enables them to fill in-demand roles on a short-term basis while they look for more suitable replacements. A key part of helping clients find qualified candidates is using your resources — not only looking in your own existing database, but also using the help of software technology to better source and match. There are solutions to do that, as well as new tools for finding the hidden gems of talent that you’re having trouble sourcing.

5 TRENDS TO WATCH IN THE NEW YEAR: Looking at key trends that will help shape the employment landscape in 2016, several are tied to employers getting more competitive for talent, implementing new ways to source and develop high-skill workers and embracing more diversity in leadership.

2. Hiring Younger Interns To encourage the next generation to pursue STEM-related fields (science, technology, engineering and math) and other in-demand areas, employers are building relationships with students at an early age. One quarter (25 percent) plan to hire high school students as interns over the next 12 months.

3. Increasing Wages at All Levels In an effort to retain and attract top performers, 83 percent of employers plan to increase compensation for existing employees – on par with 82 percent last year – while 66 percent will offer higher starting salaries for new employees – up from 64 percent last year.

4. Reaching Beyond U.S. Borders Employers will continue to look at talent pools outside the U.S. to help fill labor deficits. Nearly 1 in 5 (19 percent) say they will hire workers with H-1B visas in 2016, which will enable them to temporarily employ foreign-born workers for specialized occupations.

5. Diversifying Management Companies are expanding demographics in their company leadership. Fifty-five percent of employers plan to hire or promote more women for management roles while 53 percent plan to do the same for diverse workers. Forty-seven percent of employers plan to promote workers under the age of 30 into management roles.

Read the full 2016 Jobs Forecast and find survey methodology at: http://cb.com/Q1JobForecast2016

1. Opening New Doors For Low-Skill Workers Many employers say they are concerned with a growing skills gap (63 percent) and report extended vacancies within their organizations (48 percent). Thirty-three percent of employers plan to hire low-skill workers and invest in training them for high-skill jobs in 2016.

NCASP.com

www.hiring.careerbuilder.com · www.thehiringsite.com

February 2016

19

Insurance Insight Gus Kontogianis, Staffing Ser vices Team at All Risks, Ltd

You’re Hired!

You’re hired! This is what everyone wants to hear, now what does it mean to the company? As a staffing professional, you know that employee placement is the goal. However, you play a key role in not only finding the right employees for the right companies, but making sure your own employees are being protected. Help

your clients recognize the importance of following employment laws.

Employment Practices Liability Insurance (EPLI) is a very important coverage, especially in the staffing industry. What type of employmentrelated exposures do employers face?

The EEOC recognizes 11 types of employment practices discrimination:

age, disability, equal pay/ compensation, genetic information, national origin, pregnancy, race/color, religion, retaliation, sex and sexual harassment. Staffing companies find themselves in a unique position because if a temp employee files an EPLI claim, it can name both the staffing agency and the client company in the lawsuit.

Legal fees alone should be more than enough reason to purchase an EPLI policy.

The cost of an EPLI claim, when settled quickly to avoid even more legal expenses in court, can be anywhere from $10,000 to $50,000. As EPLI claims continue to rise nationally, this is coverage you can not afford to be without!

STAFFING SERVICES

WORKERS’ COMPENSATION PROGRAM All Risks, Ltd. has a customized solution for staffing firms supported by an experienced staffing team that has almost 50 years of staffing, risk management and underwriting experience.

We are dedicated to providing you with the best in class service and expertise.

SEND SUBMISSIONS TO Email: programs@allrisks.com Fax: 410.828.8179

HIGHLIGHTS • A Rated Carriers • $5,000 minimum premium

CONTACT Michael Hayes, Staffing Program Director 954-732-2798 mhayes@allrisks.com Richard Skinner, New Business Production/Risk Management Coordination 832-405-7924 rskinner@allrisks.com

www.allrisks.com

20 February 2016

• Competitive commission • Guarantee cost and loss sensitive programs are available • No experience modifier restrictions

• Industry tailored loss control services by RRI • Aggressive claims handling and quarterly claims review • Pay-As-You-Go Billing • Alternative WC Solutions available

