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Staffing News Online

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.

  • Wednesday, August 21, 2019 1:41 PM | Denise Downing (Administrator)

    Submitted by Two River Benefits Consultants, LLC

    Assembly bill 4134 bill creates the NJ Secure Choice Savings Program Fund -The last line of the bill states that this act shall take effect immediately. Your company is eligible, if during the previous calendar year employed 25 or more employees in the state, has been in business at least 2 years, and has not offered a qualified retirement plan under sections 401a, 401k, 403a, 403b, 408k, 408p or section 457b of IRS Code of 1986 in the preceding 2 years. Companies with 25 employees or fewer can participate voluntarily in the state program.

    This means every employer 25 lives and above is required to offer each employee an IRA and automatically enroll 3% of their pay to send to the state program. If your company has fewer than 25 employees, your company is exempt.

    The IRA State Plan administration, and New Jersey Board to oversee it is not set up yet by the state, so complying immediately is a bit of a stretch unless you have a current 401k plan and want to offer this type of program through your 401K. There are penalties for non compliance for employers who, without reasonable cause, fail to enroll employees who have not opted out of the program.

    Fines are noted as follows:

    • 1st Calendar year 2019 during which a violation occurs- a written warning from the Department
    • 2nd Calendar year 2020- A fine of $100
    • 3rd and 4th Calendar year 2021 and 2022.- A fine of $250 for each employee who was not enrolled or opted out of the enrollment.
    • 5th calendar year 2023 and beyond- A fine of $500 for each employee who was not enrolled or opted out of the enrollment

    Don’t hold your employees money if you participate. The fines get really large if you do this.

    An employee is defined as any individual 18 years or older, who lives in the state or is employed by an employer in New Jersey, and whose wages are subject to withholding. The bill provides that employees be enrolled within 24 months after the effective date of the bill- so by March 28, 2021. Employees must be enrolled within 3 months of date of hire, unless the employee opts out.

    The bill stipulates that employers and the State will not be Fiduciaries on the plans. I am not sure how they will avoid that as the fiduciary status of employees involved in retirement and IRA’s is the purview of the SEC, but that will be determined as this moves along.

    These type laws are coming in many States. California has a similar program to New Jersey called Calsavers. Other States exploring these programs or having passed laws are Pennsylvania, Illinois, Maryland and others. The Federal government has bills pending currently called Savings for the future act by Democrats, and the Secure act of 2019 by Republicans. Be assured that this is not going away any time soon for employers, as both Republicans and democrats support these bills. The government is trying to push away this liability from themselves as many employees do not save for retirement, and the government cannot afford to pay for the liability that awaits them if Americans do not save more money moving forward.

    It will become complicated for employers as the Federal government is expected to pass some type of new law in 2019. Make sure you have someone who understands how your staffing company works. Two River Benefits can help you with the administration of these plans. We are happy to help all Staffing companies with the enrollment issues, as we understand automatic enrollments.

  • Wednesday, August 21, 2019 8:59 AM | Denise Downing (Administrator)

    Submitted by Peckar & Abramson, P.C.

    Written by Kevin J. O'Connor and Shannon Azzaro

    Employers in New York have, for years, dealt with a comprehensive wage theft law. Across the Hudson, New Jersey has now adopted what looks to be the most comprehensive wage theft law in the entire country. Employers are well advised to act quickly to ensure their pay practices are defensible to eliminate or reduce risk. Human resources professionals and managers should be trained on the anti-retaliation provisions of this new law to avoid missteps.

    Under New Jersey’s Wage Theft Act (the “Act”), the Legislature has now permitted treble damages and criminal penalties for non-payment of wages to New Jersey employees. Additionally, the new law allows for a legal presumption of retaliation for any adverse employment action that occurs for months after an employee complains about their wages. The presumption is rebuttable, but to do so the employer must come forward with clear and convincing evidence. The law further extends the statute of limitations to six years and allows for reinstatement of employees.

