Recruiter News Line

MBO Partners, the leading provider of independent contractor compliance and engagement solutions, announced today that they are creating a new Staffing Alliance program to reach out to the troubled industry. The Alliance would empower approved staffing companies to use MBO Partners as an independent contractor engagement vehicle, allowing them to expand their scope of services and earn additional revenue.

“Having served independent consultants for more than 20 years, our solution is the perfect bridge between independent contractors and the businesses that need to work with them,” says Gene Zaino, President & CEO of MBO Partners. “Increasingly, talented consultants are finding their own work without intermediaries. Now, staffing suppliers can leverage MBO’s capabilities to engage this sector of the workforce that is growing even in this economic downturn, while helping their clients reduce cost and independent contractor risks. The staffing industry is suffering through a massive contraction, and they need new business models to capture additional revenue and position themselves to survive and thrive.”

MBO Partners uses a proprietary online accounting and payroll system, MyBizOffice™

, to enable independent contractors - including SOW consultants — to operate their own businesses inside MBO’s corporate infrastructure. The solution not only empowers sole proprietors and small businesses to operate efficiently and take advantage of big company benefits, but it also ensures that contractor classification and tax compliance regulations are upheld.

Through the Alliance, staffing companies will be able to deliver MBO’s proven compliance results to their clients. “Organizations using MBO Partners are able to capture 11% more contingent labor spend inside their program than organizations not using MBO, according to the research performed for the Aberdeen 2009 Contract Labor Study,” said Chris Dwyer, Aberdeen Group. “They are also driving an independent contractor compliance rate that is 30% higher than the average enterprise.”

On March 18, at the Staffing Industry Executive Forum, Zaino will be an expert panelist for, “The Other Contingent Workers: What You Need to Know about Independent Contractors,” a session targeted to help staffing companies understand the requirements for independent contractor engagement.

www.SeminarInformation.com, the largest database of seminars on the Internet, offers visitors to the website a number seminars designed to help HR professionals cope with the current economic difficulties facing today’s business world.

Complete course outlines are provided so that potential attendees can find just the right seminar. Find a workable date and location and then enroll right on the website or by phone at 877-SEM-INFO.

Some of the courses aimed specifically at the HR professional include:

Today’s HR: Designs for Strategic Partnerships (http://www.seminarinformation.com/qqbvcg/todays-hr-desig …) by Linkage
In this program, participants will examine case studies on how HR departments have transformed and redesigned their resources by employing business and OD skills to become a true business partner.

Strategic Human Resources Planning (http://www.seminarinformation.com/qqaquj/strategic-human …) by Cornell University
This two-day workshop introduces the participant to the elements of strategic Human Resources planning and provides a hands-on opportunity to begin the development of a Human Resources strategic plan for their organization, one that links to their corporate business plan.

Human Resources Measurement and Metrics (http://www.seminarinformation.com/qqbtgm/human-resources …) by the American Management Association.
Establish HR as a strategic partner, not an expense center — and propel HR success!

Essentials of Human Resources Management (http://www.seminarinformation.com/

qqacrl/essentials-of-human-resources-management) by the American Management Association

Human Resources and the Law (http://www.seminarinformation.com/qqbcxm/human-resources-and-the-law) by Padgett Thompson

Human Resources For Professionals who’ve Recently Assumed HR Responsibilities (http://www.seminarinformation.com/qqbshl/human-resources-for-professionals-whove-recently-assumed) by National Seminars

The Basics of HR Law (http://www.seminarinformation.com/qqblnt/the-basics-of-hr-law) by Padgett Thompson

The Role of Human Resources in Organization Development (http://www.seminarinformation.com/qqbqpr/the-role-of-human-resources-in-organization-development)
by Cornell University

There are over 600 seminar sponsors who list their training programs on the SeminarInformation.com (http://www.seminarinformation.com/) website on a variety of topics. Some of the other sponsors include Skillpath, Fred Pryor, Linkage, UCLA, Boston University, Federal Publications, Cross Country Education, American Trainco, HOTT, Global Knowledge and MRA.

Find seminars on general management, finance and accounting, technical and engineering, manufacturing, data management, the latest software, time and stress to name just a few of the seminar topics found on the website.

Seminar consultants are available at 877-736-4636 to assist with registrations, answer questions and make recommendations.

Verified Credentials, Inc., the leader in background screening since 1984, announced today the nationwide availability of their web-based Electronic I-9 Verification solution, enabling employers to verify the work eligibility of newly hired employees through the U.S. government’s E-Verify system.

