The
Voice
of
NC
Employment
Professionals
Vol. 13, Num. 6, September/October 2013
2014 NCASP TRAINING CONFERENCE
Welcome Back, Rob Mosley See page 13
Also In This Issue: Webinar by Monster
page 8
Register for Discount page 22
From the President I had the opportunity this week to watch Ashton Kutcher’s acceptance speech at the Teen Choice Awards, and was impressed at his ability to deliver this message to a young audience. If you are not familiar with the awards show, it is geared to tweens and teens and typically too glitzy for its own good, and I’d even say does not set the right example for kids these days (I feel old saying that, by the way). But I felt that Ashton’s message should resonate with everyone. The first point I want to drive home to our group is how he focuses on the idea that hard work looks a lot like opportunities. In order to seize opportunities as an industry we have to work hard. As a board we have to challenge ourselves to work hard to deliver relevant ideas, content and support for the industry. We can’t just wait for the next hot thing to seize. We have to have a solid foundation now. His next point is that being smart is the sexiest thing in the world. For NCASP, we have to get smarter and learn. We have to listen better, and we have to use those new learnings to help us evolve and adapt to this ever-changing business climate. Last year was last year, and while some things may continue to work, not everything will. We’re in the people business, and people change every day. They have different motivations, ideas and passions. The last point I took was that we don’t have to just accept the world as it is. We have the opportunity shape whatever world in which we live and work. Whether that is with our clients or candidates, or even the people with whom we work inside our offices. We are in control of our culture and that environment. As I begin planning for our annual Fall Leadership Retreat to plan for next year, I want to challenge our members and our Board to bring ideas, information and help shape our own reality here in North Carolina. We can either accept our current situation for what it is, or put the steps in motion to make significant improvements. Do you accept that challenge? Not a member? Join Us! Join NCASP.
STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS
Volume 13, Number 6 September/October 2013 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com Wendy Ward, CPC Vice President Phone: 828.302.4042 Email: wendy@ncasp.com Editor in Chief | Rita Bottoms RBottoms@temporaryresources.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Spruill Alexander Jill Benson Rita Bottoms Catherine Cantieri Marc Cochran Michelle Coviello Jillian Dodson Debbie Fledderjohan Nathan Granitz Rob Mosley Anna Schuszler Jonathan Weiner Published by
Best, Marc Cochran, CSP President, NCASP, Education. Outreach.
In this issue President’s Message . . . . . . . . . Worxtime . . . . . . . . . . . . . . Vendor Spotlight . . . . . . . . . . . Real World Staffing . . . . . . . . . . 2014 Conference Speaker . . . . . . Careerbuilder . . . . . . . . . . . . Webinar: The Big Data Bottleneck . . Membership . . . . . . . . . . . . . Leadership . . . . . . . . . . . . . . Eye Safety . . . . . . . . . . . . . . New BOD Members . . . . . . . . . Rob Mosley article . . . . . . . . . .
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2 3 4 5 6 7 8 9 10 11 12 13
Contract Staffing . . . . . . . . . . . 14 Affordable Care Act . . . . . . . . . 15 Sponsors’ Corner . . . . . . . . . . 16 Vendor Partner Index . . . . . . . . 17 Legal Matters . . . . . . . . . . 18-19 Education/Webinar . . . . . . . . . . . 20 President Welcomes Son . . . . . . . 21 Save the Date . . . . . . . . . . . . 22 Affordable Care Act . . . . . . . . . 23 Hire our Heroes . . . . . . . . . . . 24 Essential StaffCARE . . . . . . . . . 27 Board of Directors . . . . . . . . . . 28
President | Marc Cochran marc@ncasp.com Staffing Now is published six times per year. For subscription inquiries, click here. Archived issues are available online at ncasp.com. Copyright 2013. All rights reserved.
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HealthCare Reform Eligibility Tool
Data for the decisions you have to make. INTRODUCING THE HEALTH CARE REFORM (HCR) ELIGIBILITY TOOL
What you need to provide
In 2014, employers with more than 50 full-time and/or full-time equivalent employees may face a penalty if not offering health insurance coverage, or if offering unaffordable or
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Your current census of employees, with detailed information per employee
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Detailed information about your current plans, participation, eligibility, coverage and premium
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Plans to change staffing levels in your organization
insufficient health insurance coverage.
Will your health plan meet the minimum essential coverage standards? How much will failing to meet this standard cost you? As a WorxTime client, you don’t have to guess how this employer mandate will affect your business. Our HCR Software Service Eligibility Tool will project the impact this new legislation will have. By inputting basic information about your organization, we can create an in-depth analysis of the effect HCR legislation, as we know it today, will have on you. We will share the results with you and together, we can formulate your future business plan.
Sample Employee Profile •
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Employee summary
September/October 2013 3
Spotlight on Vendor
A Behind the Scenes Look at The Real World War for Talent in the U.S. - iCIMS sponsors cutting edge documentary that shows the battle recruiters wage each day for real people and real companies in one of the most competitive job markets in decades. MATAWAN, N.J. (AUG 5, 2013) – The proliferation of real life documentaries has pulled back the curtain on many occupations that one might think are “ordinary.” Now a new documentary, “Real World Staffing,” promises to change everything you thought you know about the recruiting and staffing industry. iCIMS, Inc., a leading provider of Softwareas-a-Service (SaaS) talent acquisition software solutions for growing businesses, is proud to announce they have chosen to be one of the sponsors of this exciting upcoming docudrama that is expected to be an eye opening look at this exciting industry. “This project was a perfect match for us. We understand the vital role recruiters, hiring managers, and HR reps play in people’s lives as they battle for the best,” said iCIMS Chief Marketing Officer, Susan Vitale, “In order to win you need to have the best tools at hand. And that’s what we do every day, arm recruiters with the latest cutting-edge technology to target, source, and recruit top talent.” iCIMS Talent Acquisition suite of software solutions
enables HR professionals to manage their organization’s entire talent acquisition lifecycle from sourcing to recruiting to onboarding all within a single web-based application. The company’s highly scalable solution serves as a valuable weapon in a recruiter’s arsenal. “Real World Staffing” is the raw, unscripted truth about a day in the life of successful, Seattle-based staffing executive, Jenifer Lambert. “I’m excited to participate in this project and tell the real story of a real staffing firm and what we do to make a real impact on real people,” said Lambert, Vice President of Sales and Marketing at Terra Staffing Group. “This was a unique opportunity,” said Real World Staffing Executive Producer, Jonathan Weiner, CPC, “We wanted to illustrate real results with a real professional and that’s what “Real World Staffing” is all about.” iCIMS is proud to help shine the light on the important role recruiters play in making a difference in people’s lives and the U.S. workforce. “Real World Staffing” is slated for release in late 2013. For an exciting sneak peek at the documentary and behind the scenes interviews, click here.