    Treble Damages and a New Six Year Statute of Limitations

    The Act allows for an employee who prevails in an action against an employer for unpaid wages to recover the wages owed plus liquidated damages in an additional amount equal to up to 200 percent, plus reasonable costs and attorneys’ fees.

    Moreover, the Act extends the statute of limitations from two years to six years (three years beyond that which is permitted under the Fair Labor Standards Act).

    Anti-Retaliation Protections in the Act

    The Act serves to give a cause of action to an employee who is discharged or otherwise subjected to an “adverse employment action” in retaliation for making a wage theft claim. Employers are required to offer reinstatement of an aggrieved employee or take other action needed to remediate the retaliation. Significantly, the Act allows for a rebuttable presumption that the adverse employment action is tied to a complaint about wages where the event occurs within ninety days of the employee filing a complaint with the New Jersey Department of Labor and Workforce Development or bringing a claim or action for violation of wage payment laws. The presumption can only be rebutted by clear and convincing evidence that the adverse action was taken for other non-retaliatory reasons. In essence, employees who make complaints about their wages are relatively insulated from termination.

    Criminal Penalties

    The Act contains expansive provisions criminalizing the failure to pay wages. Employers who knowingly fail to pay an employee the full amount of wages agreed to or required by law, or who retaliate against an employee for making an internal or external complaint, participating in a proceeding relating to wage payment laws, or because the employee has informed another employee about wage and hour rights under state law, violate the Act. The penalties could range as follows:

    • First Violation – the employer is guilty of a disorderly persons offense and faces a fine of $500 to $1000, imprisonment of 10 to 100 days, or both;
    • Second Violation – the employer is guilty of a disorderly persons offense and faces a fine of $1000 to $2000, imprisonment of 10 to 100 days, or both; and
    • Third and Subsequent Violations – the employer is guilty of a crime of the fourth degree and faces a fine of $2,000 to $10,000 imprisonment of up to 18 months, or both.

    Under the Act, an employer’s failure to pay compensation as agreed within thirty days of the date due is a disorderly persons offense and carries a $500 fine and 20 percent penalty. Subsequent offenses carry penalties of $1000 plus 20 percent of wages owed. Effective November 1, 2019, employers who have been convicted of violating the law on two or more occasions are guilty of the crime of a “pattern of wage nonpayment” which is a third-degree offense.

    It's a whole new era in New Jersey for employers. Employers must be ready for an increase in wage and hour claims, and be cautious whenever disciplining employees to be sure those employees have not made any recent complaints of wage and hour violations. Employers would be well advised to carefully audit and review their compensation, timekeeping, and wage and hour classification policies and procedures to ensure compliance with the myriad laws and regulations that can trip up even the most cautious employer.

    *Kevin J. O'Connor, Esq. is a shareholder with Peckar & Abramson, PC, a national law firm, and focuses his practice on construction and commercial litigation, EPL, D&O and class action defense. He is resident at its River Edge, NJ office. Shannon Azzaro is an associate resident in P&A’s New Jersey office with a practice focus on employment and commercial disputes.

    Click here to download the article in PDF Format.

  • Wednesday, August 21, 2019 8:49 AM | Denise Downing (Administrator)

    Submitted by TempWorks Software

    According to data recently released by the American Staffing Association, the top concern for staffing agencies across the country is how to attract and retain temporary employees. With the ongoing effects of the tight labor market, staffing agencies are looking for new ways to improve recruiting and onboarding processes to attract and retain their temporary employees. Here are four simple ways to improve your recruiting and onboarding processes and increase employee engagement at your staffing agency:

    1. Implement a paperless application and onboarding process.

    The best way to make sure that candidates finish your application process and move into the hiring and onboarding process is to make it as convenient and painless as possible. If you’re still requiring candidates to sign paperwork and apply at your office, then you might be missing out on promising candidates. Make your application process fast and easy by going paperless and optimizing for mobile devices.

