The Staffing Edge Blog

Focus on your core business. We’ll take care of the rest.

How the Changes to Ontario Public Holiday Pay Will Affect Your Agency

Posted by Chelsea Henry

|

Jul 4, 2018 9:00:00 AM

How-the-Changes-to-Ontario-Public-Holiday-Pay-Will-Affect-Your-Agency--compressorOntario has recently introduced many changes to employment legislation, which have had wide-ranging impacts on staffing agencies and businesses alike. One of the most talked-about has been the changes to minimum wage legislation, but the government bill included provisions on many subjects. Leave, holiday pay, equal pay, unionization, and scheduling were all addressed.

Download our free guide on everything you need to know about starting a  successful staffing firm.

The government initially drafted the bill containing most of these changes last spring to follow up on recommendations of a special committee. Following the release of the draft, there was much debate, and continuing conversation with stakeholders led to a number of revisions before the bill was passed in November.

Even after the legislation was passed, however, discussions continued. The government considered feedback from many different stakeholders. The legislation continues to be amended and tweaked.

One recent update has been to public holiday pay and how it will be calculated. The government’s latest revisions happened on May 7, 2018, and took effect on June 1, 2018.

Reverting to the Tried and True

Ontario Regulation 375/18 was filed on May 7, 2018, and went into  effect on June 1, 2018. It essentially restores the previous formulation for calculating public holiday pay. Many stakeholders expressed concerns about the proposed new formula, even before the government passed Bill 148 in November.

The new proposed formula appeared to have been made without a proper review of the impacts, which prompted concerns from stakeholders. Through continuing dialogue, the Minister of Labour determined there were legitimate concerns and proposed to revert to the old formula between June 1, 2018, and December 31st, 2019.

Missing the May Holiday

Unfortunately, the change didn’t come into play soon enough. Staffing agency owners needed to calculate public holiday pay for the Victoria Day holiday using the new formula. Under this method, agencies must divide regular wages earned during the pay period prior to the holiday over the number of days worked in that period.

For example, if an employee worked five days and earned $420, they would need to be paid $84 for the public holiday.

Looking Forward to Summer Long Weekends

The old formula was restored on June 1, 2018, which means the remaining holidays of the summer and the rest of the year will be calculated using the older method. The Canada Day public holiday will see Ontario staffing agencies return to the previous formula. Every public holiday for the year of 2019 will also follow this formula.

Ensure your payroll provider and HR staff are well aware of the change and have reverted back to the older method.

The Previous Formula

A reminder about the older formula is in order since it’s about to be reinstated. Under this formula, public holiday pay should account for the total amount of regular wages earned and vacation pay payable for the four work weeks before the week of the holiday. This amount is then divided by 20.

For example, if the hypothetical employee had earned $420 each week for the four weeks prior to Canada Day, their total amount would be $1,680. Their payable vacation pay would also be factored in, and the total divided over 20. This employee would earn approximately $87 as public holiday pay.

A New System in 2020

The reinstatement of the previous formula is currently scheduled to end on December 31, 2019. Until then, the Minister of Labour plans to study the impacts of changing vacation pay formulas and how to make these changes better for everyone involved.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

What Is Quebec’s Bill 176?

Posted by Mai Dowdie

|

Jun 20, 2018 9:00:00 AM

What-Is-Quebec’s-Bill-176--compressorIntended to take effect in January 2019, Quebec’s Bill 176 will affect non-federal employees in Quebec, or about 90 percent of the workforce. This means changes to employment legislation in the province will also affect many staffing firms and employers alike.

Download "How a Complete Back-End Solution Helped a Staffing Agency Get  Started" Case Study 

Bill 176 seems to be following a trend to update employment legislation taking place across the country. In 2018, both Ontario and Alberta saw new legislation come into effect. Quebec’s proposed legislation seems poised to follow in their footsteps.

Amending Labour Standards

Similar to Ontario and Alberta, Quebec’s Bill 176 is aimed at updating and amending the labour standards. In fact, the proposed law is literally named “An Act to amend the Act respecting labour standards.” 

The legislative bill’s title suggests the primary reason for these changes is to facilitate family-work balance. This could have been a response to other provinces surveying their own labour standards. It could also have been a response to the backlash from Quebec nurses facing what they feel is excessive overtime.

