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. 1, JANUARY 2016
INTRODUCING
SCOTT WINTRIP
KEYNOTE SPEAKER 2016 SPRING TRAINING CONFERENCE
SEE PAGE 4
PLUS: WELCOME DONNA MALLARD
THE MOST
TO 2016 SPRING TRAINING CONFERENCE
QUESTION OF 2015 WAS...
&AMY MUNROE SEE PAGE 5
ASKED
SEE PAGE 10
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 1 January 2016 NCASP Address c/o Janee Hill PO Box 1922 Wake Forest, NC 27588 Janee Hill, CPC President JaneeHill@pathwayrp.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers:
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.
Michelle Coviello Matt Ferguson Janee Hill Leslie Lasher Ashley Pohl Loftus Mary Mallett Sidney Minter Jason Perillo Lauren Story Jonathan Weiner Jill White Published by
Staffing Now is published twelve times per year. For subscription inquiries, click here. Archived issues are available online at ncasp.com. Copyright 2016. All rights reserved.
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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 January 2016
NCASP.com
Board of Directors Farewell Passing on the Torch
A
s the saying goes, “A Lady always knows when it’s time to leave the party”, so it is with mixed feelings that I have made the tough decision to step down from my many roles on the NCASP Board of Directors. Year after year from the podium at our successful training events, you have heard me say how long I have been involved with NCASP. Yes, I became a loyal believer in 1987 when I was selected as NCASP’s “Rookie of the Year” and since then I have held almost every Director position available including Certification Trainer (back when I had to develop my own study guide) as well as leading Membership, Communications, Newsletter/Ezine and Vendor Relationships for almost three decades. I was the Conference Co-Chair during the huge Millennium decision to merge the two Associations (remember when we were called temp and perm) and have been directing the Conference details and Marketing promotions ever since. As the years have flown by, I have been the fortunate recipient of many awards, accolades and kudos, however, the most rewarding feeling is the close relationships made along the way. As others have said, the NCASP family has created a very strong bond of special people to me. I have made many fond memories that make me laugh often and I feel warm and loved inside no matter where I go. Never one to be idle as you know, I have a new international network direction as well as several new exciting projects in the works and will be certain to stay in touch with many NCASP friends along the way. I will be completing several tasks this Winter and Spring for NCASP as well consulting with the new Board of Directors. As I have gotten to know Janee, I have come to realize that she is a capable person who can carry the NCASP torch into the next era and beyond. I hope you will get behind her and her new Board of Directors to support NCASP in new directions with fresh energy and innovative ideas. Thank you for your respect, kindness and support over the many years of significant changes. It means a lot! Do keep in touch for I will miss the day-to-day leadership, project management, operations and relationship building! Best wishes to all in your endeavors. I salute you! ~Mary Mallett
I
n 2002, I had lunch with a guy who worked with Rick Krumel (NCASP Past President) and he was telling me about this board of directors called NCASP. I was starting my third year in the business and my first year as an owner. I still remember my first NCASP board meeting. My enthusiasm high, energy explosive and I knew I found a group with whom I wanted to be associated. Fast forward 14 years and it’s truly amazing to see what this group turned into over time and yes it gives me satisfaction that I was a part of that. From leading this group in 2009 as President, spearheading new, exciting and original ideas for our conferences, marketing, and more, to reflecting on the opportunities I’ve had as a speaker, trainer and marketing professional that really all began with this group. I would have to say that the most rewarding feeling I have is the wonderful relationships I’ve made with several board members over the years and I know those friendships will last a lifetime. As we’ve grown the association - our membership, our conferences and our vendor partners - it is now time to step down. They say that ‘All good things come to an end’ well in this case, it’s not that - we veteran board leaders are now in a place where the association is in good hands going forward. I am excited to take the next chapter in my life with my new production studio and martial arts dojo. A lot of NCASP members are clients and friends so I’m sure I will see you in the future! ~Jonathan Weiner
In this issue Page 2 . . . . . Presidents’ Messages Page 3 . . . . . . . Board Farewells Page 4 . . . . . . . . .Scott Wintrip Page 5 . . . . . .Donna, Amy & Lesa Page 6 . . . . . Conference Preview Page 7 . . . Jill White Legal Webinar Page 8 . . . . . . . . .Legal Matters Page 9 . . . Careerbuilder Forecast NCASP.com
Page 10-11 . . . Billing more in 2016 Page 12 . . . . Worldwide Specialty Page 13 . . . . . . Form I-9 Audits Page 14 . . . . . . . . Certification Page 15 . . . 2016 NCASP Charity Page 16 . . . . . . . . . . Webinars Page 17 . . . . . . . . Membership Page 18 . . . . . Sponsors’ Corner
Page 19 . . . . . . . Save the Date Page 20-21 . . . . . . Legal Matters Page 22 . . . . . . . .Press Release Page 23 Maximize your conference Page 24 . . . . . Save Some Money Page 25 . . . . . . . . Membership Page 26 . . . . . Board of Directors Page 27 . . . . . Essential StaffCARE January 2016
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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 four 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.”
