Click link below.
The NEAPS Conference Committee is proud to
2013 Annual New England Association of Personnel Services
We're back at the beautiful Hyatt Regency on Goat Island in Newport, RI
overlooking Narragansett Bay. This year's
conference will be held May
2-4, 2013 with a very special opportunity on May 2nd!
4 Good Reasons to Attend!
1 - WHAT YOUR PEERS THINK:
My first NEAPS conference was back in 1997. What have I
gained from attending this event? An annual dose of education, motivation, and
a group of people I that are today my closest friends. Thanks NEAPS! - J. Madden -
Harbor Legal Search
"I went to my first
NEAPS conference 6 years ago and I haven't missed one since. It's two days of
learning what is working best in the recruiting industry and not just within the
four walls of our company. I highly recommend it for anyone that considers
recruiting their profession and wants to learn tricks that will help them
improve everyday." S.Provost - Prestige
"I've been attending
NEAPS Conferences since the late 80's. It's a "can't miss" on my calendar for
both myself and my staff. Foremost is the amount of education about new
strategies, trends, and methodologies that are at the front of our industry. I
have seen such an evolution in this business, without continuing education it
would be impossible to keep up with them. This conference compares to the
national offerings. It's a package of top notch speakers for an amazingly
President, McIntosh Staffing Resources
always provided me the swift kick in the ... that I need every year to get
recharge, re-energized and retrained in new concepts and approaches to our
profession. I have been attending since 1999 and will continue to do so well
into the future. It is a fantastic way to get training for myself and my team. M. Carlson - The Suburban Group, Inc.
REASON 2 - CERTIFICATION IMMERSION PROGRAM
- Looking to "UP" your game in the eyes of your clients and candidates?
- Want to gain a competitive edge over your competition?
Then you need to become CPC/CTS CERTIFIED!
one-stop training program has been designed to help staffing industry
professionals achieve CPC or CTS certification in the most efficient and
This item is
designed for the NEAPS - New England Association of Personnel Services and will
be held in Newport, RI at the Hyatt on Goat Island, the site of their annual
conference. The NAPS will not be able to guarantee a seat for you if you do not
have a confirmation number, which is obtained when you purchase this
OFFER: If you are a registrant of the NEAPS conference, you will receive 25% off
of your certification registration!
REASON 3 - DANNY CAHILL'S 'INTENSITY
know him, you love him - Danny will work with YOUR issues on YOUR desk in an all day, all Danny seminar. You'll leave this
session completely drained and exhausted but primed to take on all comers!
You'll never have a workout like this again!
REASON 4 - YOU CAN'T GET ACCESS TO TRAINERS
LIKE THIS ALL TOGETHER ANYWHERE!
You'll hear from
some of the best trainers and speakers in our profession today!
SARCH, GIONTA, DAVIS, ERB, FIELDS,LaDEUCEUR,
MARSHALL, McSPADDEN, ROTHMAN
Seeing these speakers
individually will cost you thousands of dollars - see them all, in one location
over two days!
Are you currently
CPC/CTS/CERS Certified? Did you know you need to earn CEU's every year to keep
your certification? This conference fulfills those CEU
We're back at the beautiful Hyatt Regency on Goat Island in Newport!
Situated on Narragansett Bay, this hotel offers first class accommodations,
great food selections, excellent conference space and Newport has something for
everyone! With a room rate of $149 pp, you'll be hard pressed to find a place
to stay in Newport for less!
Ready for a workout unlike any other? Danny Cahill
presents "Intensity Retreat"
Danny is famous for his inspiring Keynotes...
you'll have to come motivated. No keynote...
In fact, no
lecture, no pre packaged PowerPoint, Nothing you have heard...
in fact there
IS NO MATERIAL...THIS RETREAT IS ON DEMAND!
Here's how it
We send out
questionnaires in advance where you tell us what your Daily Desk Issues are!
Danny takes each
issue, and yes, he will riff, and yes he will bring to bear his knowledge and
freaky mind and his
own experience with his World Class Search firm...But YOU participate, with INTENSITY,
and over the
course of the day, we follow this structure: For each issue we:
- Review the Conventional Wisdom and pound the basics in roleplay.
- Then we ask honestly if the basics still work or if the market has changed
and if we decide it has:
- We brainstorm new, daring and even crazy ways to do it better. (This is how
Danny runs Pinnacle Sessions and how he has created many of the ground breaking
methods you have learned from him.)