Major Changes Ahead

Any time legislation is proposed to make changes to existing labour codes, staffing agency owners should sit up and take notice. Governments can often be reactive, introducing hastily drafted legislation without fully considering the impacts on employers, employees, and the broader society. Ontario’s Bill 148 is a good example. Current federal legislation about legalizing marijuana is yet another. 

If Bill 176 does proceed, it would take effect in January 2019, which gives employers little time to prepare for the changes the legislation is proposing to make. 

As a staffing agency owner, you too need to be aware of the coming changes. They’ll also affect your business.

What Changes Are Coming?

One of the proposed changes staffing agency owners should pay particular attention to is the prohibition against paying employees lower wages for doing the same tasks in the same establishment. Bill 176 suggests this regulation should apply to all employees, regardless of employment status or rate of pay, such as overtime or holiday pay. 

Under Bill 176, an employee will also have the option to refuse to work more than two hours beyond their normal daily hours. Currently, an employee can be asked to remain four hours longer. An employee can also refuse an overtime shift if the employee is not given five days’ notice. Some exemptions will be made. 

Vacations and other leaves are also facing changes. Bill 176 will change the length of time an employee must be employed to receive three weeks’ vacation from five years to three. The current requirement to work three continuous months to qualify for up to 26 weeks leave would be eliminated.

Balancing Family and Work

With relation to the “family-work balance” part of the title, changes will affect an employee’s options for personal leave. The law will revise the duration of unpaid leaves of absence depending on circumstances. This includes bereavement leave. 

Bill 176 will also address the definition of an “employee relative.” Employees must often take leave to act as a caregiver, and more consideration will be given in these cases. A revised definition would also affect bereavement leave and adoption.

Agency Changes

Perhaps the most important change for staffing agency owners operating in Quebec will be licensing. Bill 176 proposes those operating personnel placement agencies or recruitment agencies will need to be issued a licence by CNESST. Employers who work with unlicensed agencies could be fined up to $6,000.

In addition to paying employees equivalent wages, personnel employment agencies will be liable for adhering to these new regulations. This includes holiday pay, vacation pay, and so on.

This is just a brief survey of the changes Bill 176 proposes to the labour standards in Quebec. There are other regulations that will take effect if and when Bill 176 passes. Staffing agency owners should be aware and prepared but also voice their concerns about unintended impacts to the government. Bill 176 isn’t yet law, and amendments are possible.

how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Staffing Industry

3 Things Staffing Agency Owners Must Know about the Alberta Standards Code Changes

Posted by Shannon Dowdall

|

Jun 18, 2018 9:00:00 AM

3-Things-Staffing-Agency-Owners-Must-Know-about-the-Alberta-Standards-Code-Changes--compressorThe world of work and business is evolving. As technology changes how virtually everything is done in business, employers must keep up with the new demands of a competitive marketplace. They’re also looking to keep pace with the changing expectations and demands of employees.

Download "How TSE’s Back Office Support Helped a Staffing Agency Expand  Nationally" Case Study

The rise of just-in-time production has spurred the growth of just-in-time staffing, which has led to the growth in temporary and contract work. The gig economy is now in full swing, and many workers have embraced the increased freedom and latitude it brings. Staffing agencies are more popular than ever before, for employers and job seekers alike.

Governments finally seem to have noticed the significant changes, and now they’re attempting to modernize their employment legislation and standards for this new reality. Ontario introduced a number of changes to employment legislation, and Quebec appears ready to follow suit. Alberta has introduced a raft of changes to the Alberta Standards Code.

If you’re a staffing agency owner, you need to know these three things about the changes.

1. Leave Legislation Is Changing

One of the important changes coming is new leave legislation. One change of potential concern to staffing agency owners is the length of time prior to eligibility for leave. Under the previous version of the code, employees had to remain with an employer for one year before they’d be eligible for any leave.

The revised Code shortens this period significantly, making employees eligible for all current and new leaves after just 90 days. Other changes include extending compassionate care leave and maternity and parental leaves.