E-Verify is an online system that provides access to the Department of Homeland Security (DHS) and Social Security Administration (SSA) databases to registered participants. As a Certified Designated Agent for E-Verify, Verified Credentials can now submit queries to DHS and SSA government databases and compare the information with an employee’s I-9 form, including Social Security number, work visa authorization, I-94 arrival and departure numbers, and immigration “A” number.

Verified Credentials’

new Electronic I-9 Verification provides employers with an easier, more efficient way to electronically administer post-hire employment eligibility verifications within Verified Credentials’ proprietary, web-based background screening solution.

Verified Credentials simplifies I-9 management for employers through:
– An easy, streamlined online submission process.
– Email notices and instructions when follow-up action is required by the employer.
– Paperless storage of results and communications.
– Real-time status updates for fast turnaround.

“The new Electronic I-9 Verification expands Verified Credentials’ services beyond employment background screening to help employers consolidate human resources processes and records,” said Kevin Spang, CEO of Verified Credentials. “As state and federal regulations continue to expand, the process we have defined for our new Electronic I-9 Verification will not only help employers meet these E-Verify regulations, but also streamline and simplify the process with the same outstanding customer service, quality and accuracy Verified Credentials has always provided.”

Steven Korman, CEO of Korman Communities, is making a bold plea to other CEOs to keep employees working.  And he’s putting his money where his mouth is by taking out ads to underscore the importance of dealing with real people, not just profits.  A copy of the letter/ad that has run in the Philadelphia Inquirer and The New York Times is below:

Dear CEOs:

I have listened to the executives of many companies say that they are eliminating thousands of jobs to “improve the bottom line.”

I own stock in many of these companies and would prefer that the company make a smaller profit and the stock fall, in the short term, rather than affect the lives of our neighbors and their families as jobs are lost.

Please join me in reminding all CEOs that we are not just dealing with numbers and profit, but with real people and real families who need to keep their jobs.

Please keep your employees working.

Steven H. Korman
CEO and Chairman of the Board
Korman Communities
Kormancommunities.com

Steven has received overwhelmingly positive feedback since the campaign launched last week with emails from nearly 100 people thus far.  One email read: Reading something like this gives me hope and makes me feel as if we are all in this together – from those making lots to those just getting by.  You understand that what Americans want is a chance to work, to put food on our tables and to contribute, not to be “bailed out.”  Thank you for your message.  I hope that other CEOs follow your example very soon.

Steven’s efforts go beyond this bold ad campaign.   He is taking a grassroots, aggressive approach and sending similarly-themed letters via Fed Ex to over a dozen CEOs at major corporations whose stock he owns (the likes of Apple, Exxon Mobil, GE, Google, Oracle, etc.).

Steven has been profiled in the Philadelphia Inquirer where his company is based, and interviewed in a local ABC broadcast segment.  The newspaper has been overwhelmed with reader responses calling Steve their hero, offering a renewed sense of hope, and hoping that his words will spark a trend.

This campaign and outreach comes from the heart.  Steven is someone who cares about people.  For 17 years he personally funded and staffed a van that drove around Center City Philadelphia to feed the homeless.  On Christmas Eve each year Steven goes to a toy store in an underprivileged neighborhood to see who is struggling to buy gifts and hands over cash to make opening gifts on Christmas morning a reality.   In 2007, the Steven Korman Nutrition Center opened to support MANNA, a local organization that provides nourishment to people coping with life-threatening illnesses.

For more information, please contact Michelle Abril, Quinn & Co.; mabril@quinnandco.com or 212-868-1900 x237.

Two pieces of legislation were recently passed in the U.S. Senate that will dramatically impact any employer deemed to have compensation practices that have a disparate impact on women and minorities.

GAO assails EEOC & OFCCP
“Both the EEOC and OFCC were admonished last August by the General Accounting Office that they were not adequately monitoring and enforcing compliance relative to equal pay,” said Milt Cotter, Senior Partner and CEO of Texas – based Candidate Resources, Inc. “These two pieces of legislation will have far-reaching effects for employers,” continued Cotter.

Major changes
Cotter noted a few of the changes that will be brought about by the legislation:

1. Increased damages for EPA claims with unlimited compensatory and punitive damages
2. Prohibited employer retaliation against employees who discuss their pay with coworkers
3. Virtual elimination of the statute of limitations for pay discrimination claims
4. Expand class action lawsuits that claim unequal pay
5. Limiting of employer defenses.

“EEOC and OFCCP representatives will hold fact-finding interviews with employees, behind closed doors. The purpose of which is to discuss pay and promotion issues. It is imperative employers perform due diligence and review existing practices to identify areas in which they might be considered ‘negligent,’ Any violations can end in severe financial penalties for the company,” stressed Cotter.