About Mez Media: Mez Media is a boutique HD video, website design and marketing company focused on contemporary design, branding, and digital media throughout North America. Mez Media invents new ways to market our customers by using breakthrough technology, reestablishing consumer integration, and allowing our customer to complete autonomy in the end to charter new tools. For more information visit http://www.mez-media.com.
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2014 Conference By Rita Bottoms, Temporar y Resources & Michelle Coviello, HireNetworks
Rob Mosley: Back by Popular Demand! Welcomes Back Rob Mosley Rob Mosley will be our main speaker for our 2014 Annual Conference Training and we could not be more excited about what he has to offer! Rob is the Sr. Director of Training and Development for Next Level Recruiting Training. Rob comes to Next Level from MRINetwork™ Corporate in Philadelphia, PA, where he served as the Chief Learning Officer, responsible for all training and sales development of 1,100 offices worldwide. He is a licensed facilitator for Stephen Covey’s The 7 Habits of Highly Effective People. Rob will present training on Performance Management, Standard Sales Skills, Self-Assessment and a three step coaching process for Owners/Managers. Presentation Topics Include: Power Principles: Redefining the Client Partnership This session is about your ability to develop and maintain trusted, profitable, and balanced relationships, even during challenge economies. It is about your ability to execute skills and techniques and approaches to differentiate yourself from your competitors. Why is this important? If you fail to differentiate with your approach-you will always be forced to differentiate by your price. Negotiating Client Tactics and Demands In tough times clients and prospects can become very tactical and demanding. They use tactics either consciously or subconsciously to influence your perception of what is right and what is fair. The key is to neutralize the tactic and not your client. When you begin to recognize a tactic-as a tactic-its effectiveness is greatly reduced. This program is about your ability to create your own future circumstances with clients and prospects through a better negotiation process by first preventing, then recognizing and responding to client tactics and demands. You can never concede your way to a healthy client or candidate partnership. Great Communication = Great Compensation Great Dialogue in our business is the cornerstone of our craft. And great dialogue has four distinct elements; Probing, Listening, Responding, and Seeking Agreement. These four elements are like the chambers of the heart, each section or chamber is a unique and critical part of the communication process with both clients and candidates. This interactive workshop session will dissect each of these four cornerstones of conversation to better understand what is really behind the heart of great dialogue. These four skills come together when managing certain types of potential client and candidate “red flags.”
Best Practices that Drive Revenue This session involves five cornerstone strategies that have a direct impact on how you differentiate your services and ultimately on your ability to generate revenue. Participants will engage in group discussion, small group role play, and coaching feedback around these four client best practices: Presenting Your Capabilities, Gaining Initial Commitment, Developing Executive Insight, Responding to “Red Flags” and Negotiating Client Demands. What Great Managers Really Do! “…the best boss I ever had.” That is a phrase most of us have said or heard at some point, but what does it mean? What sets a great manager apart from the average manager? There are countless books and articles about the qualities of managers and leaders and whether the two differ; little has been said about what happens in the thousands of daily interactions and decisions that allow managers to get the best out of their people and win their devotion. This workshop is about teaching you what great managers actually DO. This session is designed to help producers, team leaders and billing managers increase their effectiveness as managers and leaders. It will also contrast the traits of a big biller versus those of an effective manager, how proficiency in one does not constitute success in the other and how the lack of that realization can quickly create an environment of frustration, low productivity, and costly turnover.
SEE PAGE 22 FOR MORE DETAILS ABOUT OUR 2014 ANNUAL CONFERENCE TRAINING! REGISTER ONLINE AT NCASP.COM!
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Skip the BrainteaSerS: the interview QueStionS You Should Be aSking
If you’re fond of asking candidates quirky job interview questions like, “Why are manhole covers round?” or “How many trees are there in New York’s Central Park?” in effort to see how well they think on their feet, you might want to save your breath next time. According to hiring expert Nancy Newell, SPHR, the best predictors of employee performance are behavioral interview questions – questions that begin with phrases like, “Name a time when…” and focus on past behavior. “Past behavior is the best predictor of future behavior,” says Newell. Behavioral interview questions provide two key pieces of information: • •
The ability to see how a candidate actually interacted in a real-world situation. The ability to see what candidates consider as “difficult” or “challenging” (if, for example, you asked, “Name a time you dealt with a difficult client and how you resolved the issue.”)
before the interview • • • • •
What MUST the candidate be able to do? What must they be able to do that you can’t team them? This usually refers to soft skills. What are the MOST important components of the job? Keep the list between three and five bullets. What are the drivers of success in my organization? Use your “A-players” as a model, and go from there. What am I willing to TEACH someone? If you know you’re willing to teach certain skills, there’s no need to screen for it. Focus your time on must-have skills. What questions do I want to ask? Make sure you’re asking the same questions of every candidate; otherwise, you can’t accurately measure one against another.
During the interview • • •
Ask behavioral interview questions. As mentioned above, behavioral questions provide the most accurate insight into a candidate’s future behavior, and they also reveal whether the candidate’s idea of “difficult” aligns with your own. Collect data. You can evaluate the information later, but the interview is the time to collect data. Ask follow-up questions. No one answers the question completely the first time around. Give them the opportunity to correct. Really probe, get clarity. Get to the ‘why’. Be curious.
after the interview • • • •
Look for patterns in the answers. Patterns indicate how people see the world. Get feedback and input from all interviewers. Evaluate the candidates. Now is the time to take the data you’ve gathered during the interview process and use it to evaluate the candidates. Check references. References provide a different perspective of the candidate and tell you things you might not learn otherwise.
Finally, remember that you can’t avoid hiring mistakes completely. There is no “magic bullet” when it comes to hiring the perfect candidate; however, a well thought out, disciplined interview process will get you as close to making the right hire as possible.
This post was originally created for CareerBuilder’s Employer Blog: The Hiring Site (www.theHiringSite.com) by Mary Lorenz. To view the original post, visit: http://cb.com/18ttZqj
Stay connecteD anD join the DiScuSSion: Doing our part to create a stronger job market, CareerBuilder® helps staffing and recruiting firms attract the best talent while providing their candidates access to the best job opportunities available. As the job market shifts, CareerBuilder will be there every step of the way, empowering employment. CareerBuilder for Staffing & Recruiting www.facebook.com/CareerBuilderForStaffing
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CareerBuilder for Employers www.twitter.com/CBforEmployers
Employer Blog www.theHiringSite.com
September/October 2013 7
The Big Data Bottleneck • • • • • •
What is big data and how does it affect recruitment The current HRIS/Staffing Technology Landscape How can Cloud computing affect workflow How to choose your technology vendors What’s new out there, and what really works Maximizing candidate acquisition
Register online:
http://www.anymeeting.com/ PIID=E959DC87814938
Questions?
