Staffing Now, July 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. 7, JULY 2016

MEET OUR 2016 3 REASONS

REASONS

LINKEDIN MIGHT MEAN NOTHING FOR RECRUITERS

TWO WEEKS

AWARD WINNERS SEE PAGE 11

THE SALE OF NOT TO GIVE

SEE PAGE 13

NOTICE

SEE PAGE 21

A Word from the President

STAFFING NOW THE VOICE OF NORTH CAROLINA EMPLOYMENT PROFESSIONALS

Hello All! We are in the full swing of summer which is always a busy time for our industry. Job orders are coming in, candidates are ready for a change, and vacation time is always in the back of our minds. It is busy here at NCASP as well. We are working hard to evaluate our programs and processes to ensure we are bringing value to our membership and our state as a whole. That’s where you can come in, please feel free to email me with your feedback on what we are doing well and what you’d like to see from us in the future.

All ideas are worth hearing and discussing. NCASP is a member driven association so the only way we are successful is by serving our membership to the fullest. Be sure to be on the look out for upcoming events in a town near you this summer and fall as well!

Thanks and happy summer!

Best, Janee Hill NCASP President

Volume 16, Number 7 July 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 Contributing Writers: Eleasa Harris Allen Jennifer Chacon Matt Deutsch Janee Hill Holly Holbrook Jason Perillo Ashley Pohl Lauren Story Martin Weitzman Jill White Published by

Staffing Now is published twelve times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

In this issue Page 2 . . . . . . . . . . .Prez Message Page 3 . . . . . . . . . . .Scott Wintrip Page 5 . . . . . . . Leadership Spotlight Page 7 Amy Munroe & Happy Employees Page 10 . . Chad Porter & Certification Page 11 . . . . . . . . . Award Winners Page 13 . . . . . . . . . . . . LinkedIn Page 15 . . . . . . . . . . . Joe White Page 16-17 . . . . . Conference Photos Page 18 . . . . . . . . Regional Events Page 19 . . . . . . . . O/M Leadership

2 July 2016

Page 20 . . . . . . . . . . . Education Page 21 . . . . . . . . . Recruiter Tips Page 22 . . . . . . . . . . Vendor Index Page 23-24 . . . . . . . . Legal Matters Page 25 . . . . . . Conference Photos Page 26 . . . . . . . . . . . . . Staffing Page 27 . . . Streamline your Marketing Page 28 . . . . . . Vendor Memberships Page 29 . . . . . . NCASP Membership Page 31 . . . . . . . . . . Legal Matters Page 32 . . . . . . . Board of Directors

Copyright 2016. All rights reserved.

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Conference Review B y A s h l ey Po h l

Scott Wintrip: Hire in an Instant Scott Wintrip is the founder of the Wintrip Consulting Group, a global consultancy in St. Petersburg, Florida. Scott’s mission is to eliminate hiring delays, so companies always have the talent they need instead of empty seats. 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 as well as “Top 40 Under 40”.

Scott discussed how leaders are filling open sales and recruiting jobs in less than an hour. He commented, “When a company needs to hire is the worst time to begin the process.” Always be interviewing, occasionally hire”. Scott created the Hire Right Profile which has 4 boxes that can affect your hiring decisions both positively (1. Deal Maker 2.

Boots) and negatively (3.Deal Breakers 4.Blocks).

Dealmakers that the class discussed are positive attitude, even when the doors are being shut in their face, someone that is a good listener, comprehend what clients or candidates need and want, clear indication of growth and persistent in breaking new accounts. Deal Breakers are job hoppers, bad mouthing previous jobs or employers, someone that doesn’t follow up or follows up too much, etc. Then we discussed the Boots as things that are nice to have that make the candidates superstars. Last, would be the Blocks are things that continue to show up.

Overall, Scott gave some great pointers for employers to use for hiring and interviewing. He mentioned you want to see, hear, experience and build in an interview to see if the candidates have the true skills and traits needed to be a fit for your company. He stresses the importance of a working interview to assess the talent and said it can help reduce your turnover by less than 20%! This information is extremely helpful for both recruiters and managers to help save them time and money in making sure they are identifying the perfect candidate!

Passing the Mike for Vendor Introductions

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July 2016

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ESC is the largest provider Health Insurance to the Staffing Industry.

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

Business Development Executive craigmiller@essentialstaffcare.com (423) 664-4821 4 July 2016

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Leadership Spotlight

Elizabeth Bellet: 2016 Rookie of the Year Professional Service Recruiter with Aerotek

What are your primary job responsibilities?

It is my primary job to source and screen candidates for qualified opportunities relating to specific skill sets. I also provide interview coaching, professional dress tips and resume assistance.

In what industries and function do you support?

I specifically support the back office operations/ administrative/clerical industry.

Which part of your job do you love the most?

My favorite part of this job is my ability to impact my community and help others. I am able to do this through interview coaching, resume help and various other forms of professional advice.

What is one of your favorite recruiting/staffing stories?

I could not pick just one story, but I have had this happen a couple of times and I love it. I will source a great candidate, find them an opportunity and then they will refer their spouse to me and I am typically able to find them a good opportunity as well. That brings me so much joy because I have impacted more than just one person.