INDUSTRY SECTORS • Clerical

• Skilled Trades

• Professional/Technical

• Medical Staffing

• Light Industrial

• Transportation

• Hospitality

• Broad Class Code Appetite

Staffing Services Team at All Risks, Ltd Gus Kontogianis, Sr. Producer/Underwriter gkontogian@allrisks.com 800-366-5810 x 4131

View more exclusive National Programs at: www.allrisks.com/products/product/specialty-programs All Risks of California Insurance Services, Ltd. - CA License #0B84526

All Risks, Ltd.’s 50 years of continued dedication to the insurance industry is once again highlighted through their staffing insurance program. With a knowledgeable underwriting staff with over 40 years of combined staffing industry experience, your retail insurance agent has a dedicated partner to find the appropriate EPLI coverage and many other insurance options available to you and the staffing industry. Do not hesitate to refer your insurance agent to All Risks to find out more! Get It Done Right. Now!

8.15

NCASP.com

Conference Registration How to Register for the Fast Train to Success Take advantage of the DISCOUNTED PRICE OF $249! This great offer now available only through February 29. Don’t delay! (Registration fee will increase to $349 soon.)

Call Janee Hill, Event Chair at 919-862-3996 or email JaneeHill@pathwayrp. com to customize a group price for your firm. *Group rates available.

For room reservations, call Holiday Inn Resort at 910-256-2231, ask for the NCASP Group Rate.

See page 6-8 for more details!

NCASP BOD MEETINGS 10:00am teleconference unless otherwise specified • • • •

February 11, 2016 March 10, 2016 April 14, 2016 May 11, 2016 Board Dinner at 6:00pm

CALLING NEW BOARD MEMBERS!

Anyone who has interest in serving on the Board of Directors, please contact Janee Hill, CPC, CTS 919.862.3996 JaneeHill@pathwayrp.com

NCASP.com

February 2016

21

Sponsors’ Corner b y M a r y M a l l e t t , C P C , mary@searchpro.com and #704-241-2996

February Greetings to All We welcome many of our loyal Sponsors back to NCASP as well as introducing some new folks offering new products and services this season.

If you have not renewed your sponsorship yet, please do so by February 29 in order to secure your exhibit booth space as well as to continue your advertising.

We appreciate your continuing participation and support of NCASP. It is going to be a great year of building new relationships and learning new tips, trends, and techniques.

2016 VENDOR MEMBERSHIPS PLATINUM KEY SPONSOR

Alan Gilbert at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees. 864.527.0474 alangilbert@iagbenefits.com SILVER LEVEL SPONSORS Robert Thompson at World Wide Specialty Programs Natalia Vidmar at CareerBuilder Staffing Insurance Resource Internet Career Site and Job Boards 800.245.9653 x 112 rthompson@wwspi.com 773-527-2975 Natalia.Vidmar@careerbuilder.com Gus Kontogianis at All Risks Comprehensive Insurance tailored for the Staffing Industry 516.497.5795 Gkontogian@allrisks.com BRONZE LEVEL SPONSORS Sidney Minter at Teague Campbell Dennis & Gorham Jennifer Porter at NSM, Staffing Lines Our attorneys are on top of things Offering Staffing Insurance Solutions 919.873.0166 sminter@teaguecampbell.com 844.291.5648 x202 JLPorter@nsminc.com Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330.455.1433 mdemaree@topechelon.com

Scott Ravanesi at Assurance Staffing Insurance and Risk Management Brokers 847.463.7166 sravanesi@assuranceagency.com

Spruill Alexander at The Clement Companies Jill White at Womble Carlyle Sandridge & Rice A Towne Insurance Agency Attorney at Law/Employment Issues 252.756.8300 ext. 204 salexander@towneinsurance.com 336.574.8095, 803.316.5791 Jill.White@wcsr.com STANDARD BOOTH SPONSORS Matt Gallagher at Avionte Judy Collins at TFI Resources Front and Back Office Staffing Software The Independent Recruiters Resources for Temporary and 770.852.2536 matt.gallagher@Avionte.com Contract Placements 713.975.7576 Judy@TFIresources.com Brent Patterson at Priority Background Solutions, Inc. Search their past, Protect your future George Mavrantzas at Global Cash Card 704.798.0261 Systems + Service = The Formula for Paycard Success brentpatterson@prioritybackgroundsolutions.com 904.993.0469 gmavrantzas@globalcashcard.com PREMIER MEMBER ASSOCIATE MEMBER Jeff Lyons at Liquid Capital Corp.