Contact Anna Schuszler, anna@cv-staffing.com
Presented by Jerome Guerard Staffing Software Consultant
Jerome returns to Monster after an enriching career in various other aspects of Staffing. As one of the first one hundred “Monsterboard” employees, Jerome first joined Monster in early 1998 and helped develop a once unknown concept into a World leader in recruitment resources. After a successful stint that included time in Silicon Valley, Chicago and Columbus, OH, Jerome left Monster at the end of 2002 in order to start an insurance product to specifically address the evolving world of digital media and temp employee risks. As a result, he was appointed by Governor Patrick of Massachusetts to sit on a board for the Dept of Public Safety, a post that he holds
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to this day. In 2010, Kelly Services needed a Regional Manager for Southern New England and recruited Jerome for that position. With Kelly Services, he managed three branch offices, with several Staffing Supervisors as well as a sales team. Now back with Monster Worldwide as part of the Software Services Team, Jerome consults with top staffing agencies nationwide on various aspects of recruitment systems, technology integration and processes. Jerome lives with his wife and two kids, Zoe 5 and Luc 3, in Sterling Massachusetts where he enjoys skiing, biking and working around the house with the “help” from his kids. 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 Rick Ferretti, Director of Membership 704.288.9687 rick@tbridgeusa.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
September/October 2013 9
Leadership Spotlight By Rita Bottoms, Temporar y Resources
Michelle Coviello
Director, Charlotte office for HireNetworks Name, job title, company, start date with current employer. Michelle Coviello, Director, Charlotte office for HireNetworks. I started with HireNetworks in December 2002 and just celebrated 10 years with the company! What are your primary job responsibilities? In which industries and functions do you specialize? I run our Charlotte office and handle the client sales for this location and throughout the Southeast. We work exclusively in the Information Technology arena and fill contract, contract to hire, and direct hire jobs at all levels across industries within the IT field. We work with companies of all sizes as well, but I have done a lot of work in the emerging growth, start up market space. Which aspects of your job get you revved up? I love many things about my job, which is probably why I have been doing it for over 15 years now!! I love meeting new people and helping companies grow their teams and build their companies. What’s one of your favorite recruiting/staffing stories? (something funny or poignant or just plain interesting) I love telling clients that our recruiting team once helped a company grow from under 50 people to over 300 people with our help exclusively. Awesome sense of job satisfaction! Which aspects of your job would you outsource if you could? I hate having to tell a candidate that he/she did NOT get the job, especially when they have told you that they really wanted it. That is tough. Tell me about your professional life before joining your current company. When I graduated from college, I had no idea what I wanted to do. I worked as an Operations Manager for the Sapient Corporation, software consulting company, and for a mortgage company. I helped both companies move offices and open new branch offices. My attention to detail helped me with these jobs but I really don’t like moving. I prefer working in the recruiting industry for sure.
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Why did you leave that industry for the recruiting/staffing business? I had the opportunity to work for a small recruiting agency that trained me in recruiting and sales. I never thought that I would be a good sales person but I made my first placement within two weeks of my start date. I was hooked! Placements are addictive. You make one and you want more. How did your pre-staffing/recruiting life help prepare you for your current career? My job with the Sapient Corporation was very helpful. Sapient, at the time, was the type of company that I went on to place people with….a small, growing technology start-up with a cool corporate culture. This work experience help me tremendously to find my clients the right talent and more specifically, someone who would fit well into their culture and environment. I also learned a lot about the software technologies that I would use to place people. Has your NCASP membership benefited you thus far? If so, how? NCASP offers their members an incredible network of talented recruiters to collaborate with. The training that is offered each year at our annual conferences is top notch. I look forward to this conference each year as a chance for me to re-evaluate what I am doing well and what I need to work on. I also target areas for personal and professional growth. Why did you join the NCASP BOD? I have trouble saying no sometimes so I think that is why I initially joined the board. But, in all seriousness, what has KEPT me on the board for almost 10 years, has been the awesome group of people with whom I get to work on the Board. They have become like family to me over the years. Anything else you’d like to add about your personal or professional life? I am extremely lucky to have found a job and career that I love and that I am successful doing. I strive to find the same happiness for all of the candidates and clients with whom I work.
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OHSA Tips, Protect Yourself and Your Company B y S p r u i l l A l e x a n d e r, T h e C l e m e n t C o m p a n i e s
Eye Safety & You About 1,000 eye injuries take place everyday in the workplace and OSHA estimates that 90 percent of those accidents could be prevented through the use of proper protective eyewear. To do your part: Make sure you are wearing eye protection, and the right kind for the job you are performing. Safety glasses should rest firmly on top of the nose and close to, but not against, the face. Don’t let uncomfortable, foggy or sightrestrictive safety glasses or goggles keep you from wearing the proper eye protection. Experiment - there are many styles and sizes available.
THANK YOU TO OUR 2013 VENDOR PARTNERS
Don’t become a statistic! Take a moment to determine the eye hazards in your workplace, and then take the proper precautions.
Eye Safety & You About 1,000 eye injuries take place everyday in the workplace and OSHA estimates that 90 percent of those accidents could be prevented through the use of proper protective eyewear.
foggy or sight-restrictive safety glasses or goggles keep you from wearing the proper eye protection. Experiment - there are many styles and sizes available.
To do your part, make sure you are wearing eye protection, and the right kind for the job you are performing. Safety glasses should rest firmly on top of the nose and close to, but not against, the face. Don’t let uncomfortable,
Don’t become a statistic! Take a moment to determine the eye hazards in your workplace, and then take the proper precautions.
Providing Staffing Insurance Programs for over 15 years. Property Workers Compensation Health Insurance
General Liability Third Party Fidelity Mini Med Health Benefits
Professional Bonds Life, Disability, Dental & LTC
1-800-849-8013 Scott Cooper and Spruill Alexander provide the knowledge and service that will help your staffing company understand why you need certain coverage and how to purchase the coverage at the most competitive rate. Make the call; you will be glad you did. Spruill Alexander ext. 204
Scott Cooper ext. 226 EMinfo.com
Scott Cooper
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Web Site: www.Clementins.com
September/October 2013 11
New NCASP Board Members by Marc Cochran, Target
Rick Ferretti & Deborah Miller Welcome Rick Ferretti!
Rick graduated from UNC Charlotte with a degree in Communications and a Masters degree in Strategic Leadership. Prior to joining Talent Bridge, Rick spent ten years in roles with increasing levels of responsibility in business development and sales management in Charlotte, NC. He and his family make their home in Charlotte, North Carolina.
Welcome Deborah Miller!
Deborah is Vice President of Operations at ProStaffing in Conover, North Carolina. She has spent 22 years in the staffing industry and is proud to be associated with such a noble profession. Deborah states her leadership philosophy is basic….provide the highest level of service to every person you encounter. She loves the great outdoors and spends much of her time away from work RVing with her family.