Does it work?
truly one of the best trainings I have attended. The energy and enthusiasm makes
passion you have comes through in the training - and I am so
dull moment! I was engaged 100% of the time due to high
inspires and motivates, it validates that you can be great at what you
For our last
session together you'll get:
OMG - Are we
really talking about this out loud??Open/No Holds Barred Q & A with
Conference (less Danny) $299
registration (sorry, still no Danny) $199
(you'll be sorry you missed the rest) $199
Enchilada (Danny and full Conference): $399
Extremely Important Presentation Announcement!!!
January 1, 2014 is Looming!
Thursday April 4, 2013
Portsmouth Sheraton Harborside
HEALTH CARE REFORM
What Are Staffing Firms Doing to Prepare?
The Affordable Care Act is the law of the land and will have a major operational impact on staffing firms.
What are the steps your firm should be taking to prepare for the employer responsibility provisions that become effective Jan. 1, 2014?
How will the employer penalties affect your firm and how can the "look-back" rule negotiated by ASA reduce your liability?
What insurance options will you have for covering your temporary and contract employees?
In this general session, Lenz will share challenges our industry is facing and their plans for implementing the law.This program qualifies for 2 legal continuing education hours toward ASA certification renewal.
Ed Lenz, Esq.,
Senior Counsel, ASA
Ed Lenz, is one of the nation's leading authorities on the legal and public policy aspects of staffing. He joined ASA in1989 as its first general counsel and served as the staffing industry's chief legal and legislative advocate, most recently as senior vice president for legal and public affairs. As senior counsel, Ed continues to advise the association on a broad range of regulatory and public policy issues. Before joining ASA, Ed was vice president and assistant general counsel of Kelly Services in charge of legislative and regulatory affairs and served as chairman of the ASA legislative committee. Prior to entering the staffing industry in 1982, he served in government and in private law practice in Washington, D.C. In 2001, he was inducted as a Fellow of the College of Labor and Employment Lawyers.
$49 NNEAPS, MAPS, RIAPS and CAPS Members,
$79 for Non Members
Suitable for All Staffing Company Owner/Managers and Staff
Send Names of Attendees and Payment to:
Deb Kennedy, Programs Chair
Central NH Employment Services, 244 N Main Street, Concord, NH 03301
Important Legal Announcement for Staffing Companies Placing in MA
Staffing Law Effective Jan. 31, 2013
Firms Should Begin Preparing Now
As previously reported, on Aug. 7, 2012, Massachusetts Gov. Deval Patrick signed An Act Establishing a Temporary Workers Right to
Know. The law will become effective on Jan. 31, 2013. The
Massachusetts Department of Labor Standards (DLS) will administer this new law,
while the Office of the Attorney General will be the enforcing
ASA and its affiliated chapter, the Massachusetts Staffing Association,
are in ongoing discussions with DLS regarding forthcoming regulations, and
continue to educate the agency about how staffing firms operate.The regulations likely will not be finalized before the law's effective
date; as soon as they are promulgated, ASA and MSA will send out an additional
Staffing firms should begin preparing to comply with the law now. Although DLS has informally
indicated to ASA and MSA that it will not refer minor violations of the law to
the attorney general until final regulations
go into effect, the law appears to allow for private lawsuits by candidates and
employees. Therefore, staffing firms should plan to comply with the law starting
on Jan. 31.
The law is summarized on the DLS website. According to DLS:
"Workers have a right to know the basic information about their
job. The law requires staffing agencies to provide employees with notice of
basic information before going to a job, such as the staffing agency's contact
information; workers' compensation carrier; the rate of pay for the job; shift
start and end time; details related to any meals or transportation; whether the
position requires special clothing, tools, licenses, or training; and the name
of the worksite employer. Job information can be given over the telephone as
long as it is confirmed in writing before the end of the first pay period. The
DLS will provide a sample notice to all staffing agencies that will satisfy the
notification requirements prescribed by the law.
The notification requirements do not apply to 'professionals...secretaries or administrative assistants.' Workers must be advised of their rights under this
law. Staffing agencies must post a notice of the workers' rights provided
under this law, as well as the DLS' contact information. The DLS will provide a
sample notice to all staffing agencies that will satisfy the notification
requirements prescribed by the law.
Staffing agencies will continue to be licensed or registered with
DLS, as well as inspected. Currently, M.G.L. c. 140, sec. 46A-46R mandates that staffing agencies
be either licensed or registered by DLS, as well as inspected by DLS compliance
officers. This will continue as the new law does not change these
Fees that a staffing agency or worksite employer charge to a
temporary worker are covered by this new law. The new law prohibits a staffing agency from charging for the
1. The cost of registering with the staffing agency or procuring
2. The provision of a drug screen, bank/debit card or other form of
payment that exceeds the actual cost per applicant
3. A CORI request
4. All transportation costs (except those provided for below)
5. Any good or service (unless done under the terms of a written
contract that makes clear that it is voluntary and for which the staffing agency
will not profit from the fee charged)
6. Any good or service that would cause the applicant or employee to
earn less than the minimum wage.