Which aspect of your job would you like to outsource if you could?

Administrative tasks, I lack attention to detail and I am always “go go go�. Sometimes my paper work slips.

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

Before joining Aerotek I was a Student at High Point University. I was a member of the Business Fraternity Alpha Kappa Psi and the Sorority of Sigma Sigma Sigma. During the summers I interned in an administrative role for the Airport Authority in Washington DC and for a small sales company as well.

Has your NCASP membership benefited you thus far?

If so, how?

I recently joined, but in this short time I was able to attend the summer conference and it was eye- opening to say the least. Staffing is a huge industry and I have so much more to learn.

What were your thoughts about attending your first NCASP Conference this year?

I loved it, it was very eventful. Between the vendors and the breakout sessions I really enjoyed being with like-minded people who care about staffing and the industry as much as I do.

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

I would like to say that I enjoy this industry and I am whole heartedly proud of what we do here at Aerotek and across the board. We impact our communities, create opportunity and lead others. I am truly grateful for this company and this industry for showing me just how much potential we have to help others and impact lives.

July 2016

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VISION..

..SEEING SOLUTIONS WHEN OTHERS CAN’T

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6 July 2016

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Conference Review B y L a u r e n A . S t o r y, C P C , C T S

Owner/Manager Panel: How to Get Happy Employees and Keep Them Productive!

Felicia Costner & Holly Holbrook speak about satisfied employees

"How to get happy employees and keep them productive!" with Holly Holbrook and Felicia Costner May 12th at 1:00 pm During the Owner/Manager Panel, NCASP President Janee Hill led a panel discussion with two Staffing Professionals who gave real insight as to what makes them happy in their own respective jobs. Holly Holbrook talked about being a Millennial and what it is about her job and company she works for that makes her feel valued and happy. Holly gets much satisfaction out of being in a role that allows her the flexibility to be active in the community. Felicia Costner, a veteran to the industry, has found that working for a company that respects her opinions and allows for real growth opportunities has kept her coming back for more.

This panel took a refreshing approach on how to retain and keep your internal talent happy. There is no better way to learn about this than to ask those that "work the desk" and are fulfilled by the role!

Amy Munroe: Fast Track to Service Differentiators Amy Munroe presented on service differentials that it is sometimes easy in our day-in day-out routine to forget.

We outlined what "Exceptional Customer Service" is and worked in small groups to define what tactics we can and do use day to day to differentiate ourselves from all the other Staffing Agencies and Recruiters. Amy did an excellent job outlining what we should be doing whether we are a staffing consultant or in a business development role. Amy is a dynamic speaker that is excellent at creating the expectation and giving real examples of when to utilize those differentiators. There is BIG value in what Amy brought to the 2016 Annual NCASP Conference whether you are a rookie recruiter or veteran to the industry!

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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, they 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. http://staffingetrainer.com

July 2016

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MEET THE NEW CAREERBUILDER.

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Learn more at hiring.careerbuilder.com.

© 2016 CareerBuilder, LLC

8 July 2016

NCASP.com

Get Up to Speed on the Latest Staffing and Recruiting Insights While staffing and recruiting professionals often think budget is the key issue holding them back from solving key staffing recruitment challenges, CareerBuilder’s recent Staffing & Recruiting Pulse of Recruitment survey of hundreds of staffing professionals reveals that, actually, budget is actually the least of their problems.

So what are the biggest barriers staffing and recruiting firms are facing?

According to survey results, lack of time, the right people, and the right software and technology are all more of a barrier than budget when it comes to solving challenges.

What Does this Mean for You?

As a staffing professional, it’s important to take a step back and take stock of your current process. What are others in the field doing? Where are they finding the most success? How can you be more efficient so you have more time to tackle your biggest challenges? Is technology the right path to help you do this? By answering these questions, you’ll be better able to determine the resources you need to solve your staffing dilemmas – and gain a competitive advantage.

For more insights from the survey, including top staffing priorities and how you can get ahead of the competition, visit: http://b2b.careerbuilder.com/pulseofrecruitment NCASP.com

hiring.careerbuilder.com · resources.careerbuilder.com

July 2016

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Conference Review

By Holly Holbrook, TSC, CSP

Chad Porter Chad Porter kicked off our conference on Friday morning with a motivational speech while everyone enjoyed breakfast.

Chad has been a motivational speaker for over 20 years, and is local to the Wilmington, NC area. Chad began telling his story of a waterskiing trip outside of Raleigh, NC, and the catastrophic event that took place following a waterski trick on a small lake. Chad spoke of his difficulties following the accident, but shed light on his growth as a person as he overcame many adversities. During his motivational talk, Chad encouraged attendees to pull out their cell phones and text 3 people with whom they have not spoken to recently.

In the text messages, Chad asked all participants to text words of love and friendship. After hearing Chad’s story, listeners were compelled to speak freely to those they love, with strong understanding that each moment is a gift, and shouldn’t be taken for granted.

Chad did a wonderful job engaging the audience and motivating everyone to live each day to the fullest. His speech was discussed time and again while at conference, and is still regularly mentioned among conference attendees.

We couldn’t have asked for a better start to our Friday event!