NCASP BOD meetings
10:00am teleconference unless otherwise specified • October 10, 2013 • November 15: • • • • • •
FALL RETREAT, Charlotte December 12, 2013 January 14, 2014 February 11, 2014 March 11, 2014 April 8, 2014 May 15, Wrightsville Beach 2014 Annual Training Conference
CALLING NEW BOARD MEMBERS!
Anyone who has interest in serving on the Board of Directors, please contact Marc Cochran, CSP at # 704-207-3819 or email: marc@ncasp.com Scan the QR code or visit http://bit.ly/CTStxt for a free eBook on how texting can reach hundreds of candidates in minutes
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Negotiations By Rob Mosley, Next Level Exchange
Four Strategies for Developing Healthy Client Relationship The following article is derived in part from the thinking of Randall Murphy and the Acclivus Corporation and their curriculum entitled R3 Negotiations customized specifically for the search and staffing industry. This program is offered in a partnership with Next Level Exchange. As an industry, we have done a great job of teaching our clients how to treat us poorly. We have come to accept client demands and tactics as “business as usual” and the end result is that our industry becomes commoditized. How prospects or clients see your relationship with them will determine how they treat you in the search process. How they see you will determine how they will negotiate around your fees and your search process. Use the right strategies and you’ll negotiate from strength and maintain your value proposition. Here are four key strategies that will better influence your prospects and your clients, ensure that you differentiate with your approach and not your price, and make you more successful in your negotiations. 1. Share Insight with Clients (Information beyond the Obvious) The opening conversation should not be about you. Every call should open with some kind of great insight that you share about the client, the client’s organization, or their industry. This is a great way to demonstrate market mastery early in the conversation. Be better prepared. Gain insight by asking better qualifying questions. If you take the time to be more interested in your clients, you will be much more interesting to them.
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2. Develop 3x3 Insight (Secure multiple relationships within the organization) “3x3 Insight” refers to your ideally having three different relationships at each of the three levels of the organization. Imagine a pyramid divided into three levels: the top is the executive level, the middle is the management level, and the bottom is the individual project level. Develop real relationships at each of these levels is key to keeping a firm footing inside an organization. Insight allows you to make good decisions and be more strategic with your time.
It is important to understand that your clients may not regard their behavior as tactical. Not all tactics are well planned or elements of some sort of larger strategy. Your clients may not regard their behavior as tactical. They may not even recognize that they are using tactics. They may simply be making an effort to protect their own interests or meet their own needs by acting out of instinct or intuition. Recognizing it for what it is—a tactic— diminishes its effect.
3. Recognize Client Tactics (Neutralize the tactic, not your client)
A relationship built on concessions will never be a true partnership. Clients may call on price, but they buy on value or perceived value. If all you do is give things away, what’s your value? Easily won concessions on your part are rarely valued and almost always result in additional demands. A client demand or request should always be balanced with an equal and appropriate counter demand or request.
Prospects and clients can get very tactical, especially in challenging economic times. Tactics are often used to influence your perception of your negotiating position. Because we are sensitive to client acceptance, we tend to take at face value statements that might indicate a lack of acceptance. So when the client says, “Your fees are too high,” we may immediately interpret that to mean that we need to lower our fees. But “Your fees are too high” may simply be a tactic from Negotiating 101. It’s simple to use and usually gets good results. When you recognize a tactic as a tactic, its effectiveness is greatly reduced. It’s a bit like when you were a kid and thought there was a monster in the closet, until your mom got your flashlight, shined it into the closet, and you saw for yourself that there was nothing to be afraid of. When you see tactics for what they are—tactics— they are not so scary.
4. Meet a client demand or request with counter demand or request.
If you finish a client conversation with all of the action items on your end, ask yourself why. Everything we do as recruiters should drive some type of investment or commitment from the client. If not, why is the relevancy of what we’re doing? This article is an excerpt from Rob’s full article. For more information on R3 Negotiations and our new web based workshop series, contact Rob Mosley at Next Level Exchange: rob@nextlevelexchange.com
September/October 2013 13
Contract Staffing B y D e b b i e F l e d d e r j o h a n , To p E c h e l o n
Generational Characteristics Drive Candidates Toward Contract Staffing There has been a lot of talk over the past several years about the four existing generations and their respective characteristics in the workplace. It would be easy to dismiss these characteristics as sweeping generalizations. But while you can not judge a candidate solely on what generation they belong to, being aware of these common traits can be helpful when you are trying to recruit and match these candidates to the best contract positions. Here is a quick look at each existing generation and what motivates them toward contract staffing: Traditionalists (Born before 1947): Many Traditionalists aren’t in a hurry to quit working. Some can’t yet afford retirement while others just want to stay active. Contract staffing allows them to “semi-retire” and work as
little or as much as they desire in a trend known as “Retiree Re-Staffing.” Baby Boomers (Born 1947-1964): Baby Boomers are known for being dedicated to their work to the point that for many, it has defined them. But as they reach retirement age, they are looking for more flexibility so they can travel, spend time with family, and pursue hobbies. Contract assignments provide that flexibility because they are often project based and less tied to a strict 40-hour schedule. Generation X (Born 1965-1977): Many Gen Xers need the flexibility contract staffing provides to effectively juggle family life with work. In addition, their desire to move up the career ladder that is currently blocked by those reluctant to retire, along with their intense distrust of corporate America, has led many in
this generation to choose a more entrepreneurial path. Contract staffing gives them more control over their own destinies without the risk that comes with owning their own business. Generation Y or Millennials (Born 1978 and before): Millennials are tech savvy, mobile, even more entrepreneurial than Gen Xers, motivated to make a difference, and they want to have fun in their careers with a variety of work experiences. Project-drive contract assignments provide them with the flexibility, variety, and potential to make a quick impact that they are seeking. According to a recent Workforce article, there is another generation on the horizon. These individuals, born in 1995 or after, have been referred as Pluralists, the Re-Generation, Generation Z, and Homelanders. The oldest members of this generation are just turning 18 and slowly making their way into the workplace. They are believed to be environmentally conscious, fiscally conservative, indifferent to technology, and more likely to stay close to home (hence the name “Homelanders”). It remains to be seen how they will respond to contract staffing opportunities or what will drive them toward those opportunities. Beyond these factors, workers can also make more money because they are paid for every hour they work. Not only that, many have access to a rich menu of benefits though a contract staffing back-office. As a result, workers of all ages are choosing contracting as a lifestyle rather than seeing it as a last resort. By appealing to the unique needs of these generations, you can become the firm of choice for the highest caliber contract candidates.