Transportation costs cannot be more than the actual cost of the
transportation, exceed 3% of total daily wages, or reduce wages below minimum
wage. Additionally, if specific transportation services are required, no fees
can be charged. Lastly, an agency must refund any transportation fees if no
The law does not regulate fees that staffing agencies can charge
to worksite employers for their services.
Staffing agencies are prohibited from engaging in certain
activities. Under the law, staffing agencies may not:
§ Knowingly provide false, fraudulent, or misleading information to
§ Use any name that they have not registered with DLS;
§ Assign or place an employee by force, fraud, or for illegal purposes; or
§ Refuse to return personal belongings or excessive fees or charges to an
Violations of this law can result in civil fines up to $15,000 or
$25,000 for willful violations."
DLS has advised ASA and MSA that it will be updating its website and
engaging in an education campaign to apprise staffing firms of their obligations
and answer any questions they may have. DLS also has advised that it will
publish a sample job notice and sample poster, informing temporary workers of
their rights, prior to Jan. 31-DLS currently is in the process of revising the
job notice based upon input provided by ASA and MSA.
The Voice of
Northern New England
Association of Personnel Services
December - January 2013
In Solemn Memory of
The Victim's of the Newtown
by Harry J. Couchon Jr
One of a kind this cheerful
A child's laughter wherever it's
From the giggling of a baby in a
To the laughter of a toddler
again and again
A child's laughter
can bring a smile
To one who hasn't done
so in such a long while
I know because
that one was me
Until my daughter's laugh
set mine free
A child's laughter so
gleeful and pure
An innocence adults miss
Laughter that can bring back the
And memories of a youth that flew by
A child's laughter can bring
out the best
Of most any man when he's
Cause his spirit that's fall to
Until at last he laughs once more
NH WebTax for Online Employer Tax Filing
Now up and Running
Employers can now file their Employer Quarterly Tax and Wage
Reports online with the option of remitting your payment through electronic
funds transfer (EFT). You may also pay a prior balance due and make profile
changes to your account information.
In order to access the WebTax application, you must have a New
Hampshire Unemployment account number and an active account in the New Hampshire
Unemployment Insurance System (NHUIS). If you are not currently set up with a
NHUIS UI Account, go to Register New UI Account . You will be directed to the
NHUIS main page.
the "Register to Maintain Your Account Online" link on the left side of the
page. When you register in NHUIS, you will be issued a temporary password. You
must immediately use that password to sign on to NHUIS again and establish your
permanent password. Once those steps are completed you can return to WebTax and
Upcoming Events 2013 NNEAPS Calendar
see more info and
registration information on nneaps.org
January 17 NNEAPS Speaker Series - Paul Donehue
4 NNEAPS Speaker Series -
Ed Lentz, ASA Health Care Reform
2-4 NEAPS Annual Conference WatersEdge CT
September 10-13 NAPS Annual Conference Las
October 3 -
4 NNEAPS Owners Meeting Migus Lodge, ME
14 Annual Meeting/Board of Directors Venue TBA
Primary-Excess Split Point for 2013
by Robin Kittle, Cross Insurance
Your Worker's Compensation Partner
Council on Compensation Insurance (NCCI) recently announced its plan to make a
change in the experience rating formula. The primary-excess split point will be
increased over a three-year transition period. The first stage of the transition
will take effect with each state's approved rate and loss cost filing on or
after Jan. 1, 2013.
the Primary-Excess Split
In the experience
rating process, each loss is divided into a primary and excess portion.
Currently, the first $5,000 of every loss is allocated as a primary loss, with
everything over and above considered an excess loss. For example, a $3,000 loss
has no excess value. On the other hand, a loss of $15,000 would have $5,000 in
primary losses as well as $10,000 in excess losses. Primary losses are used as
an indicator of frequency, and are counted in full as part of the mod
calculation. Conversely, excess losses receive partial weight in the mod
calculation. This means that primary losses affect the mod more than excess
losses do. The rationale behind assessing primary and excess loss amounts is
that "severity follows frequency," or in other words, an organization that
displays a continual pattern of loss has an increased chance of a severe loss in
the future. Thus, a company with a large number of primary losses will have a
higher mod than a company with the same amount of losses split between primary
If you're not
prepared, an NCCI increase of the primary-excess split point could raise your
primary losses and negatively influence your mod.
