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UNIFORCE Employee Recognition: Felipe Gonzales

Posted on May 19, 2025

Employee Background:  The Information Technology Staffing division of UNIFORCE Staffing Solutions is pleased to announce Felipe Gonzales as our latest Employee Recognition Program Honorable Mention.  Felipe came to UNIFORCE in September of 2024 and has worked with glowing reviews since that time.  Felipe brought his relevant experience in the areas of systems implementation and support for supply chain and CRM/Sales support systems.

Success Story:  Felipe is currently working on a long-term, indefinite assignment as a IT Services Technical Consultant at a large, international consumer products corporation with offices in northern New Jersey.  In his role, he is responsible for the designing, developing, and troubleshooting of IT systems related to consumer and household products.   Our client clearly values Felipe as an essential member as he provides knowledge and experience with supporting the interdependencies of all IT supply chain systems.  He addresses the company’s needs with current warehouse and customer database systems support as well as implementing new technologies to better support and manage the customer experience. The UNIFORCE team appreciates a positive & long standing professional relationship with Felipe, and we wish him many years of success in his career!!

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UNIFORCE Employee Recognition: Denise Stark

Posted on Mar 20, 2025

Employee Background:  The Office Support Staffing division of UNIFORCE Staffing Solutions is pleased to announce Denise Stark as our latest Employee Recognition Program Honorable Mention.  Denise came to UNIFORCE in August of 2024 and has worked with glowing reviews since that time.  Denise brought her relevant experience in the areas of customer service, client relations, and contracts management & support.

Success Story:  Denise is currently working on a long-term, indefinite assignment as a Contracts Coordinator at a large, international consumer products corporation with offices in Bellevue, Washington.  In her role, she is responsible for the accuracy and maintenance of contract documents and customer database records.   Our client clearly values her as an essential member as she provides knowledge and experience with contracts renewals, pricing changes/discrepancies, as well as lease portfolio management and reporting.  She addresses the company’s needs with exceptional level of customer service and has also been given additional responsibilities to work closely with the Finance department.  The UNIFORCE team appreciates a positive & long standing professional relationship with Denise, and we wish her many years of success in her career!!

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How to Choose the Right Accounting Employment Agency

Posted on Mar 14, 2025

When it comes to hiring temporary accounting professionals, the quality of your staffing firm can make all the difference. A well-connected, knowledgeable staffing partner ensures you have access to top talent, making the hiring process smoother and more efficient. Here are key factors to consider when selecting an accounting staffing firm:

1. Industry-Experienced Recruiters

The best recruiters often have firsthand experience in accounting and finance. A reputable staffing firm should have at least one recruiter with a background in the field. Recruiters who have worked in accounting roles themselves have a deeper understanding of job requirements, allowing them to identify and place highly qualified candidates more effectively.

2. Knowledge of Accounting Software

Accounting professionals rely on specialized software to manage financial processes efficiently. When evaluating a staffing firm, ask whether their recruiters have experience with the same software or have worked in environments where it was used. Common accounting software includes:

  • Enterprise Resource Planning (ERP) Systems: SAP, Oracle NetSuite, Microsoft Dynamics
  • Small to Mid-Sized Business Accounting: QuickBooks, Xero, FreshBooks, Sage Intacct
  • Tax & Payroll Software: ADP, Paychex, Thomson Reuters UltraTax, Drake Tax
  • Industry-Specific Solutions: Deltek (Government Contracting), Yardi (Real Estate), Blackbaud (Nonprofits)

A staffing firm with recruiters who understand these platforms will better assess candidates’ technical skills and ensure a precise match for your company’s needs.

3. Strong Candidate Network

A well-established accounting staffing firm or employment agency should have direct relationships with CFOs, Controllers, and accounting professionals, creating a robust network of talent. The best firms leverage these connections to source referrals, as top professionals often recommend skilled colleagues. Additionally, look for firms that offer competitive referral bonuses, which can further strengthen their talent pipeline.

4. Industry-Specific Expertise

Not all accounting roles are the same—different industries have unique accounting practices. When choosing a staffing firm, inquire about their experience in your industry, whether it’s manufacturing, real estate, technology, or another sector. A firm with industry-specific knowledge will better understand nuances like cost accounting methods, revenue recognition principles, inventory valuation (FIFO, LIFO, weighted average), GAAP compliance, accrual vs. cash basis accounting, internal controls, financial reporting standards, and tax regulations. This expertise ensures they provide candidates who are well-equipped for your business needs.

5. Employee Benefits & Payroll Efficiency

Since temporary employees are legally employed by the staffing firm, the quality of the firm’s payroll and benefits offerings matters. Look for a firm that provides web-based payroll management, ACA-compliant health benefits, and, if possible, employer-paid 401(k) matching contributions. Competitive benefits can help attract and retain top-tier accounting talent, improving job satisfaction and performance.

