Attendees recently enjoyed a very informative Panel of the Experts in Durham at the New England Center. This two part program was designed to have a panel of HR Managers share their wisdom, preferences and understanding of our process as recruiters.

The second half of the session after a break with a delicious hordourves spread was a panel of recruiters accomplished in their profession.

Attendees offered questions to the panel and in return received an very enlightening myriad of information and new ideas.

Special Thanks goes out to Pam Goodwin of Barclay Personnel, Don Richard of Mountain Ltd, Deb Bouthot of FPC Nashua, and Andrea Brown of ProSearch for their volunteer participation.

In January 2008, the Family and Medical Leave Act of 1993 (FMLA) was amended to permit a "spouse, son, daughter, parent, or next of kin" to take up to 26 workweeks of leave to care for a "member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness." Additional information and a copy of Title I of the FMLA, as amended, are available on the website. www.dol.gov

For blended services in our industry its daunting to keep up with compliance matters. Often times such imperative clerical matters are overlooked or postponed due to time senstive staffing matters. This can lead to high penalties and exposures that could be legally cost prohibitive. However, poor documentation can cost you $1000 per worker and knowingly hiring an illegal alien can result in a $10K per-worker fine.

To side step potential legal trouble and discrimination complaints, follow these 1-9 do's and don'ts:

1. Do have all new hires complete and sign Section 1 on or before their first day of work.

2. Don't ask an applicant however to complete an I-9 prior to extending a job offer. Unhired applicants can use 1-9 info to allege discrimination.

3. Do review each employes documents to ensure they are on the acceptable list and that they appear genuine. (for list see www.uscis.gov/graphics/formsfeelforms/i-9.htm)

4. Don't ask new hires for any particilar documents or for more documents than the 1-9 requires. The employee needs to choose the documents not you.

5. Do esablish a consistent procedure for all in- house employees responsible for obtaining this documentation from placements.

6. Don't consider the expiration date of the i-9 when making hiring or firing decisions.

7. Do make and retain copies of all documentation provided. (not mandatory but suggested)

8. Don't forget to keep a tickler file to follow up on expiring documents that limit the employee's authorization to work. You don't have to reverify identification documents, such as drivers licenses.

9. Do keep I-9's and document copies for three years after the employee's hir date or one year after his termination, whichever comes later.

10. Don't put the Form I-9 in an employee's personnel file. Keep it filed separately to avoid discrimination claims.

Contributed collectively by NNEAPS Members

From Devine Millimet-Jennifer Moeckel US Supreme Court Riles on Admissability of Evidence in Age Discrimination Case

"Employers need to argue on each discrimination case what testimony should be excluded, and the trail courts will need to decide whether to exclude or admit testimony based on the unique facts and circumstances presented. There will continue to be

Disclaimer: Any opinion rendered is that of the author credited in the article not the association.

The overnight retreat format is back! Owners and Managers, don't miss this year's retreat at the beautifil Migus Center on the shores of Sebago Lake, Maine. Only a little over a 1 hour drive from the seacoast of NH, this lodging experience will surely grace you with relaxation and serenity.

As in the past , the NNEAPS Annual Retreat is typically held at a unique lodging type facility to afford members to meet in a casual, non competitive setting. This very informal event is an opportunity to bond with other owners and managers.

Thursdays arrival and check-in starts at 3PM afternoon with a fun BYOB cocktail cruise in a historic Chris-Craft and delicious multi-course dinner to follow. Friday is down to business albiet with a social flair continued. Throughout Friday's schedule a facilitator will foster discussion and idea sharing in a round table setting that opens doors to new recruiting trends, in-house staffing strategies, vendor reviews, operational processes, compensation comparisons and more.

This event is guaranteed to be a memorable experience and one that allows enlightenment and reassurance that we're all in this industry together.

Pack your shorts and t-shirts for an overnight of NNEAPS fun!

Lodging will be limited so book early! Registration information arriving soon by email. Lodging is not required. Friday attendance only is welcome as well. Breakfast, Lunch and Dinner provided.

$125 per person includes lodging - Send Checks to Barclay Personnel, 360 Route 101 Suite 14C Bedford, NH

All renewing members are encouraged to inform kim@arcassociates.com, Kim Scoggins, Membership Chair, of any changes in contact information. Please review your listing on our website www.nneaps.org to ensure your material is accurately displayed.

Equally all suggestions for speakers, programs or new ideas for our membership are always welcome.

Congratulations to April Metivier, NNEAPS President, and her husband , on the birth their new son!

A new generation of recruiters begins for Mountain Ltd!