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Bring on Summer Interns and let the specialist handle the payroll.

Posted on May 31, 2022

Utilizing summer interns can be a creative tool for an organization to maintain office productivity and let you take that much needed vacation. One consideration that many companies don’t realize is that summer interns need to be paid a fair hourly wage according to federal and state payroll tax guidelines. In other words, interns must be added to a company’s full time staff payroll. You can’t get something for nothing.

Even when companies acknowledge that they have to pay to play, they still hesitate to use summer interns because they must now officially add the workers to the company’s full time staff payroll. This reality can frustrate the CFO and Human Resources department due to the fact that summer interns who are directly employed will add to the overall company’s headcount. The employment of interns can also complicate monthly full time employee (FTE) census reports. The impact could cost throw off discrimination testing for retirement plans, add additional payroll processing costs, and simply just increase employee risks and exposure with regards to workers compensation insurance premiums.

A popular tool to alleviate such employer risks is to offload or outsource the summer interns to an employment agency that specializes in third party payroll solutions. With this remedy, the summer interns can still be retained, but the summer intern now becomes the employee of the employment agency. The employee or intern is simply transferred to the employment agency and the agency takes on the official employer of record. The employment agency will also engage as the W-2 employer and deduct state and federal taxes as well as insure the employee (workers compensation and professional liability).

A responsible third party payroll solutions firm will understand compliance issues, co-employment loopholes, workers compensation insurance risks, and payroll laws. When selecting a third party payroll solutions partner, select a provider that is financial solvent. After all, the employment agency is extending payroll on your company’s behalf. Also, inquire about the employment agency’s employee benefits offerings. Health benefits and 401(k) retirement plans will increase summer intern retention if applicable.

Overall, summer interns are a great way to maintain succession planning and office productivity. An easy way to get the payroll process going smoothly and quickly is to partner with an employment agency that specializes in third party payroll solutions. Why not let your trusted payroll specialist and advisor handle the compliance?

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Employment Trends for 2022

Posted on Feb 24, 2022

The Harvard Business Review recently produced its Top Employment Trends in 2022 Report. The article raises the ongoing issue of the COVID pandemic on the workplace. Remote work, corporate wellness, occupational health and a hybrid work environment have also become hot topics.

Here are the 11 employment trends:

  1. Employee fairness and equity
  2. Vaccine mandates
  3. Work week changes
  4. Employee turnover
  5. Employee automation
  6. Work productivity
  7. Hybrid (office/remote) workforce
  8. Corporate wellness support
  9. The Chief Purpose Officer (CPO)
  10. Sitting will be the new pandemic
  11. Employee Promotion and salaries may be better tied to in-the-office employees

Read the article

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Hiring in 2022 looks promising

Posted on Dec 17, 2021

U.S. employers plan to hire workers at a rapid pace in the new year, according to the Manpower Group Employment Outlook Survey of more than 6,000 employers. Hiring intentions strengthened by 26 percentage points from Q1 2021 and remain higher than prepandemic levels for the second consecutive quarter.

Information technology, technology, telecoms, and communications and media reported the strongest outlook (+60%), followed by banking, finance, and insurance and real estate (+50%) and construction (+41%).

Organizations expect 44% of the finance, administration, and human resource workforce and 43% of the information technology workforce to work a hybrid mix of two to three on-site days in the workplace and remote the remaining days.

This is a substantial change since Q2 2021, when only 22% of organizations forecast a shift to a hybrid model. The manufacturing and production industries are most likely to be in the workplace all of the time (46%) whereas roles in IT and finance are more likely to be full-time remote (21%).

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Federal Court Blocks Mandatory COVID-19 Vaccination and Testing

Posted on Nov 15, 2021

On Saturday, Nov. 6, 2021, the fifth Circuit Court of Appeals ordered a temporary stay or block on the Occupational Safety and Health Administration’s (OSHA) COVID-19 Emergency Temporary Standard (ETS) on mandatory COVID-19 vaccination and Testing for the workplace. The order effectively prevents enforcement of this ETS until a final decision regarding the legality of this standard is published.

The OSHA ETS requires affected employers to comply with most provisions by Dec. 6, 2021, and with its testing requirements by Jan. 4, 2022. Affected employers include private employers with 100 or more employees
(firm- or company-wide count). State plans will have 30 days to adopt the federal ETS or implement their own vaccination standard.

Temporary Stay

The stay was ordered in one of multiple lawsuits challenging the validity of OSHA’s COVID-19 ETS. These lawsuits request a permanent injunction against the ETS. The Court justified the order because it found “cause to believe there are grave statutory and constitutional issues” with the OSHA vaccination mandate.

