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NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

  • Thursday, March 26, 2020 10:25 AM | Denise Downing (Administrator)

    Submitted by Monster

    With the outbreak of the novel coronavirus, the world is in the midst of what could turn out to be one the of the biggest pandemics of the century—or, at the very least, a disease epidemic unlike anything the U.S. has seen in over a decade. And it’s hitting people hard where they spend a huge chunk of their time: at work.

    With massive industry conferences like South By Southwest in Austin canceling at the last minute, mandatory travel bans, quarantines, and work-from-home policies in force, companies are faced with balancing the health and safety of their employees with the need to keep the lights on.

    “There are no rulebooks for this kind of stuff,” says John Bremen, managing director of human capital and benefits for advisory firm Willis Towers Watson. “This is really a new and evolving situation.”

    Now that worldwide cases of COVID-19 are in the six figures and disease experts are warning the elderly and immune-compromised to avoid travel and crowds, we heard from workplace experts about the tough choices employers must make in the midst of the turmoil. Here, we answer some of the most asked questions about how to deal with a highly contagious virus at large.

    How do you decide whether to place travel bans or have employees work from home?

    The Centers for Disease Control and Prevention (CDC) and state health departments continue to offer guidance on this for employers, but this will also largely depend on where you operate and who your employees are. If you run a business with younger employees in a state with limited or no cases of COVID-19, it’s not urgent that you send workers home immediately.

    That said, if there are COVID-19 cases in your area, you have older or immune-compromised employees, or if your workers have traveled to a high-risk area, it may be smart to have employees work from home if they can. Nearly half (46%) of organizations are implementing remote work because of the epidemic, according to a recent survey from Willis Towers Watson.

    If you’re going to encourage employees to work remotely, your IT departments should be prepared to provide laptops to those who need them or to set up technology so employees can access company systems from home. “The CDC and the state departments of health are trying to avoid large groups of people,” says Regina Morek, a human resources consultant in Ithaca, New York. “Employers might be testing out ways they can have core staff—not a large group—at the workplace and then others working from home.”

    Regarding travel, many major employers (Amazon, Apple, Google) have restricted non-essential travel and have banned all travel to countries that have been hardest hit by COVID-19, such as China, Italy, South Korea, and Iran. Some 55% of companies are encouraging virtual meetings to decrease travel, and 47% have canceled planned conferences in certain countries, according to the Willis Towers Watson data. This has already had an impact on industries supported by business travel, such as hotels, event and conference planning, trains, and airlines.

    And of course, it goes without saying that you should encourage all employees to stay home if they have any symptoms of illness.

    How should you communicate company policy and developments to employees?

    Employers should be using any and all channels to keep workers updated. “In times like this, I think overcommunicating is absolutely fine,” Morek says. She recommends communicating via email, via phone for those employees who don’t use their email or who don’t have access to email, and creating a special area on your website or intranet for COVID-19 employee updates.

    Another option: Create a dedicated phone number employees can use to find out the status of the workplace. “Supervisors must listen to employees and allay fears, as best they can, by conveying knowledge and facts,” Morek says.

    That goes for more general COVID-19 information as well. More than half (59%) of companies have organized communication campaigns geared toward preventing the spread of the disease. (Hint: Wash your hands.)

    How should you handle absences due to COVID-19 quarantines or school closures?

    How companies manage worker absences will vary depending on that employee’s vacation allotment, their duties, and their benefits in general. If a worker gets quarantined, for instance, but they can still work from home, they may not have to take any vacation or sick leave. Some companies are also pledging to continue to pay hourly workers their regular wage even if their hours are reduced due to COVID-19. Uber is offering drivers and delivery workers 14 days of paid sick leave if they’re quarantined or ill due to the coronavirus, Olive Garden pledged this week to offer all hourly workers 40 hours of annual paid sick leave, and Walmart will provide two week’s paid sick leave without using their existing sick leave.