    2. Have a quick response time and send more personalized messages.

    In today’s tight labor market, it’s important to do everything in your power to make sure candidates come to your door instead of your competitor’s. The key to keeping candidates engaged is making them feel like valued applicants. Two easy ways to make candidates feel valuable is through a quick response after their application is submitted as well as a personalized message that shows that they’re not just another number. Start simple by setting a goal to respond five minutes faster than your average response time. Then evaluate your staffing software to see what fields you might be able to leverage to easily send messages that are more personalized than just an automatic response.

    3. Stay in touch between hire date and start date.

    Again, one of the keys to employee retention is making the employee feel like they are valued. An easy way to make an employee feel valued is regular communication. A simple step is creating a communications plan for when and how to contact candidates after hiring and before their start date. This could be as simple as reaching out to ask if the candidate has any questions about their upcoming position, such as the site location or dress code.

    4. Ask for frequent feedback about your application and onboarding process.

    In addition to making your employees feel more valued by soliciting feedback, asking for frequent feedback on your current application and onboarding process is an easy way to figure out how to find ways to improve. Think of it like a free efficiency evaluation that will help you find better ways to work while simultaneously engaging your employees!

    There are many ways to find small efficiencies in your current application and onboarding process to enhance the candidate and employee experience. If you want to learn how TempWorks Software can help staffing agencies improve onboarding efficiencies, read more about our onboarding staffing software or contact us today to learn more!

    Click here to download the article in PDF format.

  • Monday, July 29, 2019 11:34 AM | Denise Downing (Administrator)

    Submitted by Monster

    Who are millennials and Gen Zers? What kind of hiring experience do they expect? How will they train for jobs? Who should prepare them for the future of work? These are just some of the questions we answer in our on-demand webinar, "What's the deal with hiring millennials?". We also share insights and strategies to reach and hire today's emerging talent.

    Kate Rambo, Monster's Director of Public Relations, guides this view into the millennial mindset.

    Click here to watch the video: https://vimeo.com/346944931/0612132f68

  • Monday, July 29, 2019 11:30 AM | Denise Downing (Administrator)

    Submitted by Two River Benefits

    Below you will find an easily understandable grid that outlines the many changes coming for your New Jersey Disability plans starting in January 2020. The cost of the plans will be increasing above 50% over the entire 2020 year. Most of the increase coming from the minimum wage increase to $11 from the current $10/hour and $8.85 prior to July 2019. The employer will have to pay this increase along with the increase for all employees making over $34,500. The maximum for pay will increase to $131,500 from the current $34,500. I estimate this cost at around 30%+ for both minimum wage and Maximum pay increase for most staffing companies.

    The other increase will be for the increase in benefits in the middle of the year- July 1. This cost is estimated at around 18%, and is to be paid by the employees(supposedly). We will know more in October when the state comes out with the employee rates for 2020.

    If you are a current customer of mine, call me if you have questions. If you don’t work with us, we are always available to explain how this benefit works for you and your employees. Dave Koch CEO Two River Benefits cell- 848-218-1947.

  • Thursday, July 25, 2019 2:08 PM | Denise Downing (Administrator)

    Submitted by Avionte

    Blogging is one of the key components of any recruitment marketing plan. It helps drives traffic to your website (SEO), gives your firm some serious street cred and ultimately, boosts placements.

    Consider this scenario:

    Aiden is contemplating leaving his job as a software engineer but before he applies anywhere, he needs to spruce up his resume. He Googles, “Top Tips for Updating Your Resume” and clicks on one of the first links that leads to a blog post from ABC Staffing.

    He reads the blog having a better understanding of what he needs to do in terms of updating his resume. Before he leaves the blog post, he notices a call to action button that says, “See current job openings” and clicks the link. It takes him to ABC Staffing’s job board where Aiden discovers many positions that he’s interested in. After beefing up his resume, he applies for a few jobs at ABC Staffing.

    In this scenario, that one blog post that ABC Staffing published brought Aiden to their website, established credibility/trust and eventually drove his decision to apply.

    The key to blogging is brainstorming what topics or search queries candidates are actively searching for and then making helpful content to answer their questions.