Sabina Smits at AGR Financial, LLC Liquid Capital Business Funding A Great Resource for the Staffing Industry 919.651.3500 jlyons@liquidcapitalcorp.com 305.255.8181 ssmits@agrfinancial.com Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636-262-8124 dcormell@thestaffingsuperstore.com

22 February 2016

NCASP.com

Press Release (Ar t i c l e c o u r te s y of Top Ech e l on R ecr uiting So lutio ns)

North Carolina’s Trey Cameron Wins Recruiter of the Year in Top Echelon Top Echelon Network, an elite recruiter network of highly specialized search firms, recognizes and rewards its members for performance and production throughout the calendar year. The biggest award that the Network passes out annually is its Recruiter of the Year Award.

The Recruiter of the Year Award is based on production throughout the entire calendar year, specifically recruiters’ cash-in totals during that year. The Network recruiter who boasts the highest cash-in total from January 1 through December 31 is named Top Echelon Network Recruiter of the Year.

(This is unlike the Network’s criteria for determining the Recruiter of the Month and the Recruiter of the Quarter, which are based first upon the number of split placements made.)

Not only did Trey Cameron of the Cameron Craig Group win the Recruiter of the Year Award for the fifth straight year in 2015, but he also did so in record-breaking fashion. That’s because he set new Top Echelon Network records for most placements and highest cash-in recorded during a calendar year. Cameron (who hails from Mooresville, North Carolina), made over 100 split placements in the Network in 2015, and he also cashed in over $800,000.

Cameron also set a record by winning the Recruiter of the Year Award for the fifth year in a row. In fact, these were among many accolades that Cameron collected in Top Echelon Network during 2015. Below are some of the others:

• Won the Recruiter of the Month Award for 11 months of the year

• Won the Recruiter of the Quarter NCASP.com

•

•

Award for all four quarters of the year Was #6 on “The Top 10 Milestones in Top Echelon Network in 2015” list for making his 300th career placement in Top Echelon Network Was #6 on “The Top 15 Moments in Top Echelon Network in 2015” list for his record-setting production during the calendar year

“We’re pleased to recognize Trey Cameron as the Recruiter of the Year,” said Top Echelon President Mark Demaree. “This is the fifth year in a row that Trey has won this award, and he has truly leveraged the tools and resources that we offer to generate more revenue for his firm. In the over 27 years that Top Echelon Network has been in existence, we’ve never had a member recruiter make as many split placements and generate as much revenue as Trey.”

The Cameron Craig Group joined Top Echelon Network in 2003. Since that time, Cameron has set new Network records in the following categories:

• Career placements (392) • Career cash-in ($2.9 million) Cameron is known as an exporter within Top Echelon Network. In other words, he “exports” candidates, or provides candidates to other recruiters to help them fill their job orders. The chief way in which Cameron provides these candidates is with the help of his recruiting firm’s website, which is powered by Top Echelon’s Job Board technology.

Cameron uses Top Echelon’s Job Board on the Cameron Craig website (www.CameronCraig.com), which allows him to post not only his own jobs on the site, but also the jobs of

other Network recruiters via a special Network Feed. Then he drives traffic to his firm’s website, ideally qualified job seekers and candidates who browse the jobs and apply for those in which they’re interested.

When candidates nominate themselves for positions, the job order recruiter is notified of the nomination. If the job order recruiter is interested in the candidate and believes they could be a fit for the position, then the recruiting process begins and Cameron and the job order recruiter strive to place the candidate.

Top Echelon Network is a split placement recruiter network. In a split placement situation, one recruiter has the job order and another recruiter provides the candidate. The two recruiters then split the placement fee once the company hires the candidate (since the company is the client of the job order recruiter).