During his speech, Chad encouraged all conference attendees to be in the moment. While at work, work as hard as you can, and be as good of an employee as you can be. While at home, focus on your loved ones and yourself, and try to leave work at work.

READY TO GET CERTIFIED? Go to NAPS.com to order study materials and register for the online exam.

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

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.

10 July 2016

NCASP.com

2016 Award Winners

By Holly Holbrook, TSC, CSP

Meet Our 2016 Award Winners!

The 2015-2016 NCASP Awards were presented following lunch on Friday of our annual training event. Awards were presented for Rising Star, Rookie of the Year, Member of the Year, Hall of Fame and Vendor of the Year.

2016 RISING STAR The Rising Star award went to Jason Perillo, NCASP Treasurer, who has dedicated a tremendous amount of time and effort to NCASP’s conference, local events, and a host of other “behind the scenes” needs.

2016 ROOKIE OF THE YEAR Elizabeth “Liz” Bellet won Rookie of the Year at our Awards Luncheon, and had a wonderful tribute prepared by her manager at Aerotek speaking on her contributions to her team in Greensboro, NC. Congratulations to all of the Award winners!

2016 MEMBER OF THE YEAR Lauren Story, Vice President of NCASP, was awarded the NCASP Member of the Year for 2015-2016. Lauren has been a dedicated board member, putting in countless hours and driving across the state to attend functions, assisting the Board, and leading a successful conference.

2016 HALL OF FAME Kara Bertoncino has been an integral senior member of the NCASP Board of Directors for over fifteen years. She has generously contributed her expertise and resources to ensure the success of events and continued future of NCASP. 2016 VENDOR OF THE YEAR Robert “Bob” Thompson of World Wide Specialty Programs won Vendor of the Year for all of his support of our NCASP Board of Directors and in helping to have a successful event. Bob gives of his time, his resource and his friendly personality!

NCASP.com

July 2016

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Staffing Package Insurance Program Experience and Independence make a Winning Combination All Risks has collaborated with an A.M. Best “A” Rated market with over 40 years of experience providing coverage to the staffing services industry.

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12 July 2016

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Recruiter Motivation B y M a t t D e u t s c h , To p E c h e l o n

3 Reasons the Sale of LinkedIn Might Mean Nothing for Recruiters By now, you’ve heard the news. Microsoft is purchasing LinkedIn for $26.6 billion in cash. That’s “billion” with a “b.” As in “cash” with a “c.”

Most of the users of LinkedIn probably don’t care that much. “Eh,” they say. “Another day, another multi-billion dollar merger of two colossal giants that have more money than most countries.”

But YOU . . . you’re a recruiter. That means this latest development holds more intrigue for you.

But ultimately, that might be all it is: intrigue, with no real change or substance behind it.

Let’s start with the fact that we don’t even know exactly when the sale will be final. At this point, we only know that it will close sometime this calendar year. It’s logical to assume that no changes will be made until the sale is complete.

Below are three more reasons why the sale of LinkedIn might mean nothing for recruiters: #1—WHAT LINKEDIN RETAINS According to the official Microsoft press release regarding the sale, “LinkedIn will retain its distinct brand, culture, and independence.” In addition, Jeff Weiner will remain the CEO. In other words, meet the new boss, same as the old boss (to shamelessly quote The Who). It appears as though it will be “business as usual” at LinkedIn for the foreseeable future, including the social media giant’s attitude toward recruiters and offerings for them. #2—MICROSOFT’S PURCHASING HISTORY Microsoft purchased Skype, a video chat and voice call application, in 2011. However, that purchase did not precipitate drastic changes in the application. Sure, there were some changes, but nothing that could be classified as ground breaking. In fact, Microsoft has made more than a few purchases down through the years. A review of their history would not suggest wholesale changes are in the offing this time around.

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#3—THE EMPHASIS OF POSSIBLE INTEGRATION PLANS It seems as though one of the priorities of this purchase is to leverage the power of LinkedIn’s social media platform to drive the sales of Microsoft products. Are recruiters more likely to use LinkedIn more than other social media sites? Absolutely. Are recruiters more likely to use Microsoft products more than similar products offered by other companies? Not really.

The bottom line is that the driving force and focus of this acquisition is not recruiters. Thus, chances are excellent that not much will change for recruiters once the sale is final and the formal integration of the two companies has commenced. More than likely, they’re just along for the ride.

What recruiters really want is to not pay as much as they’re paying for LinkedIn Recruiter. What they really want is to not have this nagging suspicion that their free sourcing tools keep disappearing. What they really want is to no longer have the feeling that they’re being “nickled and dimed” to death.

What are the chances that they’ll get what they want as a result of this acquisition? Pretty slim.

So while this development might hold more in the way of intrigue for recruiters, when all is said and done, it could very well be “full of sound and fury, signifying nothing.”

(Matt Deutsch is a writer, marketer, and business development enthusiast at Top Echelon, a company that provides products and services for helping recruiters make more placements. Those products include Top Echelon Network, the leading split network of recruiters; Big Biller recruitment software for applicant tracking; and Top Echelon Contracting, the recruiter’s back-office solution.

Visit www.topechelon.com for more information.)