Impact on Employers

While the temporary stay effectively prevents enforcement of the ETS until a final decision on the legality of the standard is published, the law has not been permanently delayed or removed officially. As a result, affected employers should continue in their efforts to understand and prepare for compliance with the various provisions of the ETS. Affected employers should also continue to monitor developments of this legal challenge to learn more about the viability of, and their compliance obligations with, the ETS.

The court battles are focused on whether OSHA has the authority under a 1970 law to require companies to ensure workers are vaccinated or tested. Supporters say the move will reach millions of Americans in the workplace, expanding the number of people who are vaccinated against the coronavirus. Critics say COVID-19 isn’t a workplace safety issue, and that the administration’s use of the OHSA law is an overreach.

Source: Enquiron

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A Day in the Life of an Employment Agency Recruiter

Posted on Oct 05, 2021

No two days are ever the same for a Recruiter working in an employment agency, and there is never a dull moment.  One glimpse behind working in an employment agency is that it’s fun, challenging, and a place where adaptability is key.  How rewarding and motivating it is to help people find their dream job and change a person’s life!

Recruiters at an employment agency coordinate opportunities.  A Recruiter can’t help but develop a keen sense of people and personalities, while gaining trust and becoming a relationship builder and expert Quality Control Specialist.  Whew, that’s a long job description for us.

Perhaps you’ve received annoying calls from a Recruiter from an employment agency trying to entice you away from your current job.  Surprisingly, the idea may unfold into a hidden opportunity, one a candidate had not previously considered. 

Recruiters need to use research strategies that are inventive and resourceful, for both active (looking) and passive (working) candidates.  Simply relying on regular recruiting tools – Monster, CareerBuilder, Facebook, Instagram, and LinkedIn may not always provide the perfect person for a position we’re working hard to fill.  It’s a race against time when a position comes in, and the early bird catches the worm. 

An employment agency keeps a proprietary database of candidates and employees as a resource for their Recruiters.  When voicemails are not returned, and emails are ignored, crucial delays raise the stress level of a Recruiter, especially when we know the candidate ideally fits this job, ‘as a perfect fit’.  A generous number of hours are spent exploring and pursuing a good candidate, so it behooves a candidate to be responsive. 

Recruiters don’t let rejection get them down.  A Recruiter from a reputable employment agency continuously makes new connections and networks with decision makers, on behalf of job seekers.  There’s no time to rehearse ‘what if’ or ‘what else could I have done’.  Life moves onward and upward with no hard feelings. 

It’s crucial for a Recruiter to probe what a candidate really wants without wasting time guessing. An employment agency professional collaborates with the candidate to ensure that the new job opportunity is a constructive next step in the candidate’s career path.  The discussions are in depth, can require family member discussions and input, and tailored to serve the candidate’s best interests.

A successful Recruiter will also learn skill sets inside various industries in order to guide people looking to change a career.  In-depth research on a client company is vital.  This investigation lets a Recruiter prioritize and pose the right questions to a candidate during a rehearsal or mock interview, further increasing candidate Quality Control.  They probe into each and every accomplishment, administrative or technical skill, education, past job, type of company they’ve thrived in, references, and salary requirements. 

Employment agency Recruiters live in the details. A Recruiter provides its clients with pros and cons of a candidate prior to agreement of interview.  Next, an extensive ‘over-the-top’ Q&A by the Recruiter prepares each candidate for that position.  If recruiters are not thorough and put a candidate ‘through the ringer’ giving them crucial interview tactics, the candidate may just crumble when things get tough.  A Recruiter prepares the candidate in order to avoid uncertainty or brain freeze on the phone or in-person at client. 

Maintain contact, keep ‘em warm!  This is the biggest mistake a Recruiter can make post-interview, especially when the process stalls on the client side, for unknown reasons.  Always return the job seeker’s phone call – don’t leave them hanging and frustrated.  Use that Quality Control method.  When a Recruiter calls, it’s a good idea to pick up the phone.  You never know what lies ahead in the path of life!

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Why it is difficult to find employees right now?

Posted on Aug 24, 2021

Since last year, according the to the U.S. Bureau of Labor Statistics, the number of job openings in the U.S. have nearly doubled, reaching a record level of 8.1 million in March of 2021. As in the pre-pandemic days, employers are ready to hire again due to growing business demands and the need to return to normal staffing levels. Employment agencies are also busy with assisting their clients with the same staffing needs.

There are several reasons why it is difficult to find employees right now:

1. Unemployment Benefits

The federal government is awarding unemployed workers an extra $300 per week on top of state unemployment benefits. The total unemployment benefit can exceed an employee’s previous job’s weekly pay. While this is a helpful program, unfortunately, this dilemma may be disincentivizing people to return to work. This coming September, the additional federal benefit will end and the result may be a catalyst for people to return to work.