    Listed below are four real examples of hot recruiting topics to blog about.

    Bonus: We also included five pro blogging tips to help your blog grow.

    Topic: Cover Letters

    Cover letters are consistently a pain point for candidates. When is it appropriate to attach a cover letter? How long should it be? What should I include? Questions like these are constantly being searched for in Google. Give your firm an opportunity to answer these questions with meaningful content.

    Sample blog topics:

    • How long should my cover letter be?
    • Examples of amazing cover letters
    • What recruiters look for in a cover letter

    Real life example: https://www.celarity.com/blog/really-need-cover-letter/

    Topic: Temp positions vs permanent positions

    This topic is often at the top of many job seekers minds yet it’s one of the most misunderstood subjects, especially around the pros and cons of each.

    Sample blog topics:

    • Pros & cons of temp jobs vs permanent jobs
    • Advantages of temporary employment
    • When to accept a temp job

    Real life example: Should you Accept a Temp Job When You’re Seeking Permanent Placement?

    Topic: What employers look for in candidates

    Before any interview, a vast majority of candidates will feel some sort of anxiety. What do people do in 2019 when they have anxiety about something? They search the internet of course for answers!

    Sample blog topics:

    • 10 musts dos during a job interview
    • What employers like to see in candidates
    • 6 ways to separate yourself from other job candidates

    Real life example: Top 7 Qualities Employers are Looking for in Candidates

    Topic: Why working with a recruiter is a great idea

    Believe it or not, there are many misconceptions around the role of a recruiter. Explain to readers why a recruiter can be so helpful in a job search and take it from there.

    Sample blog topics:

    • Tips on working with a recruiter
    • Why leveraging a staffing firm can help land the job of your dreams
    • 5 reasons why you should look to a recruiter for your next job

    Real life example: Consider Working with a Recruiter to Find Your Next Job

    Pro tips

    As a bonus for reading this far, here are a few additional ideas to take your blogging to the next level.

    Video blogging (Vlogging)

    Not a good writer? Don’t have time to write out a full blog post? Try taking a video of yourself addressing any topic of your choosing. The video doesn’t have to be fancy, a smartphone camera should do the trick. Additionally, you could make bite-sized videos (3 minutes or less) on a trending topic and then share across your social network. After all, social media is in a way, a blog platform.


    Start by interviewing recruiters, job seekers and any other relevant staffing professionals and ask them to compile a list of all the frequently asked questions they get from job applicants/candidates. After you have your list, put together a blog that addresses each of them. This list should give you tons of topics to blog about in the future. Each FAQ could merit its own blog post.

    Testimonial blog

    Out of all the people your firm has placed, there’s bound to be a number of employees who are ecstatic about your firm. Contact these individuals and ask if they’d be willing to share their positive feedback. Once you have their testimonials, use it to construct a blog. Be very strategic with your questions, here are a few to get you started.

    • Why did you go looking for a recruiter?
    • What was your experience like working for (YOUR FIRM)?
    • Would you recommend (YOUR FIRM) to a friend? If so, why?

    Additionally, if you search through 3rd party reviews from Facebook, Google or Yelp – those positive reviews can help your recruitment marketing efforts immensely. If you think about it, they’re essentially testimonials you can use.


    A picture is worth a thousand words. Adding pictures, graphics, videos or any other digital media to your blog post can dramatically help keep readers engaged on your blog. Having a block of text without many page breaks or images is dull and can detract readers (even if your blog post is amazing).

    Keep keywords in mind

    A big part of a successful SEO strategy is identifying which keywords your firm wants to rank for and then strategically placing those keywords throughout your blog content. If you need some help in determining what keywords to target, check out this comprehensive guide from Moz. It’s a long read but gives a great overview of SEO in general.

    Hopefully, these hot recruiting topics and tips can help boost your blog strategy. If you need more help with your marketing strategy in general, check out our blog post on “6 Free Tools to Help with Your Recruitment Marketing” for some practical advice.