4 January 2016
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. Take advantage of the discounted price of $249. This great offer now available only through January 29! Don’t delay! Registration fee will increase to $349.
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
PLUS 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. NCASP.com
January 2016
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Conference Preview Topics Include... •
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?
•
How you work with two clients?
•
What are the three skills that guarantee success?
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Valuable information for “new hires” and refreshers for “industry veterans”
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Great Recruiter Training
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 “State of the Industry,” Lesa Francis 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 10:00 Vendor Expo 10:30 Gemma Saluta Legal Previews 10:45 General Session: TBA 12:15 Awards Luncheon, Careerbuilder Speaker 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 Awards 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
6 January 2016
NCASP.com
January 27 at 12 Noon The DOL’s Agenda for 2016: Overtime Exemptions & Independent Contractors Join us for a brief introduction to the Fair Labor Standards Act (FLSA), followed by a discussion regarding two hot items on the DOL’s agenda. First, we will address the proposed changes to the FLSA’s overtime exemptions. The Department of Labor (DOL) is expected to issue a Final Rule on the FLSA amendments this year which will drastically increase 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. Second, we will take a closer look at the DOL’s ongoing mission to identify businesses that have improperly classified independent contractors. If you engage independent contractors then you will want to take another look at the relationship in light of the DOL’s recent guidance on the issue.
Presented by Jill White of Womble Carlyle Jill White is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. Jill has been working with clients in the staffing and recruiting industry for several years and is well acquainted with the unique legal issues presented in this industry. Business North Carolina magazine recently named Jill White among North Carolina’s 2013 Legal Elite for labor & employment law – an annual listing of the state’s top lawyers. Jill practices law in Greensboro, North Carolina, at the law firm of Womble Carlyle.
Registration or Questions Please contact Jason Perillo 704.575.9444 jason@staffccs.com
NCASP.com
January 2016
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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.
8 January 2016
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.
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
January 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 January 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
January 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 January 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
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
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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
January 2016
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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 hholbrook@grahamjobs.com
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. Coverage Available for the following Staffing Service Risks: • Temporary Staffing Firms • Administrative Services Organization (ASO) • Human Resource Consulting Service • Direct Hire, Personnel Placement Services and Consulting • Professional Employer Organization (PEO) • Vendor Management Service (VMS) • New Ventures accepted (start ups with under three years experience will be considered)
Staffing Services Coverage Options:
• General Liability • Professional Liability • Employment Practices Liability • Hired & Non-Owned Auto Liability • Employee Benefits Liability • Stop - Gap Liability • Umbrella/Excess Liability limits up to $10 Million (higher limits may be available) • Crime • Property • Commercial Auto • Workers’ Compensation
Program Features:
• Abuse & Molestation Liability Coverage • Blanket Additional Insured endorsements available • Blanket Waiver of Subrogation • Blanket Primary & Non-Contributory Additional Insured endorsement available • Care, Custody & Control Carveback • Policies are not Audited • Umbrella includes Professional Liability Coverage • Client Specific higher limits available • Worldwide coverage
We work only with insurance agents and brokers! Please have your agent call us today or forward your current agent’s information.
Lou Georgalas, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4132 Cell: 516-493-5986 Email: lgeorgalas@allrisks.com Gus Kontogianis, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4131 Cell: 516-497-5795 Email: gkontogian@allrisks.com
14 January 2016
900 Stewart Avenue Garden City, NY 11530 www.allrisks.com All Risks of California Insurance Services, Ltd. CA License #0B84526
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.