2. Changing Requirements for Compressed Work Weeks

Many employers utilize what’s been known as a “compressed work week.” A good example is a weekend shift that encompasses three 12-hour shifts worked on Friday, Saturday, and Sunday. This is just shy of the traditional 40-hour workweek but occurs in a much shorter period of time.

This type of work is to be renamed “averaging agreements” and will allow employers and employees to average the employees’ worked hours over a period of one to 12 weeks for the purposes of determining overtime. It must have majority support from affected employees.

3. Changes to Wages

The new Alberta Standards Code has several provisions pertaining to wages. Perhaps the biggest change is to the minimum wage, which will rise to $15 per hour in October 2018. This will be the highest minimum wage in Canada until Ontario follows suit with a $15 minimum wage in 2019.

The revised Code also contains provisions about general holiday pay, overtime, and vacation pay. Holiday pay will now be calculated at five percent of wages, holiday pay, and vacation pay earned in the four weeks preceding the holiday. Employees are no longer required to have worked 30 days in the past year to be eligible.

Vacation pay is now set at four percent of wages for employees who have been employed five years or less. For those who have been employed for more than five years, the rate is six percent.

Overtime banking is now being extended from three months to six months, allowing employees to bank overtime hours for longer. The revised code also allows a banked overtime hour to count as an hour and a half, rather than the straight hour-for-hour formula used previously. Thus, an employee who banks 40 hours of overtime can do so over six months, and they would be entitled to 60 hours of lieu time.

Why You Need to Know

Many staffing agencies offer payroll services to their clients. It’s thus important for them to be aware of changes to employment legislation, especially surrounding leaves, vacations, overtime, and wages.

Keep these changes to the Alberta Standards Code in mind and you’ll be better prepared to serve your clients with operations in Alberta.

how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Staffing Industry

6 Thriving Sectors in the Staffing Industry

Posted by Karen McMullen

|

Jun 13, 2018 9:00:00 AM

6-Thriving-Sectors-in-the-Staffing-Industry-compressorThe Canadian economy has remained strong in recent years. Many companies have expanded their operations, which has led to an increased demand for specialized personnel. The employment outlook remains rosy with the economy firing on all cylinders.

Download "How a Complete Back-End Solution Helped a Staffing Agency Get  Started" Case Study

The rate of unemployment fell to 5.7 percent in December, which is the lowest level in the past 40 years. And the positive job outlook will likely continue in 2019 and beyond. Jobs are popping up at an expedited rate.   

So, what are the in-demand roles and sectors in the staffing industry in Canada? Here, you will learn about six thriving professions in the staffing industry.

1. Fulfillment Associate

Fulfillment associates obtain and process orders from customers at distribution centres. They are in demand at the moment due to an increasing number of consumers ordering goods online. The popularity of online sales has led many warehouses to pop up in the country, thereby increasing demand for fulfillment associates.

2. Construction

Construction has picked up steam lately, driven by the housing boom. An expanding population has resulted in increased demand for residential houses. In addition, increased corporate activities have also led to increased demand for commercial buildings.

The construction industry in Canada has continued to grow in the past two years. Urban areas including the GTA are driving the construction sector. This has resulted in an increased demand for construction workers.

3. Alternative Energy

The alternative energy sector is also driving demand for specialized professionals. Interest in renewable energy has increased over the years. There are already many job openings, mainly in the province of Alberta. The number of skilled workers is far below the demand, which is something that staffing firms should consider when creating a recruitment strategy.

4. Business Analyst

Business analysts are also in demand in the country. They play an important role in ensuring efficient business operations. They make sure the business makes the best use of resources and technology, resulting in increased operational efficiency and profitability. With businesses keen on improving operational efficiency, the demand for business analysts will remain strong.

5. Software Engineering

The demand for software engineers will continue to rise in the coming years. They are needed to build applications for different industries. From banking to the pharmaceutical sector, every business today relies on software engineers to keep them a step ahead of competitors and increase profitability.

 6. Project Management Engineer

Project management engineering positions also remain strong in Canada. The booming housing sector has resulted in increased demand for project management engineers. Staffing firms need to develop a strong strategy to solve the shortage of engineers in the country and effectively meet client demand.