NCCI has announced
a proposal to raise the split point from $5,000 to $15,000 over a three year
period to better correlate with claim inflation, which affects the experience
rating plan. Many states have already approved this change to take effect with
their annual rate and loss cost filing in 2013; a few states are still pending.
The split point will also be indexed for claim inflation in the third and
subsequent years of this transition. These changes will directly affect the 34
states and the District of Columbia currently using the NCCI's rating system.
The independent rating bureaus of Indiana, Michigan, Minnesota, New York, North
Carolina and Wisconsin have also adopted the change, and other independent
bureaus (Massachusetts and Texas) may re-evaluate their split points as well.
The rating methods used by California, Delaware, New Jersey and Pennsylvania
differ widely from NCCI's approach, so similar changes in those states are not
How Does This
Affect My Organization?
Whether your mod
increases or decreases will depend on whether you have an above or below average
number of losses under the split point. If most of your losses are under $5,000,
you are likely to see a decrease in your mod. If many of your losses exceed
$5,000, you should prepare for an increase in your mod.
the split point change to result in a wider range of mods across each industry.
Debit mods (those over 1.0) will tend to gain points; credit mods (those under
1.0) will more than likely see a decrease in points. Furthermore, many employers
will see their minimum mod, or loss-free rating, decrease.
change which will take effect with the split point change is an adjustment to
the maximum debit mod formula which caps debit mods based on state and employer
size. NCCI reports that the cap applies to only 2% of employers. As a result of
this change, small risks who reach the cap may see their mod increase while
larger risks may see their capped mod decrease.
It's important to
remember that NCCI's goal is to have the industry-wide average modification
factor be 1.00. Along with the split point change, NCCI will adjust other
factors affecting the formula so that the average mod across all employers does
Although no one
knows exactly what a future mod will be until all payroll, losses and rates are
available, we can work with you to project how your organization's mod-and
premium- may be affected by these rule changes. Preparing for the shift will be
especially important for companies that are required to maintain a certain mod
in order to bid on jobs or contracts. It is essential to address and control
losses and become familiar with your loss profile so your organization will be
prepared when the NCCI experience rating change takes effect.
of New Split Point Method
states use NCCI or very similar rating methodology and therefore may approve the
split point change; if noted, the following states have announced a firm date to
enact changes (as of Sep. 5, 2012):
- March 1, 2013
- Alaska -
Jan. 1, 2013 (5)
- Jan. 1, 2013
- July 1, 2013
- Jan. 1, 2013
- Connecticut - Jan.
of Columbia - Nov. 1, 2013
- Jan. 1, 2013
- March 1, 2013 (4)
- Hawaii -
Jan. 1, 2013
- Idaho -
Jan. 1, 2013
- Jan. 1, 2013
(1) - Jan. 1, 2013
- Iowa -
Jan. 1, 2013
- Kansas -
Jan. 1, 2013
- Oct. 1, 2013
- Louisiana - May 1,
- Maine -
Jan. 1, 2013
- Jan. 1, 2013
(2) - Jan. 1, 2013
- Minnesota (2) -
Jan. 1, 2013
- Mississippi -
March 1, 2013
(6) - Jan. 1, 2013
July 1, 2013
- Feb. 1, 2013
- Nevada -
March 1, 2013
Hampshire - Jan.1, 2013
Mexico - Jan. 1, 2013
- New York
(2) - Oct. 1, 2013 (3)
Carolina (1) - Apr. 1, 2013
- Jan. 1, 2013
- Oregon -
Island - June 1, 2013
Carolina - July 1, 2013
Dakota - July 1, 2013
- Tennessee - March
- Utah -
Dec. 1, 2013
- Apr. 1, 2013
- Apr. 1, 2013
Virginia - Nov. 1, 2013
- Wisconsin (2) -
Oct. 1, 2013
CONGRATULATIONS STU GOLDBLATT, Sales Recruiters
ON YOUR CPC
CONGRATULATIONS HENRY GLICKEL, Sales Recruiters
EXCELLENCE IN EMPLOYMENT
SALEM, NH - 2012) - Henry
Glickel, Manager of Talent Acquisition and Employee Retention for By Appointment
Only, Inc. (BAO), received The Association of
Employment Professionals' (AOEP) H. Michael Boyd Excellence in Employment Award.
The announcement was made today by Louis V. Gaglini, president of the AOEP
Executive Management Committee.
pleased to honor Henry who shows genuine dedication and continues to make
lasting contributions to the field of employment recruiting and retention,"
The "Excellence in Employment"
Award is presented annually to recognize an individual who has best demonstrated
true professional behavior and "best-in-class" practices in his pursuit and
execution of excellence in employment. The award
was presented by Gaglini at the 2012 Recruiter's Best Practices Summit at
Bentley College with over 80 members in attendance.