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NCASP Sponsors THANK YOU TO OUR 2016 SPONSORS

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Conference Review B y A s h l ey Po h l

Joe White: Vison to Execution, Leading Organization in a Changing World

Joe White, CPC, CERS and President Sport Group International spoke about the Vison to Execution and Leading Organizational in a Changing World. “Vision to Execution’ (V2E) is a leadership development tool that has proven to be effective for leading ay size or type of organization or individual for goal setting. He discussed the different concepts of enduring leadership principles and practices that are effective in all organizations such as staffing and recruiting. Mr. White discussed how ethical behavior is the number one priority issue for leaders at every level.

Our 2016 NCASP Board of Directors

Mr. White lit up when he started talking about The Carolina’s Leadership Academy, an organization that he actively volunteers with by fundraising and instructing children on character development, core values, life skills, leadership, and citizenship. Mr. White also serves as the President of SGI Leaderboard, a career leadership company. Mr. White works one-on-one with aspiring leaders on leadership skills, personal branding, and career transition.

Mr. White has served on the Board of Directors of the National Association of Personnel Services, (NAPS) and the North Carolina Association of Personnel Services (NCASP).

He has earned NAPS certification as a Certified Personnel Consultant (CPC) and as A Certified Employee Retention Specialist (CERS). Both certification processes involve rigorous training, examination, satisfaction of demanding ethical and professional standards, and continuing education. Thank you, Mr. White, for your continuous support of NCASP!

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Craig & Risa Miller, our Platinum Key Sponsors

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Conference Photos

16 July 2016

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Conference Photos

WHAT IS THE COST OF A BAD HIRING DECISION? The cost of a workers’ compensation claim goes beyond medical and claim costs. If a workplace injury occurs, your organization’s Experience Modification Rate (EMR) is negatively impacted, affecting your workers’ compensation premium for the next three years.

One way to control workers’ compensation costs is to hire appropriate candidates with the use of Post-offer Medical Questionnaires.

NCASP.com

Spruill Alexander, VP Workers Compensation & Benefits for The Staffing Industry Phone: 252-­‐714-­‐8671 salexander@towneinsurance.com

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Outreach

August 25 • 4-6 PM

Greensboro Country Club, Carlyle Room, Greensboro NC

Staffing Topic: THE LATEST FROM THE DEPARTMENT OF LABOR: AMENDMENTS TO WHITE-COLLAR EXEMPTIONS AND EXPLANATION OF JOINT EMPLOYMENT Join us for an informative and timely presentation followed by Happy Hour hors d’oeuvres, sponsored by Womble Carlyle.

Join us for a brief introduction to the Fair Labor Standards Act (FLSA), followed by a discussion regarding the Amendments to the While-Collar Exemptions and Joint Employment.

First, we will discuss the recent changes to the FLSA’s overtime exemptions.

The Department of Labor (DOL) issued a Final Rule drastically increasing the minimum salary requirement for white-collar exempt employees. Develop a better understanding of the amendments and a strategy for responding to this drastic change in pay before the compliance deadline of December 1, 2016.

Second, we will address the DOL’s recent guidance on “joint employment” and how it will impact businesses. This includes a discussion of companies that may be integrated or closely related, as well as companies that use staffing firms to supply labor.

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 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.

$20.00 per NCASP Member (includes happy hour) $30.00 per Non-member (includes happy hour)

Questions?

Contact Ashley Pohl Loftus at 336.455.8817 apohl@aerotek.com.

18 July 2016

NCASP.com

Owner/Manager Leadership

by J e n n i f e r C h a c o n , L e a d e r s h i p T h at I n s p i re s

Glorifying Busy Work / life balance. Everyone talks about it but few have really experienced it, much less achieved it. We have become a society that glorifies busyness. How many times when asked “how are you” is your answer “busy?” And then the commiserating head nodding begins.

I have to confess, I used to be the queen of busy. I unconsciously took pride in being busy. As a nonprofit executive, I justified it by saying I was helping others and supporting my team. I never had time to do anything socially because I was (you guessed it) busy. The success I experienced in my career only reinforced that the crazy hours were what it took to climb the ladder.

But one day I was called to the carpet on that mindset.

One of my program directors told me, in no uncertain terms, that she had no interest in being an executive director because she didn’t want to sacrifice her family and work all the time. In her mind, I was successful and good at my job because of the hours I logged. Ouch. A huge part of my role was to help develop my team and their career path. But I was actually turning them off of the very career I hoped to encourage. Luckily, she helped me shift my mindset and become a (slightly) better example.

So what example you are setting? Here are some things that helped me shift myself and my team:

5. Schedule and honor down time. If your company has non-traditional hours, that can be a great place for some flex time. Again, work as a team to determine how that may work for you.

Keeping the brightest and best at their brightest and best means your organization has to figure out this life balance thing. Staff that are healthy in spirit, mind and body will produce much better results than the alternative. Whatever your position, how can you help lead or start this process with your team? What conversation do you need to start? To be able to make the biggest difference in your community you first have to make sure you take care of you and your team.

Based in Greenville, South Carolina, Jennifer Chacon works with organizations all over the U.S through Leadership That Inspires as a coach, speaker, and trainer.