January 2016
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Webinars By Jason Per illo, Director of Education
Join us for one of our upcoming Webinars! January 27: Legal Issues with Jill White: See page 6 for details March 3: TOPIC with Donna Mallard: Watch for details coming soon! 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
CA | DC | DE | GA | MD | NC | SC | VA
©2014
Conference Prices
ATTENTION
Independent Recruiters
• Employer of record • Payroll funding • Back office services
Members=$299.00 (see coupon page 26) 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
16 January 2016
Friday only= $199.00 Guest= $149.00 See page 4-6 for details! NCASP.com
Membership B y L a u r e n S t o r y, C V S t a f f i n g
Why Join NCASP? Oftentimes Staffing 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.
New Year’s 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!
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 lauren@cv-staffing.com or visit ncasp.com.
Welcome New Members! 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 336-681-1915, sprovost@prestigescientific.com NCASP.com
January 2016
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Sponsors’ Corner by Mar y Mallett, CPC, SearchPro mary@searchpro.com and #704-241-2996
New Year’s Greeting 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 January 29th 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 making new relationships and learning new techniques.
2015 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 112 773-527-2975 rthompson@wwspi.com Natalia.Vidmar@careerbuilder.com BRONZE LEVEL SPONSORS Sidney Minter at Teague Campbell Dennis & Gorham Gus Kontogianis at All Risks Our attorneys are on top of things Comprehensive Insurance tailored for the Staffing Industry 919.873.0166 sminter@teaguecampbell.com 516.497.5795 Gkontogian@allrisks.com Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330.455.1433 mdemaree@topechelon.com
Jennifer Porter at NSM, Staffing Lines Offering Staffing Insurance Solutions 844.291.5648 x202 JLPorter@nsminc.com
Spruill Alexander at The Clement Companies A Towne Insurance Agency 252.756.8300 ext. 204 salexander@towneinsurance.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 Jeff Lyons at Liquid Capital Corp. Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com
18 January 2016
ASSOCIATE MEMBER Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 ssmits@agrfinancial.com
NCASP.com
Save the Date
May 12, 13 & 14
GET ON BOARD THE FAST TRAIN • SEE PAGE 4 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.
NCASP.com
Spruill Alexander, Vice President 105 Arlington Blvd. Greenville, NC 27858 Phone: 252-‐756-‐8300 ext. 204 Cell: 252-‐714-‐8671 salexander@towneinsurance.com January 2016
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Legal Matters Sidney Minter, Attor ney, Teague Campbell Dennis & Gorham
Department of Education Sides with Transgender Student’s Allegations of Sex-Based Discrimination On November 2, 2015, the Department of Education (the “DoE”) issued a potentially landmark decision regarding the rights of transgender students. This decision was issued following months of investigation into allegations that Palatine High School District 211 (the “District”) discriminated against a transgender female (“Student”) on the basis of her sex. The DoE determined that the District violated federal discrimination laws by denying Student access to gender-appropriate locker rooms because she is transgender. Student’s Complaint: In December 2013, Student filed a complaint against the District alleging violations of Title IX. of the Educational Amendments of 1971 (“Title IX”). Based on the allegations of Student’s complaint, she was born a male at birth, but identified as a female from a young age. The complaint also indicated that Student came out to her family as transgender a few years earlier and that she owned a United States passport identifying her as a female. The complaint outlined that Student had been diagnosed with a psychological condition—gender dysphoria—a condition for persons who experience incongruence between their experienced/expressed gender. In addition, Student indicated that, for the past few years, she lived her life as a female (There was not any discussion regarding whether Student underwent a medical procedure to change her sex). This included dressing and presenting as a female, requesting that everyone refer to her by her female name, requesting that everyone refer to her using female pronouns, and by using female restrooms. During her eighth grade year, she requested a meeting with
20 January 2016
administrators from the District regarding her transition to high school. Following a meeting with a psychologist from the District, she was informed that she would be allowed to use girls’ restrooms, to wear female uniforms during gym class, and to participate on female athletic teams. However, at the same time, she was informed that she would not be allowed to use girls’ locker rooms to change for her daily gym class. Instead, she was instructed to use a separate bathroom, which she contended was far from the gym. Following this decision, Student met with the District’s principal— who confirmed the District’s position regarding Student’s access to girls’ locker rooms. Student’s Legal Arguments: In Student’s complaint against the District, her legal counsel alleged a number of legal claims. First, Student alleged the District had engaged in per se discrimination by singling Student out for differential treatment and segregating her from other students because of her gender identity. Next, she alleged that the District engaged in per se discrimination against Student due to her change of sex. Lastly, she alleged that the District’s decision to ban her from the girls’ locker rooms was unlawful sex stereotyping under Title VII. The District’s Legal Arguments: The District has made a number of legal arguments, but, ultimately, its legal position seems to be steeped in Constitutional Rights—namely, the Right to Privacy. The District believes its decision to not allow Student unfettered access to the girls’ locker rooms is both lawful and reasonable. The District emphasized that its position protects the privacy rights of