Final Thoughts

Selecting the right temporary accounting staffing firm goes beyond just filling open positions—it’s about finding a trusted accounting employment agency partner that understands your industry, values quality talent, and supports both clients and candidates. By considering these key factors, you can ensure a successful and productive staffing partnership.

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UNIFORCE Employee Recognition: Anisse Rolon

Posted on Feb 03, 2025

Employee Background:  The Medical Office Staffing division of UNIFORCE Staffing Solutions is pleased to announce Anisse Rolon as our latest Employee Recognition Program Honorable Mention.  Anisse came to UNIFORCE in July of 2024 and has worked with glowing reviews since that time.  Anisse brought her relevant experience in the areas of being a medical assistant where she prepared patient injections and set up procedures as well as completed patient intakes and insurance verifications.

Success Story:  Anisse is currently working on a long-term, indefinite assignment as a Medical Receptionist for a well established New York City based mental health services provider.  In her role, she is responsible for answering patient questions regarding their medical care and treatment.   Our client clearly values her as an essential member as she provides knowledge and experience with medical insurance, therapist case loads, and patient intake documentation.  She addresses the organization’s needs with exceptional level of customer service and has also been given additional responsibilities to utilize the electronic medical records system.  The UNIFORCE team appreciates a positive & long standing professional relationship with Anisse, and we wish her many years of success in her career!!

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UNIFORCE Employee Recognition: Jazelle Acevedo-Cantillo

Posted on Jan 13, 2025

Employee Background:  The Medical Office Staffing division of UNIFORCE Staffing Solutions is pleased to announce Jazelle Acevedo-Cantillo as our latest Employee Recognition Program Honorable Mention.  Jazelle came to UNIFORCE in July of 2024 and has worked with glowing reviews since that time.  Jazelle brought her relevant experience in the areas of patient intake, insurance verification, medical scheduling, and customer service.

Success Story:  Jazelle is currently working on a long-term, indefinite assignment as a Medical Biller for a well established New York City based mental health services provider.  In her role, she is responsible for preparing and submitting electronic medical claims to insurance and government providers.   Our client clearly values her as an essential member as she provides knowledge and experience with handling unpaid claims, insurance denials, and timely reimbursements.  She addresses the organization’s needs with exceptional level of service and has also been given additional responsibilities to maintain compliance with healthcare regulations and insurance company guidelines.  The UNIFORCE team appreciates a positive & long standing professional relationship with Jazelle, and we wish her many years of success in her career!!

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Happy Holidays and New Year 2024-2025!

Posted on Dec 24, 2024

From all of us at UNIFORCE Staffing Solutions, we would like to say “Thank You!” for being an employee.  We also wish all UNIFORCE employees and candidates a very Happy Holidays and all the best in the year to come! For the holidays, our offices will be closing Tuesday, December 24th at 3:00 pm EST. Our offices will re-open on Thursday, December 26th. Also, our offices will close at 3:00 pm EST on December 31st and re-open on Thursday, January 2nd.  

For all employees who use E-time to enter hours, please enter your hours no later than Monday at 12:00 pm EST.  Payroll processing will proceed as normal. 

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Minimum Wage, Disability and Family Leave Changes for New Jersey Employees in 2025

Posted on Dec 13, 2024

Effective Jan 1, 2025, employees working in the state of New Jersey will see some positive changes with regards to higher pay, but conversely higher payroll deductions such as temporary disability insurance and family leave insurance.

At the beginning of this year, the statewide minimum wage increased by $.36 to $15.49 per hour for most employees.

When Governor Murphy took office in 2018, the state’s minimum wage was $8.60 per hour, and increasing the minimum wage was quickly identified as a legislative priority. Legislation signed by Governor Murphy in February 2019 resulted in the gradual increase of the State’s minimum hourly wage to $15.13 on January 1, 2024 for most employees.

The NJ Department of Labor and Workforce development has announced changes to its required Temporary Disability Insurance program, and a premium increase for Family Leave Insurance (FLI) in New Jersey. After waiving the employee contribution for TDI in 2023 and 2024, the New Jersey labor board is reinstating the employee contribution rate at 0.23%, with a maximum employee contribution of $380.42 per year. Employer contributions are based on a taxable wage base of $43,300, up from $42,300 in 2024. Along with the rate increase, the maximum weekly benefit is going up from $1055 in 2024 to $1081 in 2025. The maximum benefit percentage remains at 85% of the employee’s average weekly wage.

Additionally, the New Jersey State Insurance Fund (NJSIF) has increased the employee contribution rate for Family Leave Insurance to 0.33%, a substantial jump from 0.09% in 2024.

FLI pays the same benefit as temporary disability in New Jersey, with the benefit maxing out at $1,081 weekly. FLI is available for New Jersey employees who need time off to care for or bond with an infant or a newly adopted or foster child within the first 12 months, care for any family member with a serious health condition, or deal with issues of domestic violence.