New IRS Standard Mileage Rates
Beginning on Jan. 1, 2013, the standard mileage rates for
the use of a car (also vans, pickups or panel trucks) will be:
cents per mile for business miles driven
cents per mile driven for medical or moving purposes
cents per mile driven in service of charitable organizations
The rate for business miles driven during 2013 increases 1
cent from the 2012 rate, the medical and moving rate is also up 1 cent per mile
from the 2012 rate.
More Staffing Firms Focus on Culture
December 18 2012
The percentage of staffing firms that cite the creation of a
"positive company culture" as a management priority has trended up over the past
few years, according to a new report based on the 2012 Staffing Company
Survey by Staffing Industry Analysts. That may mean more
"On average over the past three years, 'creating a
positive company culture' has been the third-most correlated with profitability
among all the priorities that we track," said Theo Vadpey, author of the
The survey found that 14 percent of staffing firms in 2012 said
"creating a positive company culture" is a top management priority. That
compared with 12 percent in 2011 and only 6 percent in 2010.
During the height of the recession in 2009, the percentage dropped to 8 percent. And in 2008, it was 9 percent.
The report tracked 16 priorities in all.
And despite the uptick in culture, staffing firms remain focused on
growth. The top three priorities, overall, for staffing firms in 2012 were
"growing revenue," 53 percent; "expanding/diversifying clients," 40 percent; and
"growing market share," 35 percent.
The survey included responses from 622 individual staffing firms and
took place in September.
Company Prepared for a Natural Disaster?
With Reprint Permission
Connections Personnel, New Jersey
We are just getting back up and running after Sandy came
through and leveled so much here in NJ. Unfortunately we are dealing with
another storm and are watching restored power fail in many areas and hoping we
are not next. What is your disaster plan?
We thought ours was fool proof. We had a powerful gas
generator and have 2 locations as well as the homes of the two principals. Once
we were able to get outside and see where we stood we realized that all 4 of
those locations were out of power. We talked about getting a generator up and
running in our main office but realized that running the office off the
generator would not be an easy task. The other issue we faced was that there
was a shortage of gas in our area. We had barely enough to run our home
generators and employees said even if we did open they could not make it in. We
finally had power in our Somerset office on Thursday but had no data because our
server was down in our main office. Yes we could have moved it but we were not
sure what that would entail nor did we know how long our main office would be
Once we got power in the main office we only had 1 phone
line and no internet for 2 more days. Our phones are still only down to one and
our fax is not working.
I know we were hit with a lot of factors that don't normally
all come together at the same time but it did and it makes me wonder what can be
done to prevent this.
What I have learned so far.
- Make sure you have a secure backup in a safe
- Make sure you have dual internet service in case one does
not go down
- Make sure you can remotely forward your calls.
- Don't expect to rely on your vendors because as we found
out they were dealing with their own issues.
- Make sure you have business interruption insurance
- Get a back up natural gas generator powerful enough to
run your office
- Have a few working laptops and a hot spot ready to
- Make sure you can access your web site and email accounts
to paste messages
- Make sure you have print outs off all employees/clients
and payroll history
- If you cannot do payroll and have to do manually short
all 30 or more employees 10 hours and 5 for those less. Then when you can get
up and running you can just back out that gross and all falls into
- Have a stack of checks in both offices and a stamp so you
can do this
This has been a huge learning experience for me. In 21
years I have never thought we would be in this position so I hope some of the
above might help someone else in the future.
My question is if I am missing anything and I'm sure I am
what else can we do. And most importantly has anyone solved the issue of what
to do with the data to get back up and running? I know the cloud but that would
not have even helped since everyone was out of power.
Thank you and I hope anyone else in this area affected by
the storms are safe.
Please be sure to include emails for any new employees,
delete any old emails and alert us to address,
phone changes or new or deleted
URL's for your office when submitting dues payments to insure we
Elance: 2013 Will Be Year of Freelancer
Companies of all sizes will hire twice as many online workers in
2013, according to the 2013 online work predictions forecast released today by
online staffing provider Elance.
"The staffing industry is ripe for disruption and the fundamental
drivers of online work's growth - instant access to high quality talent, speed
of hiring and cost savings - align with business needs of all sizes." said Fabio
Rosati, CEO of Elance. "When you pair the category's fundamentals with recent
trends on Elance, it's clear that online work is primed for explosive growth in
forecast predictions for online work in 2013:
- Transformation of the services economy: Service hiring will double
online in 2013.