    For employers of workers in the service, food, delivery or healthcare industries where human contact is necessary and/or the work can’t be done remotely, it’s important that you review PTO and sick leave policies. Workers are grappling with tough choices, trying to decide between working during the outbreak or losing pay if they don’t have paid sick leave.

    In a recent Wall Street Journal report, HR consulting firm leader Arthur J. Gallagher said he anticipates companies will be willing to adjust their PTO policies due to the talent shortage many are experiencing. “With the tight labor market, most employers do not want to have to replace existing employees,” he said. “I do suspect we will see an increase in flexibility,” he said.

    “Companies are trying to do what’s in the best interest of their employees,” Bremen says. “For some, [absence might be treated as] paid time off, for some it might be sick time, and for some it might be short-term disability leave.”

    You’ll want to be clear about your policies and what will happen if workers must go home for extended absences. “Does it qualify as paid family leave?” says Matthew Burr, a human resources consultant in Elmira, New York. “Are we paying people to try to get them through the hard times or is it unpaid? Are we accepting doctor’s notes? All that stuff needs to be hammered out.”

    What policies and procedures should you employ to keep business running while following necessary protocols?

    If you don’t already have a contagious disease policy or business continuity plan, now might be a great time to create one. “If employers neglected to implement a contagious disease policy during the West Nile or Ebola virus outbreaks, the severity of the coronavirus is all the impetus companies need to develop a written policy,” says Melissa Gonzalez Boyce, JD, legal editor of human resources site XpertHR. “Written policies help prevent the spread of disease by creating work rules that promote safety through infection control and minimize the negative impact of sudden emergencies.”

    Likewise, a business continuity policy will guide business operations when decisions must be made quickly in a chaotic atmosphere. It might also outline a contingency plan for vital duties and functions if an important employee (or team) is too sick to work for an extended period.

    It’s also important to practice and encourage empathy at a time of uncertainty and stress. This is especially true since fear about COVID-19 can lead to social stigma toward certain people or places. It can also result in stigma or avoidance of people who have been quarantined for the disease. Employers can discourage negative behavior or beliefs with the following practices:

    • Maintain privacy of those who may be seeking healthcare for coronavirus
    • Share accurate information and correct misinformation about how the virus spreads
    • Speak out against negative behaviors, including negative information on social media about people or groups of people
    • Share images responsibly and ensure that they do not reinforce stereotypes
    • Thank healthcare workers and responders

    Will this send us into a recession?

    It’s early days for recession talk—and this situation is a new one for most players. “There are so many unknowns, and I think it’s very difficult to predict,” Bremen says. “I think everybody certainly hopes there’s a speedy resolution to it, and I think everybody would like to get back to business as usual. The question is how long it will be until that happens.”

    In terms of government response, there have been talks of everything from a payroll tax cut to assistance to hourly workers, which indicates that these recession fears are felt broadly and different agencies are trying to mitigate damage and prepare for economic impacts.

    In the meantime, keep in mind that recent job numbers were good and unemployment levels are still at record lows. “The markets are in panic mode right now, but I don’t think there are long-term repercussions,” Burr says. “The economy’s been doing very well. We’ve got to take it day by day and not overreact to some of the coverage.”

    Where can you get the best, most up to date info about COVID-19?

    To reduce spread of the viruus, the WHO and CDC suggest the following precautionary measures:

    • Stay home when you are sick.
    • Wash your hands often with soap and water for at least 20 seconds.
    • Avoid close contact with people who are sick.
    • Avoid touching your eyes, nose, and mouth.
    • Cover your cough or sneeze with a tissue, then throw the tissue in the trash.
    • Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe. 
    • If you have fever, cough or difficulty breathing, see medical care early.
    • Stay informed and follow advice given by your healthcare provider.


  • Thursday, March 26, 2020 10:23 AM | Denise Downing (Administrator)

    Submitted by Michael Yarrow - Withum

    On March 24, 2020, the IRS published a list of 24 questions and answers regarding Notice 2020-18, which it issued on March 20, 2020. We previously wrote an article summarizing that Notice.