Jennifer has a vast experience with leadership and team strategy and a passion for helping organizations create engaging, highly successful cultures. So “Learn, Lead, & Inspire” by connecting with Jennifer via Jen@ LeadershipThatInspires.com. Jennifer publishes on the topics of becoming an inspiring leader and creating a dynamic, engaged workplace at http://www. leadershipthatinspires.com/blog/

1. Be mindful of hours. In many professions, there is a good chance you are on call 24/7. Very few companies keep 9 – 5, Monday through Friday hours any more.

There are weekends, evening, holiday hours. Yes, all of that does need to be covered but it amazing what can happen with a little creativity and teamwork. Challenge your team to find the solution that helps everyone have time to re-charge and still run a great organization.

2. Break the cycle of glorifying busyness. Is your team glorifying busyness? Try a week of not using the word busy! If you unconsciously encourage busyness, instead focus on promoting efficiency, a job done well, excellent service, being financially responsible, and going home to re-charge.

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

3. Get crystal clear on goals. Knowing exactly what you and your team are working towards will help to ensure everyone is working on worthwhile tasks that are focused on specific results.

4. Communicate. Have honest conversations regarding expectations for hours and help each other set boundaries.

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  

       

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Education

Join us for one of our Upcoming Webinars!

SUMMER WEBINARS TO BE ANNOUNCED SOON! INTERESTED IN HOSTING A WEBINAR? CONTACT JASON TODAY! Contact Jason Perillo, Director of Education 704.575.9444 jason@staffccs.com

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

20 July 2016

NCASP.com

Recruiter Tips ( A r t i c l e c o u r t e s y o f M a r t i n We i t z m a n o f T h e G i l b e r t G a z e t t e )

Reasons Not to Give Two Weeks Notice Under normal circumstances, giving two weeks notice is standard practice. However, I often hear from employees who are working under very difficult circumstances or just started a job and know it isn't going to work out and aren't sure what to do.

• You have been asked to do something which is clearly unethical or illegal.

• Personal or family circumstances are such that you need to leave the job.

• A crisis has happened in your life, and there is no way you can continue on the job.

Should they stick it out for another couple of weeks or are there times when you can give less than two weeks notice or no notice at all?

In most cases, it is advisable, even in difficult employment situations, to give the mandatory two weeks notice (or more in some cases) which has been outlined in an employer's policy guidelines.

BEFORE YOU QUIT YOUR JOB In most cases, it will make sense to contact the Human Resources department or management officials not directly involved with your grievance to discuss your situation and explore possible remedies or accommodations prior to giving notice. In some cases it will also make sense to consult a counselor or therapist to help you cope with job stress.

You never know when a previous employer might be contacted by a prospective one, so it is wise to leave on the best possible terms. It can impact your future employment options if a prospective employer is told that you quit without notice.

Do keep in mind that the company can't force you to stay.

However, if you quit a job without good cause you may not be eligible for unemployment benefits. Here's information on collecting unemployment benefits when you quit a job.

REASONS NOT TO GIVE TWO WEEKS NOTICE However, there may be some circumstances like the following where leaving sooner might be permissible:

REASONS TO QUIT If you're ready to move on, and aren't sure what reason to give. Here are 10 good reasons to quit your job.

• An employee has been physically abusive.

• A supervisor has sexually harassed you.

• The work environment is unsafe or it is unsafe to carry

HOW TO QUIT YOUR JOB Even if you're not giving much, or any, advance notice, there are ways to resign gracefully. A conversation is always best, but if it's not possible to discuss your resignation with your supervisor in person, you can use a phone call or email message to resign. Click here for more on how to quit your job with class including when to quit, what to say and how to resign via email or a phone call, if necessary.

out your assigned responsibilities.

• Your mental health is being seriously endangered by job stress.

• You have not been paid the agreed upon wage or

wages have been withheld for an unreasonable length of time.

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July 2016

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2016 VENDOR MEMBERSHIPS PLATINUM KEY SPONSOR

Craig Miller & Risa Miller at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

423.664.4821 craigmiller@essentialstaffcare.com risamiller@essentialstaffcare.com SILVER LEVEL SPONSORS Robert Thompson at World Wide Specialty Programs Staffing Insurance Resource 800.245.9653 x 112 rthompson@wwspi.com

Brian Remillard at CareerBuilder Internet Career Site and Job Boards 312.698.0757 brian.remillard@careerbuilder.com

Spruill Alexander at The Clement Companies A Towne Insurance Agency 252.756.8300 ext. 204 salexander@towneinsurance.com

Gus Kontogianis at All Risks Comprehensive Insurance tailored for the Staffing Industry 516.497.5795 Gkontogian@allrisks.com

BRONZE LEVEL SPONSORS Jennifer Milak at Teague Campbell Dennis & Gorham Our attorneys are on top of things 919.873.0166 jmilak@teaguecampbell.com

AJ Calabrese at NSM, Staffing Lines Offering Staffing Insurance Solutions 610.941.9877 x9620 ajcalabrese@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

Karen Conner at COATS Sql. Fully Integrated Staffing Software 800.888.5894 kconnor@coatsql.com

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

Jeff Sosic at Crimcheck Pre-Employment Background Screenings 877.992.4325 JeffSosic@crimcheck.com