2. Health and Safety

While vaccines are widely available, many employees choose not to get them. Additionally, some employees prefer working in a remote environment. There have been some remote workforce job opportunities, but the trend UNIFORCE is hearing from clients is a preferred mostly in-office working experience.

3. Skill sets are shrinking

It is becoming more difficult to find employees with the required skill sets (e.g. training, education, technology tools, etc.).

4. The Blue-Collar workforce is shrinking

In the past, the baby boomer population provided much of the light industrial or blue-collar work. Those workers are now leaving the workforce and statistics show that young adults are either avoiding trades or pursuing college instead. Staffing Industry Analysts, a staffing industry research association, predicted there will be a labor shortage of blue collar workers through 2030.

There are ways to attract more candidates. Increasing worker pay is a proven way to incentivize workers and share worker values. Employees also want some form of promise of advancement or an opportunity to grow within an organization. Working the same job for a long time is not ideal for many.

Employment Agencies are always an excellent tool to pursue when seeking the right job opportunity. Many employment agencies are full service and provide contract, temp-to-hire and full time or direct hire job opportunities. These staffing firms also have a “direct in” with their client so they can provided valuable insight in to the career path within an organization.

While it is still very difficult to find employees, a reputable employment agency adds value by building relationships with its candidates. A staffing firm takes the time to educate future employees about job opportunities, pay rates, salaries, and career growth. Partnering with an agency that will align the job seeker’s career goals with the agency’s and client’s goals is the ideal way to pursue the ideal career opportunity.

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The Benefit of Working with an Employment Agency as companies rehire and reopen

Posted on Jul 02, 2021

While many people are unfortunately unable to return to work due to COVID-19 and stay-at-home orders, employment agencies are constantly engaging their client companies to remind them that there is a huge talent pool of available candidates ready to return to work.

Smart job seekers have discovered that there is an abundance of job opportunities being offered. Even with unemployment at medium levels, the reality is that the job search is producing results. Partnering with an employment agency opens opportunities.

A recent study reported that one-third of all employees laid off during the pandemic have started new jobs.  Even as 11 million people were laid off during March of last year, 5 million workers were also hired in March. Active job seekers are reaping the reward of so many open jobs, preferring to work, over collecting unemployment (which eventually runs out).

This is a most opportune time as industries prepare to return to normal operation.  There are so many qualified candidates ready to apply for open jobs in companies.  For those people working in non-essential positions, it’s been a long process.  Now, especially for an employee who has had a prior successful relationship with an employment agency, there is a strong chance to be placed into one of the employment agency’s new positions, many of which may be available during this period.

Many companies will not be able to hire back so quickly on their own. A temporary employment agency will, with a sense of urgency, hire a replacement to reduce the strain on remaining staff, along with specialists in all areas of their medical staffing needs. The employment agency industry was established to assist companies with peak workloads and seasonal employment. Partnering with an employment agency gives it’s clients the ability to utilize skilled employees without the commitment of a full time hire and adding headcount. It’s a measured tool for staff augmentation.

Manufacturers of essential products are always in need of help.  This is where the employment agency comes in – helping to find the right talent!  These businesses are hiring, at warp speed!

The role of an employment agency is to create connection – between company and candidate.  Staffing agencies are instituting extreme measures to stay safe and protect their employees by ensuring sanitizing protocols at their clients.   The worker environment is going to change a little bit with the social or physical distancing.  Most recruiters at employment agencies are doing more video interviews than in the past, as ZOOM and other live video systems have become a positive method of connectivity of the hiring team with the candidate face-to-face, without the handshake and any potential exposure to the coronavirus, for businesses large and small, schools, families, and friends, in our new “current reality”.

When time is of the essence, a temporary employment agency is an asset to bring the perfect candidate through the door, or, during this pandemic, to your screen!

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15 States Opt Out of Federal Pandemic Program Participation

Posted on May 21, 2021

In recent weeks, 15 states have announced plans to opt out of federal COVID Unemployment Insurance programs.  It is important to note that every state signed an agreement with the US Department of Labor back in 2020 to administer the various relief provisions in the CARES Act.  Those agreements have remained in effect with each extension, including the recent American Rescue Plan Act. 

States are ending their participation around two or more months early — anywhere from June 12 to July 10. (It varies by state.) These states will soon stop sending out $300 weekly unemployment benefits, Republican state governors argue that the federal benefit—which is paid on top of state benefits—is incentivizing jobless Americans to not go back to work. They claim enhanced unemployment benefits offer an incentive for people to stay home and not look for jobs — leaving businesses struggling to fill open positions.