    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.

    Click here to access the article on Avionte's website. 

  • Thursday, July 25, 2019 1:47 PM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Staffing agencies and recruiters have all experienced this problem when posting multiple jobs to job boards.

    This example features 10 jobs on a job board. Job A is receiving ZERO applications. Job B is receiving 100 applications.

    Both of those results are undesirable.


    Yes, 100 applications are fantastic, but to fill an open job, does a recruiter really need 100 applications?

    Probably not.

    No, zero applications are not good for anyone. It’s impossible for a recruiter to fill a position that receives zero applications.

    So, how can that be solved?

    Introduce one of the main benefits of programmatic advertising.

    Application Caps in Programmatic Advertising

    While there are a number of different definitions in programmatic advertising, one of the best methods to implement the technology comes in application caps.

    Let’s jump back to our example above.

    We have one job with 100 applications and one job with zero applications.

    How can we improve that problem? It starts with the information we need to know before posting the jobs.

    For Job A, let’s say your recruiter needs 10 applications to fill the open position. For Job B, let’s say the recruiter needs 20 applications to fill the open position.

    Enter programmatic technology.

    Yes, It’s That Simple

    By using programmatic technology, and the correct software program, we can set those rules in the initial setup of the campaign.

    Tell the software that Job A needs 10 applications. Tell the software that Job B needs 20 applications.

    Now let the programmatic technology do the work.

    Advertising spend goes toward those two jobs to drive the applications you need for that position. The software will work to meet those goals. Once the goal is reached, the spending for the positions is turned off (or switched to other jobs).

    No more wasted spend. No more stacks of applications your recruiters want nothing to do with.

    The job gets filled as efficiently as possible and there is zero to little wasted recruitment spend.

    What If the Job Isn’t Getting Applications?

    Good question!

    In the programmatic advertising software, we can set a cost-per-click bid or a cost-per-application goal. Let’s say we want to bid $0.25 cost per click for that job or $10 per application.

    Remember that we need 10 applications to meet our goal for Job A. After seven days, we have two applications. But we need 10 applications at the end of a two-week span.

    The programmatic software is set up to increase your cost-per-click bid to meet your goal of 10 applications at the end of the two weeks. That $0.25 CPC can increase to $0.50. That $10 application goal can increase to $15.

    Now, it won’t spend endlessly just to reach your goal of 10 applications, but it will do everything within its capabilities to reach your goal. If it can’t reach the goal, that means we have to increase our budget because the market rate for the jobs is below our budget.

    How Do We Know How Many Applications We Need?

    Another good question!

    That comes back to the internal team at your staffing agency. Can you look at your applicant tracking system and determine how many applications came in for a past job? Can you use that data to determine how many applications you need to fill the job?

    If you can’t, now is the time to start recording that data. Work with your recruiters. They may have a gut instinct, but if we are able to record data, the real numbers will provide better data than gut instinct.

    One Last Beneft – Setting a True Recruitment Budget

    In the past, how has your staffing agency or team of recruiters set its recruitment budget for job board spending? Was it a percentage of revenue? Was it a number that just “felt right”?

    The rules-based bidding will help provide a market-value baseline for applications to fill open job orders.

    We are going to learn how many applications are needed to fill a specific job. It’s going to be different for a nurse job and a machine operator job.

    That’s step one.

    Step two comes in knowing how much each application costs. The programmatic software will tell us it costs $5.27 for a machine operator application but $43.79 for a registered nurse application.

    Multiple the number of applications we need by the market value of the application cost and we have the total advertising spend for that job. Let’s say we need 10 nurse applications, that brings a total of $437.90 for the registered nurse job.

    Extend that budget by taking the $437.90 and multiplying it by the number of open positions. With 10 RN positions to fill, that’s a recruitment spend of $4,379.

    That entire number is data driven. It wasn’t a guess. It wasn’t gut instinct. It wasn’t a number set because it’s what we did in the past.

    It’s a number based on an actual result. It might be higher. It might be lower.