Clarity important
“There is no question that these two pieces of legislation will be enacted,” said Cotter. “Employers need to get a jump on understanding what changes will take place and actively monitor any situations that might be seen as possible violations in their company’s equal pay practices.”

“It is crucial that employers get a head start on this legislation, that’s why Candidate Resources, Inc., has put together a number of Internet webinars that will cover this important subject,” said Cotter.

Webinars scheduled
Candidate Resources, Inc. has scheduled four, one-hour, repeat webinars in February. Presentations are scheduled each Tuesday in February, starting February 3rd and repeating on the 10th, 17th, and 24th, at 12PM Eastern Time.

Reservations required
Individuals can register by calling Andrew Schmidt, Conference Coordinator, at
(972) 641-5494 X204, emailing Andrew at aschmidt@criw.com, or online registration at - http://www.criuniversity.com/OnlineTeleRegistration.asp. Fee for the webinars is $65 per person.

Staffing companies are saving jobs and hiring Skilled Tradesmen in the construction industry during this tough economic time. Construction Jobs are usually staffed with skilled tradesmen such as Ironworkers, Pipefitters, Pipe welders, Millwrights, HVAC, and Electricians - these industrial trades are commonly used in commercial and industrial construction as they have been for the past 25 years.

These skilled trades require years of practice and continuing education to master and always require certification of one form or another. Construction Staffing companies have a nationwide reach, enabling tradesmen to work anywhere in the country during these tough times. Skilled Tradesmen can not count on finding local work; these trades are to much of a niche. To find work as a skilled tradesman you must consider traveling to out of town projects where you can earn great pay, bonuses, and per-diem in some cases.

Construction staffing and personnel companies like Grus, Inc. call employees daily to check their employment status and to keep records updated. Skilled workers and tradesmen can also sign up for an automatic Hot Jobs notification service to ensure real time notification of the best opportunities.

Contractors notice these benefits; a company that keeps constant contact with its workforce is a tremendous asset because they generally have the highest quality workers. In these tough times lots of good men and women in the commercial and industrial construction industry are out of work. These construction personnel and staffing companies now have a large pool of some of the best tradesmen and women in the United States. If you need additional Journeymen for your construction project you should consider staffing with a construction personnel company.

The benefits out weigh the costs, usually a staffing and construction personnel company can handle all of the employment background checks, drug screening, skill assessment, payroll, workers compensation, child support, and tax administration - leaving the Contractor and Sub-Contractor to focus on the construction project as a whole. These time saving services not only make working with a construction personnel company enjoyable but they also demonstrate a smart approach to construction management in a recession.

Being smart with your workforce management is necessary in these tough times, making hiring mistakes can cost a significant amount of money in the long run, good quality works and tradesmen can be tough to find if your only looking in your local area. To be smart about your hiring process you must think outside the box and outside the state.

ELM GROVE, WI:  FutureOffice Network will be presenting another live Smartcast on January 20th, 2009.  This month’s topic is “H.R. Record Retention.”  Participants will learn what human resources records they need to retain and for how long.  This past November, FutureOffice Network hosted a successful Smartcast on a “Legislative Update: ADA, FMLA & Mental Health Parity Act.”  Participants learned about the new rules under the Americans with Disabilities Act, the new rules under the Mental Health Parity Act, and the new definitions under the Family Medical Leave Act.”  Participant satisfaction surveys show that participants enjoy attending the Smartcasts and the majority of participants strongly agree that the information they learn is valuable.  To attend this month’s Smartcast please email support@yourfutureoffice.com.  Mention “January Smartcast” in the subject line and note that registration for the Smartcast closes at noon the Friday before.

Every month, FutureOffice Network™ hosts a live Smartcast on the topics that you want to hear about.  The live Smartcast allows attendees to listen and participate by asking questions and engaging in discussion.  The Smartcast is free with a FutureOffice Network subscription or a personal invitation.  A major advantage of the Smartcast is that attendees can tune in from the comfort of their own office; all that is needed is a computer with internet connection and a telephone.  Individuals who are unable to attend a live Smartcast have the option of listening to a recorded version of the Smartcast after the live presentation has taken place.  Individuals can listen at their convenience, because sessions are available 24/7 via the Davidson Marketing Group website, www.davidsonmarketing.com.

About the Speaker
Craig J. Davidson, CEBS is a veteran H.R. consultant and University Lecturer on all things human resources.  He also is an industry pioneer in creating value-added sales technology and marketing methods using the Internet, a nationally recognized public speaker on technology, human resources and employee benefits and he is the inventor of Zywave Inc. brands and products.  Craig is on the faculty at of the Sheldon B. Lubar School of Business and the Masters’ in Human Resources and Labor Relations program at the University of Wisconsin - Milwaukee.