With the improving Canadian economy, industries will demand additional labour. Staffing firms should go the extra mile to ensure employers’ demands are met in the most efficient manner. Improving your agency’s operational efficiency through the use of technology and outsourcing non-core tasks to a back office services provider will help your team focus on recruiting the best talent that will effectively meet client needs in the staffing industry.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

Is Your Staffing Agency Leveraging the Gig Economy?

Posted by Ray Gonder

|

Jun 6, 2018 9:00:00 AM

Is-Your-Staffing-Agency-Leveraging-the-Gig-Economy-compressorYou’re probably aware of the rise of the gig economy by now. Not only is the term buzzing everywhere in the business world, the temporary and contract workers that make up the gig economy are fast becoming a global norm. Your staffing agency stands to benefit greatly from the gig economy and its talent in various industries. 

Download "How a Complete Back-End Solution Helped a Staffing Agency Get  Started" Case Study

The key question to ask, however, is whether your staffing agency is leveraging the gig economy. If your answer is “no” or even “not yet,” it’s time to make a change. Leveraging the gig economy can mean the difference between running an agency that struggles to survive and running one that’s sustainable long into the future.

Tapping into the Gig Economy Means Gaining a Talent Pipeline

Let’s say your staffing agency only offers permanent solutions for a specific niche. While this isn’t a bad business situation to be in within the staffing industry, your risk for productivity slowdowns during off-peak seasons is much higher. You also might have a much more limited base of candidates to select from for your clients. 

When you leverage the gig economy, your agency gains a talent pipeline—a vital asset for any agency aiming to become sustainable. Talent pipelining allows your agency to become more attractive to potential clients by giving you the ability to fill work orders quickly and with versatile talent; you’ll have more than enough time to evaluate your talent for cultural fit before the right client comes looking for it from your agency. 

All the above is possible because the gig economy is packed with skilled recent grads and passive candidates seeking more work-life balance or a supplementary income. 

Expand Your Staffing Solutions

With access to the gig economy comes the ability to add contract staffing to your staffing solutions and unlock a lucrative revenue stream. While your niche specialization is what clients will seek you out for, there are more clients you might not be reaching because your staffing solutions are too limited. Especially during the holiday season and the summer, potential clients are seeking skilled contract workers to fill gaps caused by staff on vacation or personal leaves. 

There are other major benefits associated with offering contract staffing as well, one of the chief ones being that you will retain more clients. When your agency becomes known for its productivity and consistently high-performance rate by offering skilled contract workers, you strengthen the bonds with your clientele. Repeat business is excellent for improving your business brand and by extension brand loyalty, which is important to attract today’s brand-conscious clients.

Generate More Revenue

Growth, of course, isn’t all there is to leveraging the gig economy. Your agency also gains the opportunity to reduce its costs when you access temporary and contract talent. Many businesses prefer to hire temporary and contract workers. Being able to offer a flexible solution for your clients’ business demands is important. We’re living in an age where constant digital transformation often leads to businesses needing to scale up or down in an agile manner.

The gig economy can give you a steady flow of candidates in your talent pipeline and enough clients to increase revenue. When you’re able to more than cover the overhead for your staffing agency, you’ll know that your business is able to stay in the industry for the long term.

So, make sure you strongly consider leveraging the gig economy and the benefits it has to offer.

how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Staffing Industry

5 Marketing Best Practices for the Staffing Industry

Posted by Chelsea Henry

|

May 28, 2018 9:00:00 AM

5_Marketing_Best_Practices_for_the_Staffing_IndustryThe staffing industry has never been more competitive. Consequentially, your firm needs to ensure it has a robust marketing strategy to keep its talent pipeline strong and its client base growing. You may know the general steps to marketing your firm, such as focusing on a targeted niche and sharing your expertise, but do you know what the most effective best practices are in the staffing industry?

Download "Unlock a Lucrative Revenue  Stream With Contract Staffing" Whitepaper

To help you get on the right track, we’ve gathered five of the staffing industry’s most significant best practices below for you to consider.


1. Differentiate Your Brand

This should go without saying in today’s competitive staffing industry, but your firm needs to stand out. Whether you’ve chosen a niche for your business or not, you should take time to figure out all the unique selling points of your brand. Granted, knowing your niche helps you pinpoint these strengths more easily, but you should have a concrete idea of how your firm’s geographic location, its hiring process, its candidates, and their skills set your firm apart.