Tom Sarach at COATS Sql. Fully Integrated Staffing Software 800.888.5894 tsarach@coatssql.com STANDARD BOOTH SPONSORS

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

George Mavrantzas at Global Cash Card Systems + Service = The Formula for Paycard Success 904.993.0469 gmavrantzas@globalcashcard.com

Angela Alberty at TFI Resources, A Division of People 2.0 The Independent Recruiters Resources for Temporary and Contract Placements 713.600.5217 AAlberty@TFIresources.com

Brent Patterson at Priority Background Solutions, Inc. Search their past, Protect your future 704.798.0261 brentpatterson@prioritybackgroundsolutions.com

Nick Andriacchi at Sterling National Bank Financial Products and Aggressive Pricing Models 312.621.1110, x241 nandriacchi@snb.com

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

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

Sarah Doggett Evenson at Senn Dunn Insurance Business Insurance 336.346.1375 sevenson@senndunn.com

PREMIER MEMBER Mike Stinson & Kelly Stinson at MVP Managed Services Streamlining Your Workers’ Comp and Payroll 502.939.6043 mstinson@mvpstaffing.com kstinson@mvpstaffing.com PARTNER MEMBERSHIP Meg Alexander at Monster.com Job Board & Recruitment Software 978.930.1083 Meg.Alexander@monster.com

22 July 2016

ASSOCIATE MEMBERS Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636.262.8124 dcormell@thestaffingsuperstore.com Derrick Killian at Synergy Your Workers’ Compensation Staffing Specialist 704.927.7028, dkillian@synergyinsurance.net Jeff Lyons at Liquid Capital Corp.

Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com

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Legal Matters B y : E l e a s a H a r r i s A l l e n , E s q . a n d L u k e C. M a c D owa l l , E s q .

Non-Traditional Employment Relationships and the Average Weekly Wage Problem

I. Introduction Long-tenured employment relationships, where an employee may spend his or her entire career with one company, increasingly appear to be relics of the past, rendered incompatible with the current economy which requires a more flexible workforce. This new economy is evidenced in many ways, but perhaps none more so than in the rise of part-time, seasonal, contract, and assignment-based work. These are becoming preferred types of employment relationships, what we call in this article “non-traditional employment relationships,” among employees and employers alike.

Research shows that many modern workers prefer “freelance” or temporary employment as a way of supplementing their income, building flexibility into their work schedules, or even to avoid having to make a long-term commitment to any particular enterprise. Employers, on the other hand, reap the benefit of being able to review an employee’s performance for a period of time before making a permanent hiring decision. The readers of this article are likely to know that these symbiotic goals are accomplished in large part by way of staffing companies that place workers on assignment with employers to perform work seasonally, part-time, or on an as-needed basis.

The legal challenges presented by non-traditional employment relationships are plentiful and varied. The challenge that is the focus of this article, however, arises in the workers’ compensation context, where a particular question has garnered renewed attention as a result of the North Carolina Court of Appeals’ decision in Tedder v. A&K Enterprises, __ N.C. App. __, 767 S.E.2d 98 (2014). In that case, the Court was grappling with the difficult question of how to appropriately calculate weekly disability benefits for a claimant who was injured only one week into a limited, seven week assignment to work as a package deliverer.

As is explored in more detail below, the Workers’ Compensation Act provides several methods for calculating a claimant’s pre-injury average weekly wage (AWW) which is then used to calculate weekly disability benefits. However, these statutory methods anticipate a long-tenured employment relationship where the claimant would have been employed on a consistent basis into the future but for the injury, which was clearly not the case in Tedder. To the extent that the Act does not anticipate this kind of situation, the law leaves it to the Industrial Commission’s discretion to decide how to fairly and justly calculate the AWW, and this lack of statutory guidance has resulted in varied results from case-to-case – particularly among cases involving non-traditional employment relationships.

An employer’s response in these situations should not be to surrender the issue, and complacently accept a discretionary outcome. Rather, we suggest that the issue should be tackled by identifying guiding principles, which have been set forth in prior appellate case law, to arrive at a fair and just AWW.

II. The Guiding Principles of AWW Calculation a.

Only Consider Income from the Employer of Injury

In arriving at an AWW, the Commission may only consider income that the claimant received from the employer of injury.

The Commission may not consider any income that the claimant received from secondary or concurrent jobs that he or she may have held at the time of the injury. This principle is particularly important because, for obvious reasons, employees in non-traditional employment relationships are more likely to have secondary or concurrent jobs. b.

Follow the Statutory Hierarchy for Calculating the AWW

Section 97-2(5) of the Workers’ Compensation Act sets forth five methods for calculating the AWW. They are as follows: [Method 1:] the earnings of the injured employee in the employment in which the employee was working at the time of the injury during the period of 52 weeks immediately preceding the date of the injury, . . . , divided by 52; ...continued on page 24 NCASP.com

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Legal Matters ...continued from page 23 [Method 2:] but if the injured employee lost more than seven consecutive calendar days at one or more times during such period, although not in the same week, then the earnings for the remainder of such 52 weeks shall be divided by the number of weeks remaining after the time so lost has been deducted.

[Method 3:] Where the employment prior to the injury extended over a period of fewer than 52 weeks, the method of dividing the earnings during that period by the number of weeks and parts thereof during which the employee earned wages shall be followed; provided, results fair and just to both parties will be thereby obtained.