    What it does is set expectations for the cost of what it takes to fll those open positions.

    Leverage Programmatic as Part of Your Recruitment Marketing Strategy

    This example of programmatic technology is an awesome benefit. Minimize wasted recruitment spend on jobs that bring in dozens, or even hundreds, of applications you don’t need.

    Efficiently set recruitment budgets based on actual data. This allows for better decisions, not only on the recruitment spend but across the entire recruitment marketing process.

    At Haley Marketing, we aren’t just focusing on programmatic technology and job distribution to help your recruitment marketing strategies. It also revolves around employer branding, a career site and social recruiting.

    Learn how we can help!

    Click here to download the article as a PDF.

  • Thursday, July 25, 2019 1:42 PM | Denise Downing (Administrator)

    Submitted by Urbach & Avraham, CPAs

    The State and US Dept. of Labor (DOL)are increasingly paying attention to wage-and-hour calculations and thus launching more wage and hour exams.

    The Plot
    Unintentionally or otherwise, a NJ landscaper cut some corners, and recently got raked over by the DOL. Fullerton Grounds Maintenance, a Kenvil-based landscaping service, failed to pay more than $500,000 in OT to its employees, per the NJ Dept. of Labor & Workforce Development’s Division of Wage & Hour Compliance.

    The DOL Harvest
    A 6-month investigation revealed that workers had not been paid $529,898, collectively, in OT for time worked over 40 hours a week. The employer cooperated with the investigation, according to the State, “and agreed to perform a self-audit to calculate the amounts owed to the 362 employees who were paid improperly.”  

    The NJ DOL investigation also determined that the landscaping company took illegal deductions for uniforms and other items not permitted by the NJ Wage Payment Law.

    Another DOL Shopping Spree
    An employee-generated 2019 NJ DOL audit recovered $133,490 for nine underpaid supermarket workers. A US DOL exam of R&J Supermarket Corp. in Jersey City, revealed OT, minimum wage and recordkeeping violations. For deficient employee records, the employer paid $49,349 in penalties.

    A Growing Concern
    The pace of wage-hour investigations — many of which are triggered b employee complaints, is on the rise. In 2018, the US DOL’s Wage and Hour Division (WHD) recovered $304 million in back wages. As these NJ audits reflect, once an agency begins to investigate your firm, there’s no telling what it’ll turn up.

    More Concern
    US and State agencies aren’t the only ones chasing after companies. Employers will confront more wage-hour class action suits as more plaintiff-lawyers take up the charge. There’s been “an on-going migration of skilled plaintiffs’ class action lawyers into the wage and hour litigation space for close to a decade,” according to the Annual Workplace Class Action Report by the Chicago law firm Seyfarth Shaw LLP.

    An Ounce of Prevention… firms should keep up with the latest developments in State and US wage and hour regulations. They should consult with their legal and accounting advisor regarding any employee classification, overtime or other questions. At Urbach & Avraham, CPAs, we work with many experienced employment attorneys.

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

    Click here to download a PDF of the article. 

  • Tuesday, July 16, 2019 5:23 PM | Denise Downing (Administrator)

    NJSA is now accepting nominations for the 2019 New Jersey Staffing Employee of the Year.  Please consider nominating one of your outstanding temporary or contract employees for this award. 

    The award will be presented at the 2019 Annual Conference on November 14, 2019.   Please click here to download the nomination form.  

  • Tuesday, July 16, 2019 5:11 PM | Denise Downing (Administrator)

    The NJSA Nominating Committee is soliciting nominations for the 2020 Board of Directors. The term of each Director is for two years.  Board service requires participation in monthly board meetings (in-person or via conference call) and NJSA committees.  Volunteering on the NJSA Board of Directors is an investment in your career and an opportunity to expand your staffing contacts and resources.  Please click here to download the nomination formSelf nominations are encouraged!  The deadline for submissions is Friday, September 20, 2019.

Click on the dates below for Staffing Online News archives from 2017 and 2018.  

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