After all, you’re probably not going to be the only firm working in your niche. You must determine your key brand differentiators to effectively attract clients who know they can’t receive the same service from another firm. Differentiating your brand essentially means knowing your niche from the inside out and showcasing your firm’s confidence in its expertise by doing so.


2. Use Online Marketing Techniques

The digital age has transformed the job search process. Most of your candidates and clients measure the strength of your staffing firm’s brand by how up to date your online marketing strategies are. If your firm doesn’t already have a website, build one a.s.a.p. Your niche market is full of savvy online researchers who know how to discern a forward-thinking business from an old-fashioned one, and they won’t engage with brands they can’t relate to. 

Your staffing firm should also publish a blog with relevant content and have several social media profiles on sites like LinkedIn, Facebook, and Twitter to help share this content widely. These digital marketing tools help you communicate your firm’s expertise and available services and connect directly with potential candidates and clients.


3. Make Client Retention a Priority

Marketing to get new business is important, but let’s not forget about client retention. Some staffing firms make the mistake of fixating on growing their client base. While you should certainly always be looking to improve your business’ bottom line, you’d be remiss to neglect your current clients in favour of constantly seeking out new ones. Your long-standing clients are vital to your staffing firm, so make sure you show them your appreciation and improve your relationship management.

Reach out to them on a regular basis with news, trends, and changes in the industry. Connect with clients on a personal level and let them know they’re not just a number to you. Marketing automation can help with these tasks. Happy clients mean genuine and productive partnerships, not to mention repeat business.


4. Improve Your Talent Pipeline

Make sure that your firm continuously improves its talent pipeline. Having great talent to offer clients is good, but ensuring you always have great talent on deck to consistently fill work orders on time is even better. Having a talent pipeline is also sometimes considered a part of relationship management, as it’s a marketing best practice that emphasizes building long-term relationships with talent who will be available for future placements.

To improve your talent pipeline, improve your candidate experience and build and share your employer brand online. Over time, you’ll start to be known for your excellent candidate experience, and more talent will flock to your agency.


5. Track Your Firm’s Progress

Lastly, having quantifiable statistics regarding your marketing plan’s effectiveness is always a good idea. Keep track of your website, blog, advertising, and social media analytics to ensure you’re basing your marketing decisions on real data, not emotions. This will help you improve your marketing over time to see even greater results.

These five best practices will help you build your ideal marketing strategy.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

Equal Pay for Equal Work: What Staffing Companies Need to Know

Posted by Corinne Camara

|

May 2, 2018 9:00:00 AM

Equal_Pay_for_Equal_Work_What_Staffing_Companies_Need_to_KnowOntario’s Bill 148 has brought major changes to the province’s employment standards, highlighting the need to keep current with Canadian business legislation. Compliance mistakes are especially common and costly for staffing companies offering diverse solutions governed by varying sets of rules and regulations.

Download "How TSE’s Back Office Support Helped a Staffing Agency Expand  Nationally" Case Study

To ensure ongoing compliance, staffing companies must learn the ins and outs of the new standards. Some of the more complex new standards include the changes brought to the “Equal Pay for Equal Work” prohibition. Under Bill 148, this prohibition states that employers cannot pay certain employees less than others because of their employment status.

Read on to gain a greater understanding of what this new prohibition means for staffing companies. This prohibition goes into effect as of April 1, so there’s no time like the present to brush up on compliance.


Defining Employment Status

The new legislation is similar to the Pay Equity Act, which ensures men and women receive equal part for performing similar work. Now, employers are no longer allowed to pay employees less because they hold a different employment status than their coworkers.

What is meant by “employment status” according to the new ESA?

The new ESA defines employment status as:

  • A difference in the number of hours regularly worked as an employee
  • A difference in the term of employees, which includes permanent, temporary, seasonal, or casual status

Essentially, this new prohibition applies not just to full-time versus part-time employee distinctions, but distinctions between employees hired for specific time periods as well. Staffing companies, whether they make placements for permanent, temp, or contract work, are affected by this prohibition.