    The Q&As reiterate the information in the Notice, but they do provide additional color on the scope of the extension, and almost all of the new information is taxpayer-friendly. Below is the new information sorted by category, and please read the list carefully because some of the responses are not what practitioners had expected.

    Click here to read the most current information from Withum.


  • Monday, March 16, 2020 12:14 PM | Denise Downing (Administrator)

    Due to the CDC’s recently issued recommendation to avoid gatherings with more than 50 people over the next eight weeks, NJSA has made the difficult decision to postpone the 2020 Executive Leadership Conference & Golf Outing.

    All Atlantic City casinos will be shutting down in the evening of March 16th for at least two weeks. As a result, we are unable to identify the new dates until the casino reopens. We will be targeting a new date for June 2020. As soon as we confirm the new date, notifications will be sent to all.

    Thank you again for your continued support of NJSA and your patience as we work to reschedule the conference.


  • Thursday, March 12, 2020 9:46 AM | Denise Downing (Administrator)

    The American Staffing Association is working swiftly to provide staffing companies with the information they need regarding COVID-19. Please click here for updates:  https://americanstaffing.net/coronavirus/

  • Friday, February 28, 2020 10:20 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Your staffing or recruiting firm would never knowingly discriminate against any individual (especially a job seeker) with disabilities, but...

    Could your staffing technology (i.e., your website) be discriminating?

    When it comes to ADA compliance for staffing websites, there’s a lot to know, including several regulations and guidelines that could impact your site:

    • Title I of the Americans with Disabilities Act (ADA) of 1990
    • ADA Standards for Accessible Design
    • Web Content Accessibility Guidelines (WCAG) 2.0 & 2.1
    • Section 508

    While each is unique, they all have a similar goal: to make electronic and information technology accessible to people with disabilities (e.g., color blindness, vision disabilities, hearing disabilities) in a way that is comparable to the access available to others..

    So, what qualities should an ADA-compliant staffing website have?

    Unless you’re both a technology and WCAG compliance expert, it can be challenging to understand how all these guidelines impact your website. So, we did it for you. Below, we summarize the four primary qualities of an ADA-compliant website:

    Your website must be PERCEIVABLE.

    • Provide text alternatives for non-text content. This impacts things like pictures, videos and even contextual meaning in your graphics or images.
    • Provide captions and other alternatives for multimedia. Video closed captioning or transcripts can improve access for hearing-impaired individuals.
    • Create content that can be presented in different ways, including by assistive technologies, without losing meaning. Make sure individuals can adequately process your content with technology such as screenreading software.
    • Make it easier for users to see and hear all the content on your website.

    Your website must be OPERABLE.

    • Make ALL functionality available from a keyboard. If visitors must use a mouse for your website, it’s not ADA-compliant.
    • Give users enough time to read and use content. For example, check the speed at which slideshows scroll.
    • Do not use content that causes seizures or physical reactions. Images and colors that flash can create problems.
    • Help users navigate and find content. Would a visually impaired individual using assistive technology be  able to find their way through your site to access the information they need?
    • Make it easier to use inputs besides a keyboard. Screen readers should work well with your site.

    Your website must be UNDERSTANDABLE.

    • Make text readable and understandable. Scrutinize your font sizes: Is it large enough to be readable?
    • Make content appear and operate in predictable ways. For example, the way someone tabs through your site must be logical and consistent.
    • Help users avoid and correct mistakes

    Your website must be ROBUST.

    • Maximize compatibility with current and future user tools. Nobody has a crystal ball, but at a minimum, your site should work well with accessibility tools like screen readers.
    • Make sure someone is staying on top of compliance changes and technology trends, so you’re able to continue meeting WCAG guidelines.

    Need help navigating ADA compliance issues?

    That’s what we’re here for! Our WCAG compliance experts know what goes into a compliant website, and we’ve revamped our Starter and Custom Sites, as well as our Job Board, to comply with WCAG 2.0. To learn more, contact a marketing educator today.  