Top Echelon Network is one of four main products that Top Echelon offers to help recruiters make more placements. The other three are Big Biller recruitment software for applicant tracking; Top Echelon Contracting, the recruiter’s back-office solution; and Web Design for recruitment and staffing agencies.

For more information, visit www.TopEchelon.com.

February 2016

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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 Owners 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.

Welcome New Members!

Tom Gibson of DecisionPath 8720 Red Oak Boulevard, Suite 300 Charlotte, NC 28217 704-624-8100, tgibson@decisionpathhr.com Glynda Mealer of DataStaff 7721 Six Forks Road, Suite 120 Raleigh, NC 27615 919-874-0009 x 113, gmealer@datastaffnc.com Stephen Provost of Prestige Scientific 414 Chestnut Street, Suite 303 Wilmington, NC 28401 508-422-6343, sprovost@prestigescientific.com Randy Perkins of Prime Personnel Resources 2640 Ramada Road Burlington, NC 27215 336-226-5100, randy@primepersonnelresources.com

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.

To join NCASP, please contact Lauren Story at 828.624.9104 or lauren@cv-staffing.com or visit ncasp.com.

February Membership Special Sign up now for 2016 at half price of our membership dues! $199 for Individuals $299 for Corporations *Your Membership is half price if you refer a New Member!

24 February 2016

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 Storey, CPC, CTS Director of Membership 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

February 2016

25

Hire Our Heroes HIRE OUR HEROES



            

     Brent Patterson of Priority Background will be one of our 2016 Table Topics’ Speakers on Background Checks and Drug Testing.

There are many reasons military veterans make for good hires. Military Veterans have always been attractive to employers.

Tax credits aside, the soft skills-- the personal qualities and emotional intelligence--possessed by this talent pool are important predictors of job performance. Vets are recognized as having a strong work ethic, positive attitude, time management and communications skills.

And while it’s possible to assess all candidates through pre-employment testing, service men and women are already proven in terms of leadership, resiliency and responsibility.

More than a million service members will exit the military by 2016. Make them part of your war for talent and you’ll be a hero!

Source: The Staffing Stream, by Jeanne Achille, The Devon Group

   

ilf

nationwide.

PROUD MEMBER OF NCASP.

ASSURANCESTAFFING.COM

Insuring over 500 staffing clients Mike Atieh | 847.463.7207 | matieh@assuranceagency.com Scott Ravanesi | 847.463.7166 | sravanesi@assuranceagency.com

26 February 2016

NCASP.com

white paper Top 10 Standard Liability Concerns for Staffing Companies For many staffing firms – particularly those making placements outside of the white collar or professional space – when reviewing their property & casualty insurance programs, focus is often placed on workers’ compensation coverage. This can be attributed to the scale of premium in comparison with coverages such as general liability and auto liability. And while incidences of liability claims may be far less common than workers’ compensation, the costs associated with an individual claim can be substantial, highlighting the need for coverage that’s comprehensive and broad. Also, because of the relative lack of frequency of liability claims, coverage gaps and exclusions may not be evident until a claim actually occurs.

Due to the unique nature of the staffing industry, standard liability policies need to be modified to correctly insure the most common exposures faced by staffing firms. Only a handful of carriers provide adequate coverage for staffing firms through programs specifically tailored to meet the needs of the industry. As a result, many firms may believe they’re appropriately insured, but unknowingly may be missing critical coverages. Some common concerns to be aware of are listed below: General Liability 1. Misclassification as an “employment agency,” which is applicable to firms making permanent placements, but not those making temporary placements. Bodily injury and property damage claims arising out of the actions of temporary employees may then be excluded from coverage.

2. Exclusions of coverage for personal and advertising injury, which typically is excluded by default when erroneously classified as an employment agency.

3. Standard exclusion of coverage for damage to property in your (or your employee’s) care, custody or control, such as damage to a forklift being operated by an employee.

Automobile Liability 4. Lack of coverage for claims that arise from an employee driving a client’s vehicle.

Professional Liability 5. Coverage provided only for errors or omissions made in the placement of employees, but not for the firm’s vicarious liability for errors or omissions made by the employees once they’ve been placed.