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Affordable Care Act By Nathan Granitz, Assurance
Employer Mandate Delay As I’m sure many of you already know, on July 2nd, the Administration announced a delay in a key piece of the Affordable Care Act concerning the employer’s requirement to provide coverage to employees; the “pay or play” mandate or Employer Mandate. The employer reporting requirement - where employers and insurers are required to report coverage that was offered to employees and which employees enrolled in it - is delayed by one year. This means that the reporting will not take place until sometime in 2015. Further, since the reporting is required to enforce the penalty - the “pay” part of pay or play -the IRS also announced that they are delaying the penalty by one year. This effectively pulls the teeth from the employer mandate to provide coverage to employees in 2014. The Administration is making these changes in order to streamline the reporting process and give employers time to prepare for the reporting. It is important to note that no other portion of the ACA is being delayed by this announcement. For instance, the individual mandate is still in effect for January 1, 2014, and Exchanges are still expected to be open January 1 as well. The Administration is strongly encouraging employers to continue to maintain or expand health coverage in 2014. Because of this, we are still helping our staffing clients put foundational, ACA compliant, benefits programs in place right now.
Employer Mandate Action Plan On July 2, 2013, the Administration announced a delay in the requirement for employers to offer coverage to all full-time employees until 2015. The temporary employment industry can benefit greatly from this delay – as there is no longer any penalty for not offering coverage to temporary staff in 2014. But, that doesn’t mean all the preparation work should be put on hold. Get ready now with the Assurance Employer Mandate Action Plan!
Address Implement
Execute
Plan
Adapt
1 2 3 4 5
Address all existing mini-med plans prior to January 1, 2014. Some mini-meds will be allowed to exist until their renewal date in 2014, while others will expire on January 1, 2014. Consider replacing these with the right type of fixed indemnity plans, preferably those that will share the right kind of claims experience to allow for better underwriting results later in the year when a full-fledged comprehensive health plan will need to be offered. Implement your twelve month measurement period, preferably by October 1, 2013. You may not have the tracking mechanisms fully in place by then, but make sure you can track hours starting October 1st. That will give you a measurement period going from October 2013 through September 2014, and allow three months at the end of 2014 to offer, enroll, and activate coverage for those employees who qualify on January 1, 2015.
Use the time to get other compliance items taken care of. The government’s access to what plans you offer and how they operate is going to expand greatly in 2015, and DOL audit activity is increasing on a regular basis. Now is the time to ensure that you have all compliance items checked off – plan documents, required notices, non-discrimination testing, and more will need to be addressed.
Finalize your plan for 2015 – what will you offer, what will you charge for it, and how will you modify your business practices as a result? We will be working diligently with our staffing industry clients to secure the best, most cost-efficient plans for their employees, but that takes time and planning – don’t delay!
Be prepared for change – the Agencies continue to issue more guidance on the ACA and they won’t be done for quite a while, and it’s important that you stay on top of all developments! We will continue to ensure that our staffing clients are kept abreast of all pertinent developments on a timely basis.
Source: http://img.en25.com/Web/Assurance/%7B31bcb5a8-1909-42be-abcd-a10434c7ac8f%7D_ACA_PositionPaper_Delay_13.pdf
There are major implications on the timetable for ACA compliance, and we Please also continue to check out health care reform site for further updates: have helped synthesize this with the http://www.assuranceagency.com/HealthCareReform infographic at right:
NCASP.com
September/October 2013 15
Sponsors’ Corner by Mar y Mallett, CPC, SearchPro
NCASP Vendor Partners Plan for a Successful 2014 Greetings from NCASP! It is that time again that Vendor Partners with varying products and services are making plans for the upcoming year as to where they will spend their marketing budget for exhibiting and sponsorships.
Premier, Partner and Associate Memberships are offered to companies who are unable to exhibit in any given year, however for those who wish to stay involved and keep their logo in front of our readership.
At NCASP we are proud to note that most loyal partners rejoin our Association year after year as they close more and more new client deals from contacts they make at our shows.
Sponsorships go from January 1 through December 31 where our NCASP advertising is done for the entire 12 months in our Ezine and on our ncasp.com website as well as at the Spring Training Conference in May.
Each year we do have a few open slots where new Vendors can register to join us for the first time. We have very limited space where we can showcase our preferred Vendor Partners.
We need to hear from you by October 15th that you wish to come back to NCASP in 2014. After that, we will be marketing to new national firms to join us. Get locked in before your competition pops up!
We offer various levels of commitment including Diamond, Platinum, Gold, Silver, and Bronze premium sponsorships. Standard Booths are designed for new companies who are joining us for the first time.
Please call me with any questions at 704-241-2996 (M) and we will get you registered for your Passport to Success in 2014! We are pleased to share some exciting news from our 2013 Platinum Key Sponsor, Essential StaffCARE. (see below)
FOR IMMEDIATE RELEASE Contact: Alan Gilbert Phone: 864.527.7936 Email: alangilbert@essentialstaffcare.com
Date: August 23, 2013
Insurance Applications Group (IAG) Named To Inc. Magazine 500 | 5000 For Fourth Time Ranked Top 50 Insurance Company
Greenville, SC – Inc. magazine announced today that Insurance Applications Group, LLC (IAG) has been named one of Inc. magazine’s 500 | 5000 fastest growing private companies for 2013. This is the fourth year IAG has been named to this prestigious list. According to Inc. magazine Editor in Chief Eric Schurenberg, “the Inc. 5000 was harder to get into this year than ever in history...In addition to Insurance Applications Group, the 2013 list added such powerhouses as Alex and Ani, LivingSocial, Bojangles, OtterBox and KT Tape.” IAG is the developer and manager of the award winning Essential StaffCARE program. Essential StaffCARE is the largest provider of health insurance and benefits to the Staffing Industry. In recognition of 146% growth over the past three years, IAG has been named to the Inc. 500 |
NCASP.com 16 September/October 2013 5000 list of the fastest growing private companies in America for a fourth year. Inc. also ranked the
2 0 1 3 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR
GOLD LEVEL PARTNER
John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products specifically designed for Staffing Industry employees. 864-527-0474 // JohnWalters@iagbenefits.com alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com
Tearle D. Bagwell, Heather McFarland & Ashlea Bagwell at WorxTime HealthCare Reform Eligibility Made Easy 256-468-9700 // tearle@worxtime.com 256-468-9700 // heather@worxtime.com 256-763-1920 // ashlea@vbcenroll.com
SILVER LEVEL PARTNERS Natalia Vidmar at CareerBuilder Internet Career Site 773-527-2975 // natalia.vidmar@careerbuilder.com
Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919-359-2097 // jdoyle@talentwise.com BRONZE LEVEL PARTNERS
Spruill Alexander & Scott Cooper at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 ext. 204 // salexander@clementins.com 800-849-8013 // scooper@clementins.com