- Students emerge as solopreneurs: One in four university students
will work online in 2013.
- Healthcare reform opens door for career flexibility: The number of
full-time employees that quit corporate jobs to work online will triple in 2013.
- Unemployment will be overstated by 5 percent in 2013. Unemployed
and underemployed will go online to earn extra money, and these jobs aren't
reported in the employment figures.
- Online work: Companies of all sizes will hire twice as many online
workers in 2013.
DON'T MISS THIS
TRAINING OPPORTUNITY FOR STAFFING AND SEARCH PROFESSIONALS!
Sales and Business Development Strategies for Today's Staffing
and Search Professionals
exciting opportunity to rev up your engines for the new year. It will give you
a myriad of take aways including:
into today's consumer expectations and decision-making habits
selling behaviors that best align with buying and decision-making protocols
awareness and integration
four critical skills for effective sales, networking and contact management
This program is
suitable for all staffing specialists, sole practitioners, owners, manager and
your seat today!
(A Break with
Award Winning New
England Chowder is included )
$79 for NNEAPS, MAPS, CAPS and RI
$49 for 4 or more wth the
$129 for Non
Registration Deadline January 14
Please send registration
Deb Kennedy, NNEAPS
244 Main Street, Concord,
Members must have paid association dues for 2013 to qualify for
Paul Donehue has made a life's study out of working with and
motivating people. His background in sales and sales management has spanned
three decades, during which time he has worked with organizations of all types
and sizes, including many in the staffing and recruiting field, to help
establish and implement effective sales, business development, customer service
and sales management strategies. He presents new ideas in a positive,
interactive style that encourages people to adopt fresh perspectives and a
spirit of continuous self-improvement.
Paul Charles & Associates helps people at all levels to sell
more and communicate better with customers, colleagues and the
marketplace. Clients can select from a wide range of on-site and
on-line consulting, training, coaching, facilitation and support programs, all
of which are customized to best fit each client's specific circumstances,
interests and needs. The company was founded in 1999.
Paul Charles & Associates
New Hampshire Legislative Update:
LAW CHANGES THAT IMPACT EMPLOYERS
Benefit Charges, Claimant Work Search Requirements and
Suitable Work Considerations, Wage Garnishment
(Please click picture to hear the interview)
Featuring NAPS President John Sacerdote
Topic: The Value Of NAPS
In 1978, after teaching school for five years, John Sacerdote
walked into Dunhill of Greater Hartford in the hopes of finding a job. After a
three-hour interview, he had found a job…there, as a recruiter! And so began a
35-year career in the recruiting and staffing industry Currently, John is a
consultant to the industry.
Some of his work has included a 4-year temp assignment as a CIO
for a publicly traded search firm and trainer for ATS companies. John is also
the President of the National Association of Personnel Services. In 1999, just
prior to consulting for business friends and colleagues, John sold Placement
Technology, a turnkey systems company specializing in software and hardware
related to employment agencies both perm and temp, retained search firms and
During the 17 years at the helm of PTI, John sold, installed
over 350 systems and was responsible for the training of almost every one. He
was responsible for designing systems for The Dunhill organization, The Placers,
Kenexa, Accountants on Call, Romac, The Davis Companies (each of which is over a
100 million dollar organization) and obviously, many more. John’s extensive
experience in the industry, as well as his exposure with the NAPS, has allowed
him to find and develop alliances to the benefit of both the membership and the
vendors that provide services to these members a “win-win-win relationship
John has been involved with computers in the personnel industry
over 35 years and is considered a leading authority in the computerization of
employment agencies. John has spoken and published numerous articles on the
national and regional level and he is also responsible for the “tech talk”
section of the NAPS’ monthly periodical and appears on a regular basis in EMInfo
and Employment Marketplace. In the area of education and training, John holds 4
teaching certificates (Science and Biology, Physical Education at the elementary
and secondary levels, and Recreation). John has taught school for 5 years,
coached soccer and basketball at the secondary school and collegiate levels, and
in 1980, founded the Bloomfield (Connecticut) Junior Soccer Association, with
over 400 participants today. Married for 38 years, John and his wife Sigrid and
their 32-year old son, Geoffrey, live in a suburb of Hartford, CT.
Northern New England Association of Personnel
Thinking Forward from the Past... from NNEAPS President April Metivier
Some of the best reminders can come from
colleagues and trainers in our industry. This week I met with my
co-workers to initiate our business plan for 2013. While going
through this process, I couldn't help but recall Jeff Skrentny's presentation
back in January. He highlighted his work as a
consultant supporting owners and managers of recruiting businesses, advising
them to bring their attention back to working on their businesses instead of focusing on the day-to-day operations. As a consultant, he posed some
of the following questions to the owners, managers and staff of these
What is your online presence?