    Click here to download the article in PDF format.


  • Friday, February 28, 2020 10:14 AM | Denise Downing (Administrator)

    Submitted by Assurance

    With technology playing a larger role than ever in the workplace, adhering to measures that improve cyber security should play just as large, if not larger, of a role alongside it. Take, for instance, a staffing company that keeps private and personal information on their computer systems that easily identifies clients or employees. Now consider what would happen if this sensitive data falls into the wrong hands via a network security breach. Well, to put it simply, this can lead to fraud, identity theft or similar cybercrimes.

    Data Privacy Going Nationwide

    All 50 U.S. states now require the protection of sensitive consumer information and the reporting of any and all data breaches. This also permits imposing punishments for any businesses who fail to comply with these data privacy laws. Due to the prevalence of federal and state data privacy laws impacting the workplace, employers may want to scrutinize their existing privacy rules to ensure they’re compliant.

    Managing Cyber Liability Risk

    It truly does not matter the size, location or industry when it comes to a cyber-attack – it can happen to you. What does matter is complying with privacy regulations and ensuring proper safeguards are in place to minimize risk and/or the fall-out of an attack.

    Here are eight ways you can minimize your company’s risk of a cyber- attack:

    1. Develop and implement an appropriate cyber security policy
    2. Create a formal process to update software, firewalls and anti-virus programs
    3. Safeguard mobile devices that hold sensitive personal data with encryption codes
    4. Safeguard personal information within the workplace, segregating payment information and personal details on a separate part of the network and restrict access
    5. Implement regular staff training on security procedures and privacy regulations
    6. Have a breach response plan in place
    7. Investigate a company’s security practices before outsourcing any business functions, such as payroll, web hosting or data processing
    8. Have an insurance policy in place to cover this type of liability

    Next Steps

    To learn more what you can do to overcome a cyber-attack, be sure to check out our e-book on cyber liability. Be sure to also get in touch with a member of the ‘A’ Team today to discuss the right policy for you.  

    Click here to download the article in PDF format.


  • Friday, February 28, 2020 10:13 AM | Denise Downing (Administrator)

    Submitted by Avionte

    The employment landscape is changing faster than ever before and the struggle to find talent is at an all-time high. In order to stand out against the competition in such a tight, fast-moving, ultra-competitive recruiting environment, communication with top talent during the hiring process is critical.

    According to CareerBuilder, “the No. 1 frustration during the overall job search is the lack of response from employers (cited by 52 percent of all job seekers)” and “81% of job seekers say employers continuously communicating status updates to them would greatly improve the overall experience.”

    Poor communication and poor experiences during the hiring process can cost you top talent. To build strong, successful relationships with your talent, transparent and consistent communication is essential for building trust and credibility. There are a number of points throughout the process that can help you build this trust and credibility with your talent with quick and thorough communication.

    10 Ways to Communicate with Talent to Build Trust and Credibility:

    1. Confirm that their application has been received
    2. Let applicants know if they were selected for an interview
    3. Follow-up with candidates to see how their interview went
    4. Let them know if they made it to the next round
    5. Communicate the hiring timeline and process you’ll follow
    6. Let all candidates know as soon as a final offer is accepted
    7. Ask for feedback about the recruiting process
    8. Once an offer has been accepted, communicate the onboarding process and timeline
    9. Prior to their start date, provide ‘first day on the job’ logistical information, such as work address, start time, dress code, what to expect, etc.
    10. Don’t just wrap up communication once they start work, follow-up on their first day and set regular check in points to make sure you show your talent you care about their experience at work as well!

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end staffing solutions to over 900 customers and 25,000 users throughout the U.S. and Canada. Avionté delivers a robust platform for clerical, light industrial, IT and professional staffing firms to maximize profits and boost productivity.