What Qualifies as Equal Work?

Employers must abide by Equal Pay for Equal Work if the work performed by their candidates can be qualified in the following way:

  • The performance of temporary and seasonal employees is substantially the same kind of work in the same establishment as full-time/permanent employees
  • Their performance requires the same skill, effort, and responsibility
  • Their work is performed under similar working conditions

If your candidates’ work is qualified this way, you’ll be required to pay them at the rate of full-time/permanent employees. To be more specific, when your client has a rate of pay that’s an exception to the prohibition, you’ll be required to pay your candidates the rate of your client’s full-time/permanent employees.


Exceptions and Right to Review Pay Rates

There are several exceptions to Equal Pay for Equal Work for specific payment systems, and they are as follows:

  • A seniority system
  • A merit system
  • A system measuring earnings by quantity or quality of production
  • Other factors that govern earnings other than sex or employment status

As a related aside regarding exceptions, there are transitory provisions put in place for employers who have a collective agreement that’s in contravention of the prohibition (i.e., unionized employers). These provisions will remain in effect until the earlier expiry of the collective agreement or until Ontario’s due date of January 1, 2020.

There’s also a new allowance for employees to request a review of their current pay rates from their employers. If employees at a staffing company believe they are not receiving the same rate of pay as a full-time employee their work is comparable with, you will be obligated to review their pay rate and make adjustments if necessary. If you disagree with the pay rate review, you are allowed to respond via a written statement explaining the reasons for the disagreement.

If you want to be certain you’re fully compliant with the new Equal Pay for Equal Work legislation, you should consider partnering with a back office service provider. Ideally, you’ll want a provider that’s known for its Canadian compliance expertise. A successful staffing company is one that ensures ongoing compliance.


how-a-complete-back-end-solution-helped-a-staffing-agency-get-started

Topics: Staffing Industry

What Major Changes Are in Store Now That Ontario Passed Bill 148?

Posted by Karen McMullen

|

Feb 12, 2018 9:00:00 AM

What-Major-Changes-Are-in-Store-Now-That-Ontario-Passed-Bill-148---compressor.jpgBill 148 was passed on November 22nd bringing many changes to the Employment Standards Act effective January 1st, 2018. Also referred to as the Fair Workplaces, Better Jobs Act, 2017, this piece of Ontario legislation means big changes for Canadian companies and employees alike. 

Download our free guide on everything you need to know about starting a  successful staffing firm.

Learn how these changes will alter the Ontario staffing industry moving forward, and how you and your clients will be affected. 

Minimum Wage

The minimum wage increased to $14.00 per hour on January 1, 2018, and will increase to $15 per hour on January 1, 2019. The general minimum wage will then continue annual increases at the rate of inflation.   

Paid Personal Emergency Leave

All temporary workers who have been on assignment longer than one week are now entitled to two paid emergency days in a calendar year, for medical emergencies relating to the worker themselves or defined family members. Previously, the paid personal emergency leave was limited to workplaces with 50 or more employees. 

Temporary workers are also entitled to eight unpaid days of leave, for a total of 10 days per calendar year. While employers may request evidence reasonable in the circumstances from their employees to qualify for the leave, Bill 148 incorporated changes whereby employers can no longer require a letter from a certified health practitioner. 

Staffing agencies must be prepared to handle and track these changes and rights for their assignment employees.  Discussions with clients are needed to determine the costs associated with these new benefits and ensure master service agreements are updated accordingly.  

Does your staffing agency need helping managing all the changes associated with Bill 148? At The Staffing Edge, we have updated our systems to manage tracking of personal emergency leave days and billing options to clients. Let us help with the ever-changing legislation.

Statutory Holiday Pay

The statutory holiday pay calculation also changed effective Jan 1, 2018. The calculation is now based on the number of days worked in the pay period immediately preceding the statutory holiday. Most temporary workers will now receive a full day’s pay for public holiday payment under the new calculation method. Statutory holiday pay will be payable to everyone who works the week before the holiday or the week of the holiday. 

All staffing agencies will need to review current master service agreements with clients and discuss new changes and how the new costs will be distributed. The Staffing Edge has updated systems to streamline calculation of statutory holiday pay due to assignment workers under the new calculation.