Do you have a
plan for the year?
Do you have processes that can be quickly found?
your team/do you have a daily plan?
Do you have and refer back to your
training manual to get back to the basics?
What is the attitude of the
What is the energy in the office?
Does your team look forward to
having in-person interviews or dread them?
preparation for 2013, I found it was time to blow the dust off of my Skrentny
notes from January and actually answer some of these questions. By
starting to plan now, perhaps I can assess our business' strengths and
weaknesses. All of us get so caught up in chasing after the next
revenue stream that it's rare we actually take the time to step back and truly
work on our business, as Jeff suggested, instead of in it.
To that end, I invite you to attend our upcoming
events where we reflect on and discuss improving ourselves as leaders/mentors
and our businesses, from high level planning to the individual recruiter working
On Thursday, October 18th and Friday,
October 19th we're hosting our Owners/Managers Retreat. Set at the
scenic Stage Neck Inn in York, ME you'll enjoy networking and learning and
sharing proven strategies to launch you into a successful 2013...and
We're also hosting our Annual Meeting during
which Deb Titus, a well-known New Hampshire speaker, will give a motivational
speech on Friday, November 16th. The Association will
be presenting industry/company awards at this event, as well.
I welcome you to attend one or both of these
events where you will learn and engage and prepare for a brand new
Just In Time-Congress Extends Important Immigration Programs Set to Expire
Law reauthorizes programs affecting religious
workers, doctors in medically underserved areas, and immigrant investors
creating jobs and stimulating the
by Attorneys Jim Reidy
and Lyndsee Paskalis,
of Sheehan Phinney Bass and
Just when you thought nothing was going on in Washington
these days (besides two suddenly successful sports franchises) Congress recently
voted to reauthorize certain key immigration programs that were set to
expire. The law reauthorizes programs affecting religious workers,
doctors in medically underserved areas, and immigrant investors creating jobs
and stimulating the economy. These critical immigration programs
are now in place for an additional three years, until September 30, 2015.
On Friday, September 28, President Obama signed this
bill, S. 3245, in to law. The bill came to his desk with the
strong support of Congress, having passed by unanimous vote in the Senate and an
overwhelming majority in the House. Specifically, this bill
extends the E-Verify program along with the EB-5 Regional Center Program, the
Special Immigrant Non-minister Religious Worker Program and the Conrad State 30
J-1 Visa Waiver Program. Again, these important visa programs are
now available for another three years, until September 30, 2015.
What is the immediate impact on U.S. workers, businesses
and families? To begin, the Conrad State 30 J-1 Visa Waiver
Program provides a mechanism for foreign physicians educated and trained in the
U.S. who seek to work in medically underserved areas, and commit to doing so for
at least three years, to remain in the country for that purpose. Placing these much-needed physicians and specialists in areas where the
need is so great provides a critical benefit to the populations they
serve. Others in the service field, religious workers, can utilize
the Special Immigrant Non-minister Religious Worker Program, which offers up to
5,000 special immigrant visas each year, to work with some of the most at-risk
and needy communities in our country. Without these foreign
workers' ability to undertake this important and necessary service, large
segments of our populations could be severely impacted.
On the business end, the Immigrant Investor Program
(EB-5) provides an avenue for continued economic growth by allowing certain
foreign investors with adequate financial resources to inject a minimum of $1
million ($500,000 in some cases) in a designated commercial enterprise known as
a "regional center" that creates or preserves at least 10 full-time jobs for
U.S. workers within two years. This has continued to be a
successful model for securing capital investment for U.S. companies with a
simultaneous goal of maintaining or improving job opportunities for U.S.
Also important for businesses is the reauthorization of
E-Verify, an optional (with some exceptions), free, Internet-based system that
allows employers to quickly and safely verify the employment authorization of
new hires by entering certain personal information into the system and comparing
it against U.S. government records. Although not a replacement for
the mandatory Form I-9 Employment Eligibility Verification that all U.S.
employers must complete on or before the third day of work, the E-Verify system
adds another layer of assurance that employers are hiring only those workers who
are expressly authorized to work in the U.S.
Many in the business community and those directly
affected by the work performed by these foreign nationals are pleased with the
extension of these programs, as they recognize the important resources and
benefits that they add to our society.
Note: This is general guidance and is no
substitute for specific legal advice.