About Davidson Marketing Group, LLC
Davidson Marketing Group, LLC is a value-added sales technology company that supports insurance intermediaries who want to differentiate their sales message and presence in a marketplace by providing value-added services.  Davidson Marketing Group provides FutureOffice Network, which is our flagship product with over 9,000 active users.  Unlike other technologies, FutureOffice Network is equally strong in all areas of employee benefits, human resources, employment law and compensation administration.  Davidson Marketing Group’s proven mix of products and sales techniques allow intermediaries to significantly boost sales production and customer retention.  Davidson Marketing Group and FutureOffice Network bring clients to the cutting-edge of marketing and service.

Ft. Lauderdale, FL – With Labor Department data showing the highest layoff rate in five years, related employment suits will also likely rise. “As the number of employee layoffs increases, the potential for litigation also goes up,” explained Heather Gatley, executive vice president of human resource services at AlphaStaff Group, Inc., a human resource outsourcing (HRO) company that provides HR services, training and counsel to hundreds of small and midsize companies nationwide.

Layoffs and terminations can lead to suits ranging from age discrimination to wrongful termination, and more. The U.S. Equal Employment Opportunity Commission (EEOC) reported 2007 as having the highest volume of incoming private sector discrimination charge filings since 2002 and the largest annual increase since the early 1990s. Additionally, employers are facing new legal challenges as an onslaught of baby boomers trigger a new wave of age bias lawsuits.

“Employers need to be especially conscientious of legal obligations during a recession,” said Gatley. “Adopting fair employee policies and documenting your company’s termination procedures now will help prevent HR-related lawsuits resulting from wrongful termination.”

Gatley recommends reviewing the following items when considering workforce reductions:

1.  Determine the method for who will be laid off. Eliminations can be based on job category, merit, seniority, or other factors

2.  Train managers on the communications plan before performing Reduction in Force (RIF) evaluation

3.  Document everything, from the reason for the layoff to the selection procedure

4.  Have objectively justifiable statistics

5.  Don’t make false promises, or be dishonest to the employee being laid off

6.  Always have two people present during exit interviews

As a HRO, AlphaStaff sees the insides of hundreds of companies and works to ensure its clients are following best practices to prevent HR-related suits. Companies of all sizes and industries will benefit from speaking with an expert in this area. “Damages from wrongful termination or discrimination suits can be extraordinary,” added Gatley. “A little planning and procedure clarification can help pull a company through already tough times.”

General Blue Corporation is offering their flagship online timesheet software solution to businesses totally free for 6 months and up to 200 users.

This best offer among the Time and Attendance software providers demonstrates quality, low cost and the scalability of General Blue technology to service all sizes, from small business to large enterprises.

The offer will encourage businesses who don’t currently track employee time, use paper timesheets, or who are using an outdated system to try out our secure online timesheet system built with General Blue advanced technology.

“We know businesses will appreciate this free offer due to the recent downturn in the economy. The software will help them improve efficiency, improve processes and accurately track employee time.”

“This is a great opportunity to showcase our timesheet software and demonstrate to our partners how we can make their business run better.”

The offer is available immediately for a limited time so businesses should visit http://www.generalblue.com today for more details.

Recruit Hospital Executives, a leader in director and c-level search solutions, today announced the launch of www.recruithospitalexecutives.com, the first dedicated recruitment website for executive level job seekers, employers, executive search firms, and recruiters within the healthcare industry.

With the recent economic downturn, hospitals across the country are looking at ways to cut costs. This difficult financial climate has led to an increasing number of lay-offs and an uncertain future for many hospital executives.

Responding to the challenging job market and the inevitable changes facing the healthcare industry throughout the United States, RecruitHospitalExecutives.com has been designed to serve as a one stop resource for hospital executives and those who hire them. Because the site is solely focused on executive healthcare management positions, it is designed to meet the specific needs of the industry.

Anthony Paris, an account manager with Recruit Hospital Executives says, “It can be a challenging task for both hiring and searching for hospital executive positions. Jobs are often scattered over a wide range of websites or not posted at all, and there simply wasn’t a dedicated site for healthcare industry professionals. With time being an increasingly precious commodity, Recruit Hospital Executives is the solution for streamlining the efforts of finding, posting, and recruiting for these positions.”

Recruit Hospital Executives offers a variety of opportunities for executive recruiters and healthcare facilities to reach qualified director and c-level healthcare executives through several affordable job posting plans.  Single job postings start at $99 per month.

Executives can post resumes, search job openings, and keep current with industry news and trends on the site for free. As well, the company is offering, for a limited time, a complimentary professional email address for job seekers. This is a valuable tool for any executive seeking to align their online communications with their professional objectives.