[Method 4:] Where, by reason of a shortness of time during which the employee has been in the employment of his employer or the casual nature or terms of his employment, it is impractical to compute the average weekly wages as above defined, regard shall be had to the average weekly amount which during the 52 weeks previous to the injury was being earned by a person of the same grade and character employed in the same class of employment in the same locality or community.

[Method 5:] But where for exceptional reasons the foregoing would be unfair, either to the employer or employee, such other method of computing average weekly wages may be resorted to as will most nearly approximate the amount which the injured employee would be earning were it not for the injury.

These calculation methods are hierarchical with a clear preference for using the first method. This hierarchical preference continues such that method two is preferable to method three and method three to method four, etc. Thus, there must be some reason to reject a method that is preferred in terms of the hierarchy versus the method being used. Indeed, the Industrial Commission is prohibited from using method five unless it finds that all of the other methods would produce an unjust and unfair result.

CONTINUE READING ONLINE

THE CLEAR CHOICE FOR TEMP STAFFING INSURANCE

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

24 July 2016

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Conference Photos

TIME IS MONEY,

SO WE’LL MAKE IT

QUICK. FIND QUALITY CANIDATES, FAST! 12

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Monster can help you get the right candidates in front of your clients. Fast. Recruit talent by location, industry, specific skills and other criteria. Raise your response rate with automated, customizable

emails. Boost your social media presence with Monster’s social recruiting solutions…and more.

Monster’s simple, affordable recruitment solutions can reduce your time to fill, attract hard to find candidates, and help you broaden your reach… in practically no time at all.

To learn more, visit: hiring.monster.com/solutions/staffing.aspx

Our Services Include: -Invoicing -Payroll Checks -Payroll Tax Payments -Payroll Tax Return Preparation

TogeTher, We heLP LoWer YoUr WorKerS CoMPeNSATIoN rISKS. Locating a trusted resource for risk management guidance can be risky, particularly when your business is in a highly-regulated, specialized industry. Fortunately, the Marsh & McLennan Agency [MMA] and its regional partner agencies have joined forces to build a customized industry-specific risk management program for your overall commercial insurance plan. Together, MMA and your local agency can provide more resources to help mitigate risk and reduce your long-term insurance expenses so your business soars high.

Together, we can move forward.

To learn more about how MMA and its regional partner agencies can help you side-step risky situations, visit SennDunn.com.

WorLD CLASS. LoCAL ToUCh. riSk management

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Charlotte • Greensboro • High Point • Raleigh • Wilmington | SennDunn.com Copyright © 2015 Marsh & McLennan Company. All rights reserved.

336-812-9767 usfundinginc.com 2207 Eastchester Drive High Point, NC 27265

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Staffing HIRE OUR HEROES

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

Wells Fargo Insurance Services

We have the solutions you need to help your staffing firm succeed. ! Payroll Funding and Processing ! Invoicing, Payroll Tax Administration

and Custom Reporting ! Industry Leading Staffing and

Payroll Software ! Government and Diversity

Program Support ! Traditional Lines of Credit Contact us and see what Sterling can do for you!

Nick Andriacchi Vice President Payroll Finance (800) 232.6426 ext. 241 payroll.snb.com

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. Scott L. Cox, CPCU, CIC Cassie Watkins, CPCU, 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.

© 2016 Sterling National Bank

26 July 2016 up with us today.

Team

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Vendor Feature B y Av i o n t é S t a f f i n g S o f t wa r e

6 Ways to Streamline Your Staffing Firm’s Marketing You know that marketing increases awareness among potential clients and candidates and it also helps to drive revenue and growth. But you’re a staffing firm, not a marketing firm so marketing is likely not a high priority. So how can you get the most bang for your marketing buck while keeping it simple?

BE CONSISTENT. It’s easy to underestimate the importance of branding, but your website, printed materials and even the way your employees interact with people should be recognizably “you.” If you are updating your marketing materials, change it all at once if you can. When you train your team, be sure they understand how you wish to be represented.

About Avionté. 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 you can focus on your serving your customers. To learn more about the many benefits of Avionté staffing software, contact us today.

CONSIDER CREATING VIDEOS. You Tube, Skype, Periscope and sites with video options such as SnapChat and Instagram are some of the fasting-growing engagement tools. Task someone in your office with keeping up with these technologies, specifically when it comes to attracting and interacting with candidates.

MAKE SERVICE A PRIORITY. Word of mouth is free marketing if you have happy customers. It’s a major detriment if you don’t. Assume that you need the recommendation of each client or candidate you work with. Ask them to assess their experience with you. Encourage satisfied customers to review you online. Address the concerns of unhappy clients or candidates one-on-one. Don’t wait until they post a bad review. Proactive reputation management is smart marketing!

ENGAGE ONLINE. Keep up with Facebook, Twitter, LinkedIn and other platforms. It’s a great way to share success stories, company news and community participation. Plus, it gives your firm a human face and allows you to engage with clients and candidates in a more informal fashion.