  • Wednesday, January 29, 2020 1:46 PM | Denise Downing (Administrator)

    Submitted by TAC Benefits Group

    What is the status quo? It usually goes something like this. Your broker delivers a renewal from your current commercial carrier. The renewal is typically delivered 60 days prior to renewal and is around a 23% increase in premium from your prior year. Your broker promises you a market search for a better price. After going to the market, they come back with 2 quotes, 3 declined to quote, and some alternatives being offered by the current carrier. They negotiate with the carriers and come back with a 12% increase if you switch carriers (disruption), and you increase your deductibles and copayments. You accept this position in the final weeks before renewal and move on hoping next year will be better. Next year you repeat the same exercise, because it has to get better at some point, right? Wrong!!!

    Health insurance premiums have increased by 0ver 200% since the year 2000. Employer contributions have increased just under 200%, and employee contributions have increased around 250% in the same time period. This is clear evidence that “the status quo must go”.

    *Data provided by The Kaiser Family Foundation Benefits Survey 2000-2019.

    Many employers, including those with under 100 employees, have resorted to utilizing self-funded programs to control their cost through increased transparency. In 2019, 35% of small employers (defined as 3 to 199 covered employees by KFF) are now in self-funded plans, as compared to less than 20% in the year 2000. This is a trend that industry experts expect to continue to grow, so much so that some states are fighting back against small group self-funded health plans, specifically New Jersey. You might ask why the state would want to eliminate programs that help small employers reduce their health insurance cost. The answer is simple, special interests and taxes. You should consult with your broker or advisor to see if self-funded programs would be beneficial to you as an employer.

    How does a self-funded plan help a small employer to control the costs? Isn’t self-funded too risky for a small employer? Self-funded plans provide complete transparency as to how your healthcare spend is being utilized. This transparency helps your broker negotiate with the underwriter based on your utilization, and allows your TPA/Broker to use your data to promote cost saving programs specific to your spend. Small group self-funded programs have been designed to eliminate the risk typically associated with self-funded plans through proper placement of stop loss insurance.

    Since the mid-1980s employers have been told that the best way to lower costs is to utilize a carriers PPO network to receive deep discounts on billed charges from healthcare providers. It is true that carriers such as Blue Cross, United Health Care, Cigna, Aetna, Amerihealth, and Oscar can offer discounts as high as 60% off of billed charges. However, there is no federal or state legislation on the books, or even being considered, to regulate billed charges. Each hospital and facility have their own unique chargemaster. These chargemasters can differ considerably for procedures performed by the facility.

    The below illustration provided by Healthcare Blue Book emphasizes the significant difference in pricing between facilities situated in close geographic proximity.

    ** Data provided by Healthcare Blue Book

    As illustrated the same procedure for a colonoscopy screening can differ by as much as 800% from one facility to another. Price transparency is another way to control health care spending in your plan.

    Besides transparency and properly placed stop loss insurance, what else can I, as an employer, do to reduce my benefits costs? Referenced Based Pricing (RBP). RBP is a data-based reimbursement tool, resulting in employer savings of 20% to 30%.

    RBP eliminates the commercial carriers’ capacity to protect their most valued asset, their providers, via their high cost PPO arrangements, and place the focus back on the patient.

    What is Referenced Based Pricing and how does it save me money? RBP is a healthcare cost containment model that limits what a group health plan will pay for certain high-cost services including hospital and outpatient facility charges. There are a variety of reference-based pricing strategies employers can implement. Most often, the reimbursement rate is 120 percent to 200 percent of Medicare for a given service, based on what's reasonable in terms of the local health care market.

    The key to implementing a referenced based plan, is employer buy-in and understanding of the product. Employers should take some time to understand the concept of RBP, which will result in significant savings on their benefit spend. Implementation of RBP requires strong communication to the employees, which should be created by your broker. Your broker should do employee meetings whenever possible to educate employees and provide them with the tools they need to navigate the program.

    Michael Cleary and his team at TAC Benefits Group will be presenting on Referenced based pricing and healthcare pricing transparency at the NJSA Law Conference on February 13, 2020.

    Click here to download the article in PDF format.