Assignment Termination

The new legislation also affects assignment employees whose assignments need to be ended.   If you’ve committed to a temporary employee that their assignment will last longer than three months, but then have to end their assignment before the three months is complete, workers will be entitled to one week’s notice of their assignment ending.

It’s important to understand assignment duration and to clearly communicate with all temporary employees what you know about the assignment duration. Staffing agencies should be working with their clients to ensure they provide working notice where possible or have another placement immediately available to offer the assignment workers.   

Equal Pay for Equal Work

The equal pay for equal work clause, to take effect on April 1st, 2018, ensures that Assignment Employees are entitled to receive equal pay for “equal work,” meaning work that is substantially the same, requiring the same skill, effort and responsibility and performed under similar working conditions in the same establishment. This extends to all employees, including full-time, temporary, seasonal, casual, and part-time workers.

There are exceptions for differences in the rate of pay based on seniority, merit, systems that measure quantity or quality of production, and other reasons not based on the gender of a worker, such as, for example, skill-based differences.

Staffing agencies will need to work with clients to develop clear job descriptions for assignment employees.  Where clients’ full-time employees have different responsibilities and skills required in the work they do, these need to be clearly stated in their job descriptions also. This will help to determine if there are differences in the roles assigned to temporary workers vs full-time employees. 

Staffing agencies will need to educate clients that temporary workers will be able to request a review of their wages if they believe there to be a disparity. All clients will then have to work in cooperation to respond to these requests.

Is your staffing agency struggling to keep up with managing and tracking all the changes of Bill 148? Do you need help with managing all the back office pieces of the legislation? Let The Staffing Edge help your agency stay compliant and support continued growth by providing you the tools you need to succeed.

Competing with the BIG multi-national agencies?

Topics: Staffing Industry

5 Must-Know Staffing Industry Trends for 2018

Posted by Corinne Camara

|

Feb 2, 2018 9:00:00 AM

5-Must-Know-Staffing-Industry-Trends-for-2018---compressor.jpgSo far, 2018 is off to a great start. While you might be feeling comfortable now, one thing you know about the staffing industry is that it’s constantly changing. In the upcoming months, you’re likely to see some changes to recruiting, the candidate market, and more.

Download a Staffing CEO's Guide to Online Marketing

How will the most popular staffing industry trends change the game? Keep reading to find out how your agency can stay ahead of the trends and make 2018 your year!

1. Independent Contractors on the Rise

There are many perks of working as an independent contractor. From setting your own hours to working in your sweatpants, many people have begun to favour this lifestyle over the convention nine-to-five workday. In fact, 69 percent of workers prefer to work as independent contractors.

As a staffing agency owner, it’s more important than ever that you master how to differentiate between independent contractors and employees. You’ll also need to learn how to properly set up payroll for any independent contractors you place—no tax, EI, or CPP deductions necessary.

If you’re still not 100-percent sure how to go about classifying and paying independent contractors, don’t worry, you’re not alone. It’s a common problem among staffing agencies, which is why back office solutions providers are available to help.

2. Mobile-Centric Application Forums

In 2016, 78 percent of millennials searched for jobs from their cellular devices. As mobile becomes the most commonly used device for searching the web, it only makes sense that this would translate into all aspects of internet usage—even applying for jobs.

Of all the staffing industry trends, recruiters will really need to evaluate how they’re attracting top talent. Are you optimizing your recruiting strategies for mobile job applicants? If not, you could be missing out on qualified candidates.

During this first part of 2018, make sure you analyze how you’re appealing to individuals on mobile devices and how you can optimize processes. If you master the art of mobile recruitment, you’re sure to see stellar results throughout the duration of the rest of the year.

3. More Positions in Tech, Physical Labour, and Healthcare

With an increase in technology comes the loss of many jobs. Fewer people are required to work at restaurants with the introduction of the digital server. Likewise, fewer factory and industrial workers are required as more and more assembly lines become automated. Where the demand for workers comes in is for jobs that can’t be automated.