6. If vicarious liability coverage is provided, exclusions may still exist for placements made under specific professions, such as accountants, IT or medical professionals.

Employment Practices Liability 7. Coverage provided only for suits made by internal corporate employees and not by temporary employees.

8. No coverage provided to defend or pay damages on behalf of a staffing firm’s client when sued by a temporary employee, regardless of whether the firm has agreed to provide the coverage contractually.

Crime 9. Lack of coverage for theft of client’s property by temporary employees.

10. If coverage is provided for client property, coverage can be restricted to not extend to property of third parties held by a client or property held outside of the client’s premises, such as property in transit.

WRITTEN BY: SCOTT RAVANESI Scott Ravanesi is a Risk Management Consultant who focuses on the staffing industry. He provides clients with long-term risk management strategies that support a healthy company culture and deliver measurable results. Scott’s prompt response time, ethical approach and willingness to go the extra mile helps staffing agencies minimize risk and maximize the health of their organization.

Scott earned his Bachelor of Science degree in Business Marketing/Management and completed a one year federated insurance program at Southern Illinois University in Carbondale.

sravanesi@assuranceagency.com | 847.463.7166 | assurancestaffing.com NCASP.com

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Introducing New Minimum Value Essential StaffCARE introduces ESC Bronze – our new fully-insured, ACA-Compliant major medical plan designed specifically to meet the unique needs of the Staffing Industry. Featuring unlimited in-patient benefits, ESC Bronze is a true major medical plan that satisfies 60%+ of actuarial value, and includes benefits for: • • • • •

Full In-Patient Hospitalization Preventive Care Physician Office Visits Hospice Maternity & Newborn Care

• Laboratory Services • Rehabilitative & Habilitative Services • Emergency Services • Pediatric Services

• Prescription Drugs • Mental Health & Substance Abuse/Behavioral Health

New ESC Bronze Benefits Employers, Ensures ACA Compliance New ESC Bronze provides full in-patient hospitalization benefits to ensure ACA compliance, and replaces firstgeneration Minimum Value Plans grandfathered through 2015. Employer benefits include:

No Minimum Enrollment/Participation Eliminates (A) Tax Employer Contribution Optional to Eliminate or Manage (B) Tax Unlimited In-Patient Benefits Electronic Or Paper Enrollment Must Offer ESC Indemnity Enhanced Technology Solutions & Administrative Support Alan Gilbert

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

Director of Strategic Partnerships alangilbert@essentialstaffcare.com (864) 527-7936 28 February 2016

NCASP.com

Vendor Feature

HOW TO GET THE MOST OUT OF YOUR NEXT STAFFING CONFERENCE

By Avionté Staffing Software

What you get out of a staffing conference depends on what you put into it. Attending staffing conferences is a big investment of time and money. Make thoughtful decisions about how you will spend your time to get the best return on that investment. You should come home completely exhausted, knowing a lot more than you did when you left and with plenty of solid leads to follow up on.

Premarket to prospects.

Capture the attention of potential customers who will be attending with direct marketing and blogs. Preparing in advance warms up your in-person meetings. Make as many advance appointments as you can.

Choose attendees wisely.

Bring a cross-section of people because everyone brings different perspectives, needs and contributions.

Divide and conquer to ensure that you cover as much ground as possible. Choose people who are outgoing and eager to go. And don’t forget to keep good coverage back at the office. The people who stayed behind should be available for you if you need anything while on the road.

Participate – a lot.

Decide which sessions and roundtables you must attend and who will attend them. Don’t be passive! Take notes and ask questions. And ask real questions – not “look how smart I am” questions. Share what you learned with your fellow attendees and with your colleagues when you return.

Talk yourself hoarse.

Don’t miss a chance to network. Make a list ahead of time of vendors or prospects you want to meet. Visit vendor booths and engage in real conversations – don’t just grab tchotchkes and move on. You may find the next great solution for your marketing, contact management or funding headaches.

Don’t skip after-hours events.

After a long day on your feet, talking to countless people, going back to your room for a hot shower and some mindless TV probably sounds pretty attractive. But not so fast. Remember those big charges on your corporate card? Have you really squeezed enough out of your day to justify turning in early, or should you get back out there and make a few more connections? Freshen up and grab a drink. Making that last mile effort could increase revenues, boost profitability or improve workflow.