all students when changing clothes or showering before or after physical education and after-school activities. Moreover, the District noted that it continues to support transgender students and families—while always balancing the rights and concerns of the other 12,000 or so students it serves. Further, the District believes that it has provided individual accommodations in a manner that does not infringe on the privacy concerns of other students, and will continue to do so—despite the DoE’s ruling. Lastly, the District underscored that it is prepared to contest the DoE’s ruling through litigation—if necessary. Department of Education’s Ruling: On November 2, 2015, the DoE found that the District denied Student access to the girls’ locker rooms because of: (1) her gender identity, and (2) her gender nonconformity. If true, both of these claims are actionable causes of action. The DoE’s ruling mandates that the District: (1) reach a solution before the expiration of thirty days (on or before December 2, 2015); or (2) face enforcement, which could include administrative law proceedings or a Justice Department court action. Additionally, the District could lose some or all of its Title IX. funding. Potential Ramifications of the Ruling: This case is the first of its kind and could lead to new legal precedent in the developing area of discrimination against transgender individuals. The parties on both sides of this issue— whether the District violated federal discrimination laws by not allowing Student unfettered access to the girls’ locker rooms—are fighting for the rights of many. ...Continued on page 21 NCASP.com
Legal Matters ...Continued from page 20 The District is advocating for similarly situated schools across the country. The District believes it has been reasonable and complied with applicable federal laws as it relates to Student’s treatment. On the other hand, Student is fighting for transgender students across the country who have been subjected to discriminatory treatment, and/or been ostracized, bullied or demeaned. I believe this case will be litigated in federal district court because it seems
that the District will not comply with the DoE ruling. The legal arguments being advanced by both sides are nuanced and broad sweeping. Determining whether a person’s right to be treated equally should be given more, less or the same credence as another person’s right to privacy is a very difficult legal question. This type of legal question may prove to be one that can only be decided—once and for all—by our nation’s highest court— SCOTUS. To add an additional layer to this case, I also believe the issue of
accommodation can easily be applied in other areas of society—such as the workplace. With such potentially wide-sweeping ramifications, I believe we have only reached the tip of the iceberg with respect to the relevant legal issues discussed above. I will continue monitoring this case because the final decision could very well set legal precedent—as it relates to transgender individuals—in public schools across the country.
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
January 2016
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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 22 January 2016
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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.
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
January 2016
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Save Some Money May 12, 13, & 14 See page 4-6 for details! Take advantage of the DISCOUNTED PRICE OF $249! This great offer now available only through January 29. Don’t delay! (Registration fee will increase to $349 soon.) Call Janee at 919-862-3996 and say you saw it in the January Ezine!
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
Premier Member:
Jeff Lyons at Liquid Capital Corp. Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com
Associate Vendor Member:
George Mavrantzas Director of Special Projects
Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 ssmits@agrfinancial.com
24 January 2016
904-993-0469 gmavrantzas@globalcashcard.com www.globalcashcard.com
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
January 2016
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2016 NCASP BOARD OF DIRECTORS Janee Hill, CPC, CTS President 2016 Conference Co-Chair 919.862.3996 JaneeHill@pathwayrp.com
Ashley Pohl Loftus Secretary Director of Regional Events 336.455.8817 apohl@aerotek.com
Jill White, Esq. Legal Advisor Non.Voting 336.574.8095 Jill.White@wcsr.com wcsr.com
Rita Bottoms Communications Director 336.970.5206 rbottoms@theresource.com www.theresource.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
Jason Perillo Treasurer 2061 Conference Co-Chair Director of Education 704.575.9444 jason@staffccs.com staffccs.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 4 for details! Take advantage of the DISCOUNTED PRICE OF $249! This great offer now available through January 29. Don’t delay! (Registration fee will increase to $349 soon.) Call Janee at 919-862-3996 and say you saw it in the January 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
26 January 2016
NCASP.com
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 NCASP.com
January 2016
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