Positions in the tech, physical labour, and healthcare fields will continue to see an increasing demand in 2018. It’s one of the top staffing industry trends to remember. With these positions unable to be completed by machines (yet), they will continue to be in high demand, with employers turning to staffing firms for solutions.

4. Diversity Continues to Rise

As in past years, gender and ethnicity are still major influential factors to consider in workplace diversity. However, there are elements of diversity that are gaining more momentum. Fourteen percent of companies are placing more emphasis on hiring members of the LGBT community. They’re also concerned with tackling the issue of ageism in 2018.

5. AI All the Way

AI is helping to automate up to 75 percent of the recruitment process. You read that right, 75 percent. Of all the staffing industry trends, AI is ready to shake up the marketplace when it comes to efficiency.

AI has the ability to focus on candidate skill level over unconscious biases. It will also help to reduce time sourcing, keep you organized, and help analyze big data. Sounds perfect, right?

With all these changes in store for 2018, we’re excited to see how the staffing industry will evolve to meet these staffing industry trends.

 

Topics: Staffing Industry

4 Staffing Industry Trends That Will Change the Game in 2018

Posted by Ray Gonder

|

Jan 15, 2018 9:00:00 AM

4_Staffing_Industry_Trends_That_Will_Change_the_Game_in_2018.jpgWhether you have years of experience in the staffing industry or you’re planning a new start in 2018, this year is going to be a big one that will impact everyone in the market. As a recruiter, you have the satisfaction of knowing that the work you do every day helps other people live better lives. If you want to continue making a difference in your role, you’ll need to know how to prepare for the upcoming staffing industry trends.

Download a Staffing CEO's Guide to Online Marketing

So, how can you prepare for the staffing industry trends in the new year? Get familiar with these four topics, and prepare your team accordingly.

We know you’ll achieve great things this year!


1. Smaller Candidate Pools

In good news for the Canadian economy, the unemployment rate is lower than it has been in years. In not so good news for the staffing industry, this means finding qualified candidates who aren’t already employed may be more challenging heading into the new year. Individuals in niche industries with sought-after skills and qualifications are likely to be scooped up quickly.

As such, 2018 brings a new importance to maintaining a level of excellent customer service. It is more essential than ever to maintain favourable relationships with your current candidate pool in order to provide you with viable candidate options this year.


2. Increasing Demand

One of the staffing industry trends that has been on a continuous rise since 2011 is the growth of the staffing industry. Each year, we have seen a significant growth in the demand for candidates, and correlatively, the demand for the services of staffing agencies. This is great news for staffing agencies, but it can also pose as a greater challenge, as the candidate pools are becoming smaller, with companies being more specific regarding the specific skills and qualities of their candidates.


3. Higher Wages for Employees and Temp Workers

Due to the smaller candidate pool and increasing demand for workers, job hunters will have more leverage than ever in 2018. Since they are a precious commodity, highly qualified candidates know their worth and will not settle for anything less than they deserve—or it’s onto the next position.

Companies will have to bargain with prospective employees in ways they have never done before. If they are determined to bring skilled individuals on board in 2018, businesses will need to appeal to new employees and temp workers by offering higher wages, better benefits, and exceptional work environments. If companies can’t offer prospective candidates these options, people will seek out better options elsewhere.


4. Keeping up with Social Media

The staffing industry has seen an increase in mobile-focused methods for acquiring new candidates. Digital marketing has opened a new way to communicate with clients and candidates alike. Teens, for example, spend on average up to nine hours on social media per day. As recruiters, this gives you a potential nine-hour time slot every day to reach out to potential candidates.

When you post a job posting on a large board like Indeed or Monster, you may find some qualified candidates, but you will also have to sift through underqualified applications, making your search feel like finding a diamond in the rough. With social media sites like LinkedIn and now Facebook, you can not only post jobs but search through and advertise to individuals that meet very specific criteria.

In 2018, we are excited to see what changes these social media sites will introduce that will make the lives of recruiters that much easier when searching for qualified candidates.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

Keep me informed with the latest staffing industry news

Jeff Kells  Freedom Staffing Group  Competing with the BIG multinational agencies ? IF SO, This case study is a must-read
David Machils  Intercast Staffing  Thinking of Starting  a Staffing aGENCY ? IF SO, This case study is a must-read