You can sleep when you get home.

At Avionté, we provide solutions for staffing firms that help you to operate more effectively and keep your operational costs down. Our comprehensive staffing software delivers integrated software systems that make it easier to drive growth, maximize profitability and streamline your administrative tasks, so that you can focus on your serving your customers. To learn more about the many benefits of Avionté staffing software, contact us today.

NCASP.com

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Leadership Spotlight ...continued from page 4 that had the personalized touch and relationships of a local company with the flexibility to customize and transform our strategies and processes to best meet our customer (and I include our temporary employees as our customers) needs. I also wanted a more entrepreneurial atmosphere that can be difficult to foster in a large corporation.

Robin: I remain in the staffing industry utilizing all that I have learned and continue to learn to assist in making DecisionPathHR a success! Our mission and vision in opening a staffing firm was to create an environment of integrity, face to face communication and to encourage the entrepreneurship spirit that resides in most people.

Unfortunately, in this day and age individualism and expression of ideas are not encouraged. We wanted to create an atmosphere of ownership for all so that each employee of DecisionPathHR felt they had voice.

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

Tom: The first Job I had at 14 was a dishwasher for a local Steakhouse – the owner took me over to a poster he proudly had displayed; it was a Lion – he pointed at it and said; “kid never forget what this stands for – the customer is King – do what you can to assure that they always feel this way in being a customer at our restaurant.

Tanya: I was in customer service in the retail and food industries where I learned that it’s all about taking care of people – whether they’re your clients or your employees.

Has your NCASP membership benefited you thus far?

If so, how?

Tom: Access to: National training, Speakers, and great networking with like professionals.

Tanya: I would second what Tom said and add access to experts in our industry - whether it’s legal information, worker’s compensation, and access to create partnerships with vendors/suppliers.

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

Tom: I have always felt we needed to give back to the community that we serve. We have always been involved at the board level of the different community and professional organization in each community that we work in – we expect our leaders and staff associates to do the same; NACP, ASA, SHRM, Local Chambers of Commerce, and Non-Profits alike; both locally and Nationally.

Tanya: Our employees are pleased (and surprised!) to hear that we offer paid time off for contributing to a charity or community service of their choice.

I was always a sales guy at heart – always involved in politics at the local and National level that gave me a passion for meeting and helping people.

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NCASP.com

2016 NCASP BOARD OF DIRECTORS Janee Hill, CPC, CTS President 2016 Conference Co-Chair 919.862.3996 JaneeHill@pathwayrp.com

Rita Bottoms Communications Director 336.970.5206 rbottoms@theresource.com www.theresource.com

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

Jason Perillo Treasurer 2061 Conference Co-Chair Director of Education 704.575.9444 jason@staffccs.com staffccs.com

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

Sidney Minter, Esq. Director at Large, Non-Voting 919.873.0166 sminter@teaguecampbell. com teaguecampbell.com

Ashley Pohl Loftus Secretary Director of Regional Events 336.455.8817 apohl@aerotek.com

Holly Holbrook Director of Certification 336.288.9330 hholbrook@grahamjobs.com grahamjobs.com

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

See page 8 for details!

Take advantage of the DISCOUNTED PRICE OF $249!

This great offer now available through February 29. Don’t delay!

(Registration fee will increase to $349 soon.)

Call Janee at 919-862-3996 and say you saw it in the February Ezine!

THE CLEAR CHOICE FOR TEMP STAFFING INSURANCE

Spruill Alexander Director at Large, Non-Voting 252.756.8300 salexander@towneinsurance. com clementins.com

Come see us at the NCASP 2016 CONFERENCE

Celebrating 25 Years Writing Workers’ Comp for Temp Staffing Firms • Incredible Service • In-House Staffing Specialist Underwriters • Exclusive A+ Rated Carrier • Pay-As-You-Go Program • Available in All States

Jennifer Porter

800-970-9778 x107 JLPorter@nsminc.com www.staffinglines.com NCASP.com

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