Danny Ashraf & Blair Hogan at Monster.com Job Board & Recruitment Software 646-203-6452 // Danny.Ashraf@Monster.com 980-263-0844 // Blair.Hogan@Monster.com
Bill Clark & Lenny Tierney at Madison Resource Funding Clear Sailing to a Secure Future 800-508-3863 // bclark@4funding.com 800-508-3863 // ltierney@4funding.com
Jill Benson at Womble, Carlyle, Sandridge & Rice Attorney at Law/Employment Issues 336-574-8095 // 803-316-5791 // jibenson@wcsr.com
Jonathan Weiner at Mez Media Digital Marketing Specialists | Web, Email & Video 704-875-2891 // jonathan@mez-media.com Jim Shaki at RecuiterEco The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com
Tom Sarach & Karen Connor at COATS Sql. Fully Integrated Staffing Software 800-888-5894 // tsarach@coatssql.com 800-888-5894 // kconnor@coatssql.com Cassie Watkins, Scott Cox & Caroline Eller at Wells Fargo Insurance Liability & Workers Comp Insurance 704-556-2569 // cassie.watkins@wellsfargo.com 704-556-2594 // Scott.Cox@WellsFargo.com 704-557-7257 // caroline.eller@wellsfargo.com
STANDARD BOOTH SPONSORS George Mavrantzas at Global Cash Card Systems + Service = Easy, The Formula for Paycard Success 904-993-0469 // gmavrantzas@globalcashcard.com Sean Kelly at Alere Toxicology Drug Testing Solutions 919-803-4648 // sean.kelly@alere.com Robert Thompson at World Wide Specialty Programs Staffing Insurance 800-245-9653 x112 // rthompson@wwspi.com Tim Schilling at CNP Simplifying Voice, Data, and Emerging Technologies 704-927-6634 // tschilling@cnp.net Ben Riley at Marquette Commercial Finance Working Capital Solutions 410-409-5558 // ben.riley@marquette.com
Nathan Granitz & Kurt Murray at Assurance Independent Insurance Brokers 847.463.7263 // ngranitz@assuranceagency.com 847-463-7154 // kmurray@assuranceagency.com Larry Gibney & Cecilia Kelly at US Funding, Inc. Payroll Funding and Factoring 336-812-9767 // lgibney@usfundinginc.com 336-812-9767 // ckelly@usfundinginc.com Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 // matt.gallagher @Avionte.com Jeff Cline, CPA at Boatsman Gillmore Wagner Accounting 704-892-0745 // jcline@trustbgw.com
MEMBERSHIPS * Premier Member * Sarah Doggett at Senn Dunn Insurance Business Insurance 336-346-1375 // sdoggett@senndunn.com
* Premier Member * Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330-455-1433 // mdemaree@topechelon.com
Sabina M. Smits at AGR Financial, LLC. Temp Funding 305-255-8181 // ssmits@agrfinancial.com
Loree Barnard at Asurint Background Checks 407-797-0630 // lbarnard@asurint.com
Shelly Wilkinson at Tricom Funding Payroll Funding & Processing 262-509-6225 // swilkinson@tricom.com
Pat Turner at EmInfo News Features for Recruiting and Staffing 314-560-2627 // turner@eminfo.com
Lee Strickland at Phoenix Temp Funding Full Service Payroll Funding 877-569-8660 // lstrickland@phoenixtempfunding.com
Brian Neely at Snag a Job Hourly Employment Network for Jobseekers and Employers 804.433.2771 // bneely@snagajob.com
NCASP.com
September/October 2013 17
Legal Matters By Jill Benson, Attor ney, Womble Carlyle Sandr idge & Rice, LLP
No Good Deed Goes Unpunished: Feds Pursue Discrimination Lawsuit Against NC Employer for Hiring Too Many Minorities The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”) is responsible for overseeing affirmative action programs implemented by companies that contract with the federal government, in an effort to ensure that all workers have fair access to employment. The OFCCP pursued a long-running, expensive lawsuit against a North Carolina apparel company because the company hired too many minority employees. During a routine audit, the federal government discovered that the company’s Winston-Salem manufacturing plant had too many Asians, in the opinion of OFCCP officials. Specifically, 45 percent of the employees in the operative job group were Asian. The percentage of Hispanics hired into the job group was also higher than expected given the local demographic information. Finally, the company hired the same percentage of Blacks as was representative in the community. The only racial group statistically underrepresented at the plant was Whites.
The following are the key facts about the employee referral program: • Management had no control over which employees submitted the referrals to human resources. • The company gave equal consideration to every employee referral, regardless of race. • No one was turned away from employment or consideration of employment because of race.
Jill is NCASP’s Legal Advisor
Womble Carlyle attorneys Jimmy Powell and Jill Benson represented the company in litigation. They argued that “Non-Asian” was not a recognized racial category protected by federal law. In August 2013, Powell and Benson obtained summary judgment from the Administrative Law Judge. The judge dismissed the case and ruled in favor of the North Carolina apparel company because the category “Non-Asian” is neither a race nor an ethnic group as defined by federal regulations. It took approximately seven years to obtain summary judgment in favor of the employer. The OFCCP has now filed an appeal and the case will be reviewed by the Administrative Review Board.
The legal battle began in 2006, when the OFCCP conducted a routine review of the company’s employment practices. The OFCCP determined that the company hired too many Asians, and insisted that the company pay a penalty. When the company refused, the OFCCP filed a lawsuit against the company for discriminating against “non-Asian” applicants, seeking back pay for unsuccessful job applicants.
The OFCCP has a long history of aggressively pursuing discrimination claims against government contractors. Often, these cases end up settling out
Avoid Compliance Pitfalls
The “Asians” working at the plant were actually Montagnard refugees from Vietnam who came to the United States to escape persecution. Most of these refugees spoke little or no English. The company assisted the refugees by translating employment forms into Vietnamese and allowing interpreters to assist with job interviews. The Vietnamese refugees applied for jobs at the plant, usually through a referral program that allowed current employees to refer applicants for hire. Through the referral program, many Montagnard employees passed along the names of family members and friends from their tightly-knit immigrant community. WOMBLE CARLYLE SANDRIDGE & RICE, LLP
18 September/October 2013
CA
DC
DE
GA
MD
NC
SC
VA
WCSR.COM
Jill Benson (336) 574-8095 jibenson@wcsr.com
©2012
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continued from page 18
of court and are nothing less than an example of bureaucratic blackmail. The best course of action for employers is to work with legal counsel to review hiring practices and compliance measures before the OFCCP conducts its review. Jimmy Powell has many years’ experience litigating employment and labor-related issues before federal and state courts, administrative agencies, and the National Labor Relations Board. He is an experienced trial attorney who has represented a broad spectrum of clients in jury and nonjury trials in over 20 states. He is also experienced in
2013 New Members Deborah Miller 828-466-0162, deborah@prostaffing.us Rick Ferretti 704.288.9687 rick@tbridgeusa.com Kelly Pritchard 828-728-0400, kellypritchard@foothillsemployment.net
wage and hour law, having handled numerous administrative investigations by the Department of Labor’s Wage and Hour Division and lawsuits filed by the Secretary of Labor. Powell practices in Womble Carlyle’s Greensboro, N.C. office. Jill Benson is an experienced labor and employment litigator who represents employers in a wide range of labor and employment issues, including: Wage and hour claims (Fair Labor Standards Act and state wage and hour laws); Leave of absence issues, including Family Medical Leave Act, military
leave and paid time off concern; Antidiscrimination disputes, including those involving Americans with Disabilities Act claims, as well as claims involving alleged discrimination on the basis of race, gender, religion or age; Trade secrets and employee non-compete cases; and Whistleblower retaliation claims. She practices in Womble Carlyle’s Greensboro, N.C. office.