Alabama, Arizona, Arkansas, Georgia, Idaho, Iowa, Mississippi, Missouri, Montana, Ohio, North Dakota, South Carolina, Tennessee, Utah, and Wyoming will no longer participate in various programs included in the American Rescue Plan Act (ARPA).  The programs include:

Federal Pandemic Unemployment Compensation (FPUC) – additional $300/week

Pandemic Unemployment Assistance (PUA) – program for those not covered under regular Unemployment Insurance

Pandemic Emergency Unemployment Compensation (PEUC) – 25-week extension of benefits

Mixed Earner Unemployment Compensation (MEUC) – combined covered/non-covered earnings

Emergency Unemployment Relief for Governmental Entities and Non-Profit Organizations75% relief of benefit charges

Job openings hit a record high in March, the Bureau of Labor Statistics reported. Meanwhile, the U.S. economy added 266,000 job payrolls in April — much weaker than the 1 million expected, the Bureau said last week. In other words, there’s strong demand for labor as the economy reopens, but not a commensurate flood of workers onto payrolls.

Although unemployment benefits are a crucial lifeline for unemployed workers, there is currently a strong need for talented workers. Returning to the workforce is the ultimate goal so now may be the time to land a new job now while the market is hot.

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No Two Employment Agencies Are The Same!

Posted on Dec 18, 2020

When a company looks after its people, the people will look after the company!  People are the most important component of every employment agency.   

Really, what is a business without employees?  Computers, copiers, cubicles…

An employment agency saves time and energy that a company would normally spend on the hiring process, with recruiters actively searching for qualified candidates.  With a large pool of candidates, many whom have already successfully completed temporary assignments, a temporary employment agency acts as a screener, interviewing a candidate for the required skills, knowledge and background.  A recruiter may find many candidates whom have not applied for the position via the client’s own job board.  The temporary employment agency will also handle on boarding, background screening, and employee payroll, again saving the client time and energy. They will also send the satisfied candidate – ready, willing and able to get started, after a thorough preparation and transfer of energy from the good recruiter.

A reputable employment agency builds trust and treats each client and employee with respect.  An employee needs to feel like they make a difference, and it is the employment agency’s job to offer this positivity through effective and timely communication.  Appreciation and self-importance, rather than just money, assures productive work and valuable contribution in the office or facility, adding profit to the client’s business.  A relationship needs to be developed between the temporary employment agency and employee, which encourages repeated job opportunities at their clients.  If an agency exhibits belief in an employee, that employee begins to believe in and care about the employer.  Trust and respect are built! It all comes back to the support and treatment of a worker as a human who will be more likely to remain engaged in the client’s position for a longer period, and likely transition into an eventual permanent hiring.

A temporary employment agency should keep an ongoing dialogue with their client and employee,preferably speaking over the phone.  It is imperative that the employment agency picks up the phone, rather than a voicemail, and really listen to that client’s or employee’s question.  Any employee concern and inquiry needs to be investigated and responded to, with a sense of urgency.  This procedure develops trust and a genuine feeling of concern and empathy. 

This follow-through company attitude eliminates ‘festering’ of an issue in the mind of an employee, thus reducing or even alleviating distraction from the person’s project at the client.  The agency also needs to demonstrate skills, such as keeping calm, being patient, and managing a fine balance during the client’s or employee’s crisis.  When an issue arises, time is of the essence.  Fix it! Ignoring it may affect the employee’s long-term on-the-job performance, and ultimately their satisfaction.  A temporary employment agency that understands this major issue gains a lasting partnership with their client and employee.  Take some time to read online reviews about an employment agency.

Payroll is another important entire process. If an employee senses a discrepancy with their paycheck, or one week’s pay is missing, an immediate negative reaction can arise.  The Payroll Administrator in a employment agency must respond with sensitivity to any distress call from an employee, with care and concern, and a warp-speed investigation and turnaround.  The struggle to pay bills is reality!   Again, using soft skills and a human element calms the fear of an employee.  It is vital to remain flexible with urgent employee change requests of tax withholdings, benefits deductions, and direct deposits changes. A staffing firm needs to be accommodating up to the hour before payroll processing.

A superior employment agency also may offer Health Benefits as an added bonus, which many temporary employees wholeheartedly welcome.  The Benefits Administrator needs to keep precise track of assignment’s start date, in order to initially enroll, along with assignment completion date, then must alert the insurance provider for timely transition into a COBRA plan.  As the next assignment begins, close attention is required for the eligible date to re-enroll the employee.  Some temporary employment agencies may have an even more robust insurance plan available for their very long-term contracted employees.  Another benefit of an excellent employment agency is the offering of an Employer-sponsored 401(k) retirement plan to its employees, with future employer safe harbor matching contributions.

A reputable employment agency understands which clients’ to match their employee. For example, those companies who share the same philosophy and respect.  All of these acknowledgements increase employee morale and company culture.

The best temporary employment agency is there when you need them, whenever and wherever!