  • Wednesday, January 29, 2020 1:43 PM | Denise Downing (Administrator)

    Submitted by Assurance

    The insurance marketplace is recurrent in nature. When the market is soft, insurance carriers are competing for business; therefore, rates are lower, underwriting criteria may be more flexible, and coverages are broadened. When the market is hard, there’s a reduced supply of insurance causing coverages to be narrowed and rates to be generally increased.

    Since the beginning of 2019, we’ve experienced a rapidly hardening insurance market. Auto liability has been increasing for some time, as evidenced by Q1 2019 being the 31st quarter of consecutive rate increases for that line of coverage. In Q2 2019, accounts of all sizes experienced moderate rate increases, with an average increase of 5.2% across all lines. Clients with poor loss experience have seen significantly steeper increases or non-renewals from their carrier.

    What Contributes to a Hard Market

    • Adverse loss trends/catastrophic losses
    • Decreased carrier capacity
    • Decrease in carrier investment returns
    • Lack of Reinsurance

    What to Expect in a Hard Market

    • Premium increases/lack of affordable coverage
    • Increased scrutiny on submissions – requests for additional applications, historical data, detail on losses, controls, and exposures
    • Restrictions in coverage – via policy forms or requirements for increased retentions
    • Unavailability of higher limits or coverage enhancements
    • Conditional or non-renewal notices
    • The need to change carriers, work with a greater number of carriers, or obtain coverage through the excess/surplus lines marketplace

    How to Survive a Hard Market

    • Stay ahead of the renewal process and communicate early with your broker to identify how you will be impacted.
    • Be prepared to provide much more detail at the time of renewal.
    • With shrinking capacity, carriers will be decreasing the number of brokers and wholesalers they work with. Be sure to partner with a broker with strong carrier relationships and knowledge of your industry.
    • Work with your broker to review your policies and procedures to understand where improvements can be made to secure more favorable quotes or reduce your liability to uninsured losses where coverage restrictions are imposed.

    For additional information on liability insurance, be sure to check out this e-book.

    Click here to download the article in PDF format.

  • Wednesday, January 29, 2020 1:40 PM | Denise Downing (Administrator)

    Submitted by Urbach & Avraham, CPAs

    Business owners should periodically review all operations and ascertain if you are doing business in additional states. No matter where your company is headquartered, there’s a good chance you conduct business across other state borders. How do taxes work in this situation? Learn about multi-state taxes to ensure that your business is registered with each appropriate secretary of state and collecting and submitting the proper taxes.

    If your business is headquartered in one state, but you sell your products across the border, do you have to pay taxes in the recipients’ state? This answer depends largely on whether you have what is referred to as a “nexus,” meaning an establishment in the recipients’ state.

    What is a nexus or an establishment? The following might create a nexus in a given state:

    • A temporary or permanent office
    • A warehouse
    • A storage locker
    • A sales representative based in that state

    Each state may have slightly different interpretations of how the rules work, further complicating the issue. Take for example, New Jersey, which does a lot of cross-border business with New York and Pennsylvania. NJ says any of the following may create nexus:

    • Selling, leasing, or renting tangible personal property or specified digital products or services
    • Maintaining an office, distribution house, showroom, warehouse, service enterprise (e.g., a restaurant, entertainment center, business center), or other place of business
    • Having employees, independent contractors, agents, or other representatives (including salespersons, consultants, customer representatives, service or repair technicians, instructors, delivery persons, and independent representatives or solicitors acting as agents of the business) working in the state

    Regulatory changes and court cases can change this interpretation at any time. States are desperate for revenues and are ingenious at identifying out-of-state businesses operating in their jurisdiction. With a sales tax in 45 states, it’s essential you are in compliance.

    BY: Pamela Avraham, CPA, Partner, Urbach & Avraham, CPAs which provides accounting and tax services to staffing agencies. Firm may be reached at 732-777-1158 or pma@ua-cpas.com. Firm website is www.ua-cpas.com

    Click here to download the article in PDF format.

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