“Freedom is helping your candidate get off on the right floor. And the right foot.”
Joanne Brassington 919-828-6202, jbrassington@ncapha.org Billy McDaniel (919) 654-6733, billy@automotivestaffing.net Jeanne Blaisdell 336-282-5402, jeanneblaisdell@msn.com Jan Blethen 336-532-0090, Jblethen@triad.rr.com Jennifer Guthrie 704.236.3647 jennifer.guthrie@ inflightcrewconnections.com Tom Gibson 704-624-8100, tgibson@DecisionspathHR.com Christina Truelove 919-398-6333, christina@dzeelclinical.com Myra J. Powell 252-265-9033, myrap@vanguardprostaff.com
NCASP.com
How can you free your candidate from the trappings of paperwork and the perils of process in hiring? Ask TalentWise, an award-winning hiring process management provider that can streamline how you select, screen and onboard new employees. Bringing the freedom you’ve always wanted to the next level. Find out about our product demo today.
Welcome to a hiring process that sets your candidate free. Joseph W. Doyle | 919.359.2097 jdoyle@talentwise.com | talentwise.com
September/October 2013 19
Education by Anna Schuszler, Catawba Valley Staffing
Anna Schuszler is our Director of Education.
Webinars and Events • October 1, noon: Cloud Computing presented by Jerome Guerard of Monster
Contact Anna for registration details: Anna Schuszler: anna@cv-staffing.com, 828-308-2160
Account: Studio: SF
RUSH? Y / N
CD:
AD:
Bleed: 5.75" x 8.25" Trim: 5.5" x 8"
Title: Monster Ad resize
Date: 5/30/13
20 September/October 2013
Live: 5" x 7.5"
Client: Monster
Weeding out the candidates that aren’t right — just one of the ways Monster can help. Learn more at findbetter.monster.com
Job #: 13-MST-791
Finding resumes isn’t the hard part. It’s finding the right ones. Monster’s 6Sense® semantic search technology smartly sorts and ranks resumes, narrowing your focus to the cream of the crop candidates. Our 6Sense engine supercharges both Monster’s databases via Power Resume Search® , or YOUR own candidate pools utilizing SeeMore® . Whatever your strategy, 6Sense means you’ll spend less time sifting through resumes and more time interviewing the best talent.
Publication: Staffing Publication
Somewhere in a pile of resumes are 52 people that can manage the front desk. And one that could manage the whole company.
NCASP.com
It’s a boy! Congratulations to proud parents Amanda & Marc Cochran and Big Sister Lilly and Big Brother Fischer!
August 21, 2013 7lbs, 6 oz. • 20.25 inches
Global Cash Card™ MasterCard Prepaid Card is issued by First California Bank and First-Citizens Bank & Trust Company pursuant to a license from MasterCard International Incorportated. The Global Cash Card Visa® Payroll Prepaid Card is issued by First California Bank and Metabank pursuant to a license from Visa U.S.A. Inc.
Financing Sources ● Invoice Processing Services ● Back Office & Bookkeeping ● Payroll Processing For over 25 years, Madison Resource Funding has been helping staffing companies fund their payrolls and grow their business. We provide our clients with the tools, options, and resources that will enable them to grow and succeed. We offer customized programs to our clients to fund their changing payroll demands and position them to achieve their goals. Madison offers its services exclusively to the staffing The most trusted name in the industry; with 100% payroll funding! industry so we understand the unique demands our Visit us online @ clients face every day.
www.4funding.com
Contact Us Today! 603-427-1070 ● 800-508-3863
NCASP.com
2013 NCASP Associate Members
Greyson Howell Cochran
You simply can’t make the wrong turn with Global Cash Card. All of our systems and services were designed to make paycards absolutely easy for you. Experience a demonstration and see just how easy our paycards can be.
EMinfo.com
September/October 2013 21
Mark your calendars now for the NCASP Spring Conference event. The training conference will be held at the Holiday Inn Resort in Wrightsville Beach, NC on May 15-17, 2014. The event will feature Rob Mosley, back by popular demand. He will lead training sessions with topics to include performance management, self-assessments, and standard sales skills. As usual, this will be an event that you will not want to miss. To register, please contact Rita Bottoms at rbottoms@temporaryresources.com or call her at 336-970-5206.
Thursday, May 15
Friday, May 16
Saturday, May 17
8:30 1:00 1:30
7:30 8:00 8:30 8:45 10:00 10:30
9:00
3:00 3:30 5:30
Certification Immersion Registration Owner Manager Kickoff featuring Rob Mosley Vendor Expo Rob Mosley Vendor Reception
22 September/October 2013
Registration/Coffee Buffet Breakfast 2014 NCASP Welcome Morning Keynote - TBA Vendor Expo Morning Session: Rob Mosley 12:00 Vendor Expo 12:15 2014 NCASP Awards Luncheon 1:30 Vendor Expo Dessert 1:45 Breakout Speaker, Rob Mosley 3:15 Vendor Expo 3:45 Breakout Speaker, Rob Mosley 5:00 4rd Annual NCASP Beach Volleyball Tournament 6:00 Red Carpet filming 7:00 NCASP Beach Party Buffet, Entertainment, Music and Auctions
Jill Benson Legal Breakfast 10:15 Trending Table Topics 11:25 Wrap-up and Vendor Partner Contest Prize Drawing
REGISTER SOON! Members: $199 deep discount for the first 50 who call Rita Bottoms at #336.970.5206 by October 25! SUMMER SPECIAL Members: $299 Non Members: $599 Guests: $199 Membership is $199 for Individuals and $299 for Corporations
NCASP.COM/ REGISTER-FOR-CONFERENCE/
NCASP.com
Affordable Care Act B y C at h e r i n e C a n t i e r i , C OAT S. s q l
Even More on Affordable Care Act Earlier this summer, we learned that the pay-or-play employer mandate portion of the Affordable Care Act would be postponed a year, so its requirements wouldn’t kick in until 2015. Yea! Time to worry about something other than health care legislation, right? Unfortunately, no. You’re not completely off the hook for ACA stuff between now and January 1, 2015. There are still some obligations for employers: This year, you’re responsible for: Distributing health care exchange notices. You must notify all your current employees that they have the option to purchase health insurance through an exchange by October 1 of this year. After that, this info must be given to new hires in their paperwork. Your notice must also inform employees of whether or not you’re offering health insurance, and if you’re not offering insurance, the notice should advise employees to seek a health care exchange for their individual insurance. The Department of Labor has a sample type of each notice at their website: http://www.dol.gov/ebsa/healthreform/
Next year, you’ll be responsible for: Paying your reinsurance program fees. Next year, employers will have an additional fee of $63 per employee (averaged over the previous year). The fee per employee is expected to drop to about $42 per employee in 2015 and about $26 per employee in 2016. This fee reimburses insurance companies that wind up covering lots of people with preexisting conditions. Making sure your SBCs are updated. The summary of benefits and coverage (SBC) documents that accompany group health plans will have to state whether or not the plan provides minimum essential coverage and whether that coverage meets the minimum value standard. So unfortunately, there’s still plenty of work to do in preparation for the Affordable Care Act. Hope you had a nice, relaxing summer!