GO MOBILE. If you have a limited marketing budget (and who doesn’t?) and want to attract candidates, focus on mobile. When it comes to entry-level candidates, more people have smartphones than computers, so you’ll increase your reach. If you’re searching for more established talent, a strong mobile game will still put you on top, because employed professionals usually search on their phones or mobile devices at lunch or when they have downtime.

FOCUS ON WHAT YOU DO BEST. Don’t hesitate to assign people internally to manage these tasks or to outsource it to a specialized partner. Whether you need a back office staffing solution or someone to handle your social media, there are reputable companies that can handle these details for you so you can focus on getting more done.

NCASP.com

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Vendor Members Premier Member:

Associate Vendor Members:

Jeff Lyons at Liquid Capital Corp.

Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com

MVP Managed Services Mike Stinson & Kelly Stinson Streamlining your Workers’ Comp and Payroll 502.939.6043 mstinson@mvpstaffing.com kstinson@mvpstaffing.com Melinda Parsons 502.417.4414 Mstinson@mvpstaffing.com

Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636.262.8124 dcormell@thestaffingsuperstore.com

George Mavrantzas Director of Special Projects 904-993-0469 gmavrantzas@globalcashcard.com www.globalcashcard.com

Derrick Killian at Synergy Your Workers’ Compensation Staffing Specialist 704.927.7028 dkillian@synergyinsurance.net

ATTENTION

Independent Recruiters

• Employer of record • Payroll funding • Back office services

The Independent Recruiter’s Resource for Temporary and Contract Placements® Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 ssmits@agrfinancial.com

28 July 2016

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

www.TFIresources.com

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? 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 partnerships with other staffing firms who can share their experience? 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.

Outreach: NCASP focuses on outreach to professionals in North Carolina. This includes candidates, clients, potential employees, and legislators. NCASP wants to stay ahead of the curve and make sure we have the ability to influence where appropriate.

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

July 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! ($99 for Individuals, $149 for Corporations) Contact Lauren Story, CPC, CTS Director of Membership 828-522-1076, lauren@cv-staffing.com

JOIN NCASP

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

What does your NCASP Membership offer?

• • • • • • • • • •

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

NCASP.com

Join Now: $199 Solo/Individual Membership $299 Corporate Membership Visit NCASP.com/join-now to get started.

For questions on Membership

Please contact Lauren Story, CPC, CTS Director of Membership 828-522-1076 lauren@cv-staffing.com

July 2016

29

Sponsors

jw@360visuals.co (704) 756-8751

30 July 2016

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

North Carolina Legal Update: Employees Can Bring State Law Claims for Wrongful Termination Pursuant to the Equal Employment Practices Act On July 1, 2016, North Carolina lawmakers voted to restore the right of employees to bring claims for employment discrimination under the N.C. Equal Employment Practices Act (“EEPA”) (N.C.G.S. 143-422.2). The EEPA prohibits discrimination based on race, religion, color, national origin, age, sex, or handicap by employers that regularly employ 15 or more employees. It was initially passed in 1977 but it did not contain any language allowing employees to file wrongful termination claims or any other type of claim.

North Carolina courts started recognizing private causes of action for wrongful termination under the EEPA citing to the State’s public policy exception to at-will employment. In other words, the courts recognized that the EEPA was the public policy of North Carolina and any termination in violation of the statute could create a common law claim for wrongful discharge.

On March 23, House Bill 2 (“HB2”) was passed by the General Assembly and signed into law that same day by Governor McCrory. One specific provision in HB2 eliminated employees’ right to sue in state court for violation of the EEPA. However, on April 12 Governor McCrory issued an executive order to expand the state employment policy to cover sexual orientation and gender identity, and to affirm the rights of local governments and businesses to establish their own anti-discrimination policies for employees. Governor McCrory also promised to seek legislation to reinstate the right to sue in state court under the EEPA for discrimination (the “fix”). In the final days of session, Governor McCrory met with House and Senate Republicans several times trying to convince them to work with him to pass the “fix”. At one point, when it looked like there were not enough Republican votes to pass it, he invited Democrats to the governor’s mansion to try to get their votes.

In the final hour of session before adjournment, both chambers passed a bill to restore an employee’s right to bring a state court claim for wrongful termination under the EEPA (House Bill 169). The bill imposes a shorter statute of limitations period of one year. This recent action by the North Carolina General Assembly establishes a much clearer path for employees to file state court claims of wrongful discharge pursuant to the EEPA. This impacts state court claims only, and employers may continue to be sued for wrongful termination under federal law.

Happy First Birthday to Jill White's sweet twins, Ford & Taylor!

Avoid Compliance Pitfalls

JILL WHITE Jill.White@wcsr.com | 336.574.8095

WCSR.COM WOMBLE CARLYLE SANDRIDGE & RICE, LLP

NCASP.com

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July 2016

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2016 NCASP BOARD OF DIRECTORS

32 July 2016

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

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

Jason Perillo, Treasurer 2016 Conference Co-Chair Director of Education 704.575.9444 jason@staffccs.com staffccs.com

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

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

Sidney Minter, Esq. Director at Large, Non-Voting 704.778.4171 sminter@laborlawyers.com

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

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

Lauren Story, CPC, CTS Director of Membership 828.522.1076 lauren@cv-staffing.com cv-staffing.com

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

NCASP.com