Attorney Jim Reidy, a NNEAPS Board member, is a
partner at Sheehan Phinney Bass + Green. His practice is in the
area of labor and employment law where he exclusively represents
Attorney Lyndsee Paskalis is an associate at
Sheehan Phinney Bass + Green and member of the Labor & Employment
group. Lyndsee works in the area of employment related
Great news from
Nicole Horan of Squires Staffing our Legislative Watchdog
A Bit of
Governor John Lynch has announced that the state of NH will be lowering the
State Unemployment Tax rate by .5% this month and by another .5 % effective
to a Union Leader article, the reduction in the rate will save NH Business
owners an average of $140.00/employee. The .5% surcharges were enacted in 2009
and again in 2010 when the solvency of the fund was in jeopardy due to so many
people collecting unemployment during the recession. The fund now holds over
$170 million dollars so the surcharges are being rescinded.
rate reduction will provide welcome tax relief for many of New Hampshire's
staffing agencies and for those MA and ME agencies placing temporary employees
in New Hampshire. Many agencies saw their SUTA payments increase by over 200%
PROFESSIONAL CERTIFICATIONS PROVIDE PEACE OF MIND IN ANY
by NNEAPS Member Henry
Glickel, CPC, CERS of Sales Recruiters, NAF
There isn't a lot one can count
on these days. The stalled economy has affected all manner and levels of
business. An uncertain business environment has left some companies precariously
wondering what the future holds. Trends, such as the constantly developing
social media front, evolve so quickly it's hard to keep up. The business acumen
relied on for years may not be what it once was.
What the most successful top
executives do know is that their people are their most valuable asset in
any economy and any business environment. Highly qualified, competent go-getters
producing and meeting company goals are the backbone of a thriving
Where can executives turn to
find and help retain quality people? A distinguished few recruiters have proven
themselves by taking the time and making the extra effort to get
The National Association of Personnel Services (NAPS) is
the professional association representing the staffing industry and has been the
industry educator since 1961. The NAPS certification program was designed to
ensure quality staffing industry services and requires an ongoing commitment. A certification offers a
mark of excellence and commitment to service in the staffing industry. There are
a number of certifications that demonstrate this commitment.
To be eligible for Certified
Personnel Consultant (CPC) certification, candidates must be experienced in
direct hire placements and must agree to uphold the National Association of
Personnel Services Standards of Ethical Practices and certification program
rules. The NAPS CPC certification indicates a recruiter has completed training
regarding federal laws affecting the staffing industry. In addition to legal
information the CPC examination addresses professional and ethical standards. To
maintain certification, continuing education is mandatory.
The Certified Temporary-Staffing
(CTS) certification is similar, applicable to those serving the temporary
A Certified Employee Retention
Specialist (CERS)-designated recruiter is a top-tier,
strategic collaborator to help retain top talent. To be eligible, a recruiting
professional must hold a current NAPS CPC or CTS designation or ASA equivalent.
Intensive reading, workshop training and examination ensure that the recruiter
has a keen understanding of this critical area of talent retention. Continuing
education is mandatory to maintain certification.
order for a recruiting company to be a NAPS accredited firm (NAF), a required number of employees must hold the CPC or CTS
designation. Ongoing education requirements must be met by attending association
education programs, attending training classes inside or outside the
Henry J. Glickel, CPC, CERS is currently the Manager of Talent Acquisition and
Employee Retention for By Appointment Only, Inc. (BAO). In his 15 years career
in recruiting, Henry has successfully filled over 900 searches in the area of
sales, accounting/finance, IT, Human Resources, Client Services, Managers, Vice
Presidents, and members of the C-suite and Board of Directors for small and
large private and public companies. In 2006 Henry was awarded "Most Valuable
Player" by the president of BAO, Inc. In 1998, Henry earned the CPC (Certified
Placement Consultant) designation from The National Association of Personnel
Services. This designation is highly respected within the recruitment industry.
In 2009 Henry earned the Certified Employee Retention Specialist (CERS)
designation from the National Association of Personnel Services. The CERS
credential along with the pre-requisite CPC or the Certified Temporary-Staffing
Specialist (CTS) are the only national designations recognized globally by the
personnel services and staffing industry. At the time of the designation, Henry
was one of only 40 staffing professionals to have the designation. Henry has been associated with Sales Recruiters, Inc (www.salesrecruiters.com) since 1995 serving as Recruiter,
Manager, and President. Henry serves on the Northern New England Association of
Personnel Services Board of Directors and is active in his local community
through the Chamber of Commerce, NEAPS, and Big Brothers/Big Sisters. An acknowledged leader in the
industry, Henry has been published several times in Sales andMarketing
Executive Report, Selling Magazine's Special Report, Selling
Power, Fortune Small Business, Metrowest Daily News and Selling