Paying your comparative effectiveness fee. If your health plan year ends before October 1, you have to pay a fee of $1 per year per person covered by the plan (averaged over the previous year). Next year, the fee will go up to $2 per person. Oh, and the first-year’s payment is due on Wednesday (July 31). If your health plan year ends on or after October 1, your fees won’t kick in until next year. They’ll still go up to $2 the following year; fees for all plan dates will be adjusted for inflation until the fee expires at the end of September 2019. What is the fee supposed to cover? A government institute that “advances the quality and relevance of evidence-based medicine.” You’ll also want to make sure the health plan you’ll offer in 2014 meets these conditions: • Employee coverage begins in 90 days or less • Coverage cannot be denied to employees because of preexisting conditions • There are no annual or lifetime dollar limits on essential health care
NCASP.com
September/October 2013 23
Got orders but not enough money to meet payroll? Problem solved. US Funding has:
No Application Fee No Monthly Minimum Competitive Rates Flexible Solutions
Funding Your Tomorrow, TODAY 336-812-9767
www.usfundinginc.com
Funding Staffing Companies is our Specialty
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
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 Vice President 704-556-2594 scott.cox@wellsfargo.com wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services. All rights reserved.
24 September/October 2013
NCASP.com
Change is the only constant
Substance abuse testing with more substance.
WORLD WIDE the
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From a wide range of high-quality rapid test devices, to full lab confirmation testing, we offer a complete solution for all of your drug detection needs.
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
Sean Kelly | 919.803.4648 89073 REV1 1/13
Our Business is Helping yOu grOw yOur Business At Boatsman Gillmore Wagner, our business is very simple helping you to grow your business and to achieve your financial goals and dreams. We accomplish this through a unique service model tailored to your needs and a commitment to deliver tangible results that make a difference. For more information on how we might assist you in realizing your goals contact us at info@trustbgw.com or call 704.892.0745.
www.trustbgw.com
NCASP.com
Galen Hess National Tax Credit Contact Galen to learn more about how you might qualify for a tax credit this year! 336-233-7544 • 888-976-7749
September/October 2013 25
Senn Dunn INSURANCE
Nathan Granitz 847.463.7263 ngranitz@assuranceagency.com
BUSINESS INSURANCE EMPLOYEE BENEFITS PERSONAL INSURANCE Greensboro • High Point • Raleigh • Wilmington
800.598.7161 • senndunn.com
Marquette Commercial Finance specializes in meeting your needs:
• Small and middle-market staffing firms, distributors, importers, manufacturers, and service providers who are seeking alternative when bank fniancing isnt’ available. • Companies looking for on- or off-balance sheet working captial solutions tailored to meet specific growth, refinancing, restructuring or working captial requirements. Let Marquette’s experience of 45 years in the accounts receivable financing industry assist you with a custom-tailored working capital solution.
26 September/October 2013
Working Capital Solutions for Small and Middle-Market Staffing Companies. In today’s challenging lending environment. Marquette Commercial Finance can help.
Ben Riley Vice President, Sales 336-643-2031
NCASP.com
NCASP.com
September/October 2013 27
2 0 1 3 B O A R D O F D I R E C TO R S Marc Cochran, CSP President 704-207-3819 marc@ncasp.com target.com
Mary Mallett, CPC Director of Vendor Relations 704-241-2996 mary@searchpro.com searchpro.com
Jill Benson, Esq. Legal Advisor Non-Voting 336.574.8095 JiBenson@wcsr.com wcsr.com
Jonathan Weiner, CPC Past President 704.756.8751 jonathan@ncasp.com 360dunamis.com
Rita Bottoms Dir. of Communications / Ezine 2014 Conference Chair 336.970.5206 rita@ncasp.com temporaryresources.com
James Kemper Director 704.372.7640 jms@whmeanor.com whmeanor.com
Wendy Ward, CPC Vice President 828.302.4042 wendy@ncasp.com cv-staffing.com
Michelle Coviello, CPC Director 2014 Conference Chair 919.280.1671 michelle@ncasp.com hirenetworks.com
Mark Krajnik, CPC Director 910-545-5111 mark@ncasp.com
Brandy Barrett Coward, CPC, CTS Secretary 919.862.8602 brandy@ncasp.com greeneresources.com
Rick Ferretti Director of Membership 704.288.9687 rick@tbridgeusa.com talentbridgeusa.com
Deborah Miller Director 828-466-0162 deborah@prostaffing.us prostaffing.us
Jillian Dodson, CTS, CPC Director of Certification 919.862.8602 jillian@ncasp.com greeneresources.com
Kara Bertoncino, CSP Director 919.818.3773 kara@ncasp.com quality-staffing.com
Mark Griffin, CSP Director 336.337.3327 markg@ncasp.com
Tiffany Crenshaw, CPC Director of Outreach Intellect Resources 336-790-8718 tcrenshaw@ intellectresources.com
John Ravelli, CPC Director 919.291.8320 john@ncasp.com TTRecruiting.com
Spruill Alexander Director at Large, Non-Voting 252.756.8300 spruill@ncasp.com clementins.com
Anna Schuszler Director of Education 828.624.9104 anna@cv-staffing.com cv-staffing.com
Cheryl Neely, CTS Director 704.975.1137 cheryl@ncasp.com carolinastaffingresources.com
Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting 704.556.2569 Email: cassie@ncasp.com wellsfargo.com
Mike Brannock, CPC, CTS Director of Finance 336.789.8220 mbrannock@ workforcecarolina.com workforcecarolina.com
Anna Hudson, CPC, CSP Director 704.553.8120 anna@ncasp.com corestaff.com
28 September/October 2013
precisionemploymentgroup. com
Joe Doyle Director at Large, Non-Voting 919-359-2097 jdoyle@talentwise.com talentwise.com
NCASP.com