Additionally, to be eligible for Unemployment Insurance benefits in 2025, one must have earned at least $303 per week during 20 or more weeks in covered employment during the base year period, or one must have earned at least $15,200 in total covered employment during the base year period.

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Employee Recognition Award: Patricia Rott

Posted on Nov 25, 2024

Employee Background:  The Information Technology division of UNIFORCE Staffing Solutions is pleased to announce Patricia Rott as our latest Employee Recognition Program Honorable Mention.  Patricia came to UNIFORCE in May of 2024 and has worked with glowing reviews since that time.  Patricia brought her relevant experience in the areas of translating complex technical concepts into simple, easy-to-understand instructions for users of all experience levels.

Success Story:  Patricia is currently working on a long-term assignment as a Technical Writer for a large international security solutions company.  In her role, she is responsible for writing complex user manuals and technical documents for hardware and software products.   Patricia works in California, but she collaborates with the Technical Support team in the corporate headquarters in Northern New Jersey.  Our client clearly values her as an essential member as she provides knowledge and experience with creating technical documentation and working with knowledge management systems.  She addresses the department’s needs with exceptional level of service and has also been given additional responsibilities to grow and manage a team of technical writers.  The UNIFORCE team appreciates a positive & long standing professional relationship with Patricia, and we wish her many years of success in his career!!

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How Outsourcing to a Third-Party Payroll Provider Reduces Unemployment Claims

Posted on Nov 14, 2024

For many organizations, managing unemployment claims can be a challenging and costly process, particularly when dealing with specific categories of workers like retirees, temporarily terminated employees, and 1099 independent contractors. Misclassification or improper documentation for these groups can lead to unnecessary unemployment claims expenses. By outsourcing the “employee of record” function to a third-party payroll provider, businesses can minimize these claims, reduce administrative burdens, and gain more control over unemployment-related costs. Here’s how this strategic partnership benefits organizations:

1. Clear Employment Boundaries for Temporary Layoffs and Recalls

When employees are temporarily terminated and later recalled, there can be confusion around their eligibility for unemployment benefits. Third-party payroll providers, acting as the new employee of record, handle these employment transitions with precision. By on-boarding recalled employees and becoming the employer of record, this minimizes the likelihood of unemployment claims from recalled employees. The burden has been passed on to the provider.

2. Accurate Classification and Documentation for Retirees

Handling retirement transitions is another area where mistakes can lead to avoidable unemployment claims. Bring back a retiree without the full time status commitment and payroll burden. Third-party payroll providers, acting as the new employee of record, can also reduce the unemployment burden by handling these employment transitions.

3. Ensuring Compliance with Unemployment Regulations through 1099-to-W-2 Conversions

Misclassifying 1099 independent contractors as employees can lead to significant compliance issues, including unexpected unemployment claims. Third-party payroll providers help ensure that workers who should be classified as employees are converted from 1099 to W-2 status, bringing businesses into compliance with unemployment and tax regulations. This conversion provides clarity around eligibility, as W-2 employees are entitled to unemployment benefits if they meet the necessary criteria, whereas properly classified 1099 contractors are not. By proactively managing these employee conversions, third-party payroll providers help organizations avoid potential fines, penalties, and costly claims due to misclassification, while maintaining full compliance with state and federal employment laws.

4. Comprehensive Record-Keeping for Contractors, Retirees, and Temporarily Laid-Off Employees

Maintaining thorough documentation is crucial for contesting unemployment claims, particularly for retirees, contractors, and employees in temporary or flexible roles. Third-party payroll providers manage accurate and consistent records, from classification documents to proof of temporary status. These records are invaluable for contesting ineligible claims, ensuring an organization only pays what is necessary.

5. Reduced Claims and Administrative Burden on HR Teams

When handling unemployment claims for retirees, recalled employees, or 1099 contractors, the administrative workload can be substantial. Things get even more complicated when handling multi-state payroll. A third-party payroll provider can alleviate this burden, freeing up an HR team to focus on strategic initiatives rather than navigating the claims process. By reducing HR’s administrative tasks, payroll providers help streamline operations and minimize errors that could lead to unnecessary claims.

6. Predictable Costs and Better Control Over Unemployment Expenses

Third-Party Payroll providers can become the employer of record for either a specific job title classification or workforce by as specific Work State. By reducing the number of unemployment claims and ensuring accurate classification and documentation, third-party payroll providers give better control over potential unemployment expenses, making State Unemployment Insurance (SUI) financial planning more consistent.

Conclusion

Outsourcing the employee of record function to a third-party payroll provider can help an organization reduce unemployment claims related to retirees, recalled employees, and 1099 contractors. With their expertise in documentation, classification, and compliance, payroll providers can ensure that only eligible workers receive unemployment benefits, ultimately protecting businesses from unnecessary expenses. Partnering with a payroll provider allows cost management more effectively and focus on core business goals.

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