Key Questions
	1. What is the turnover rate of your staffing service?
	2. How quickly can your current service cut a check for an employee that your supervisor did not include on the time sheet?
	3. What beneficial extra services does your current service provide?
	4. How long has staff members filling your orders for workers been with the staffing service?
	5. What do you do if you need to contact your staffing service after normal business hours?
	6. Can a client design the way payroll is reported to the temp service?
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Key Notes for Employers
	Drug Testing
	Downsizing definitions
	Clarifications of the Americans with Disabilities Act
	INS Premium Processing Program Offers Expedited Service for a Fee
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Key Employees
	Natalie
	Jerry
	Cami
	Nancy

Key Resources Inc has a track record with large clients in the Triad that have experienced lower turnover once utilizing Key Resources. Example: Pick & Pack 12 week project 400 employees 5% turnover; Assembly/Production 1 year 50 employees 8% turnover.

2. How quickly can your current service cut a check for an employee that your supervisor did not include on the time sheet?

Key Resources Inc handles all payroll issues in-house with state-of-the-art computer accounting software. The turnaround time to deliver a check to your company is within the hour.

3. What beneficial extra services does your current service provide?

Key Resources expands from the "normal" temporary agency services of on-site check in, check delivery - that to us is not "extra" service - that is automatically included in our course of doing business. Extra benefits include free labor law luncheons with attorneys to focus on current labor issues; free translating of your company manuals for all employees; negotiated liquidation per individual instead of industry standard of 400 hours.. many others. Become a client and experience the difference!

4. How long has staff members filling your orders for workers been with the staffing service?

This is a very competitive industry and a high-level stress position. We are unique in that our operations staff has over 30 years combined experience. Operations experience is the key to the success of your placements.

5. What do you do if you need to contact your staffing service after normal business hours?

Our course, every service states the standard "pager" routine. Key Resources Inc goes the next added value step - we give you, your supervisors not only the pager number, but also our operations staff cell and home numbers. Many current clients have complimented us in our response time, not only to simply take the call but also actually assist in problem solving.

6. Can a client design the way payroll is reported to the temp service?

Many companies dislike the extra time that their temporary service requires of transposing payroll information to the temporary service time sheets. Key Resources Inc can design any payroll reporting system that is convenient to your company. Our controller normally contacts your accounting department (or designated area) to devise a method best suited to your company. Innovative ways are time clock check-in with Key Resources retrieving info, Excel spreadsheet emailed to contact for review/approval; electronic time sheets with online reporting. These are only two examples of creative ways that we pay our employees without the temp service, payroll/invoice mistakes.

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Key Notes for Employers

One of the primary goals for Key Resources Inc has been to provide services to our clients that amount in great success for every participant, both employer and employee. We strive to remain proactive in partnering with companies to meet their staffing needs. With this in mind, Key Resources Inc wants to note the following changes to make sure that our employers are staying abreast current issues related to labor and employment in order create a better workplace and workforce.

Drug Testing

As of April 1, 2001 North Carolina Labor Departments amended current laws related to the North Carolina Controlled Substance Examination Regulation Act, These changes are especially important for PRIVATE North Carolina employers.

· Employers must provide written notices to employees and applicants stating their rights and responsibilities under the act.

· A written notice must also be distributed to examinees at or before the time a specimen is collected.

· Applicants may actually undergo a screening "on site" at an employer's place of business but the tests must be conducted by an approved laboratory.

· Companies are not allowed to have "on-site" drug testing of current employees, an outside-approved laboratory must conduct the initial drug screen as well as any other testing that be required.

· Employers are still allowed to charge examinees for the cost of any re-tests as long as they can be limited to "reasonable expenses".

· Employers must provide a written notice containing the results of any test and the statutory right to a re-test to all applicants who test positive. This notice must be made within 30 days from the time that the results are originally "mailed or delivered" to the employer.

· Finally, information related to an examinee's test must be kept confidential.

Downsizing definitions

While the economy continues to experience hardship, many companies are having to restructure and reduce in size. In order to understand the federal Worker Adjustment and Retaining notification Act, which states "that covered employers must give advance written notice of any defined plant closing or mass layoff " In order to understand this ruling you must understand its key components.

· Core requirement: An employer should not order a plant closing or mass layoff until the end of a 60-day period after the employer serves written notice of its intent to close the plant or engage in a mass layoff.

· Employer: Any business that employs 100 or more employees, excluding part-time employees.

· Plant Closing: The permanent or temporary shutdown of a single site, one of more facilities or operating units within a single site of employment, if the shutdown contributes to an employment loss of 50 or more employees during any 30 day period.

· Mass Layoff: A decrease in work force that contributes to an employment loss at a single location during any 30 day period for: at least 33% of the site's employees and at least 50 employees or at least 500 employees (part-time employees are excluded).

· Notice: the written notice must contain information about the expected date of the plant closing or layoff, regardless of whether it be temporary or permanent, whether not employees will have bumping rights. The name and telephone number of a company official contact for additional information must also be given in such a notice. The notice must be given to each representative of the affected employees, or if none, to each affected employee, and to the State Dislocated Worker Unit and their chief elected official for the local government.

Clarifications of the Americans with Disabilities Act

As with any law, interpretation can be different to everyone. Recently, the Americans with Disabilities Act of 1990 was been going under some scrutiny and there is need for employers to review their practices to protect their employees and themselves.

The following strategies should help employers develop better guidelines for their businesses.

· Review policies and practices to make certain they are adequately considering reasonable accommodations and expressly prohibiting disability harassment.

· Make certain that the essential functions contained in written job descriptions are in fact, essential to performance of the job.

· Review the procedures being used by company physicians when conducting examinations to ensure that an individualized assessment is being made with regard to the job in question.

Finally, train your managers to give proper consideration to potentially disabled applicants and employees who, at first blush, may appear unable to perform a particular job.

INS Premium Processing Program Offers Expedited Service for a Fee

On June 1, the U.S. Immigration and Naturalization Service launched its much anticipated premium-processing program. Under this program, the INS will process certain employment-based petitions within 15 calendar days of filing if the petitioning employer pays an additional $1000 fee. The INS designated the following nonimmigrant worker classifications as eligible for premium processing as of June 1, 2001.

E- I Treaty Trader
E-2 Treaty Investor
H-2A Agricultural Worker
H-213 Temporary Worker
H-3 Trainee
L-I Intra-company
O-1 and O-2 aliens of Extraordinary Ability or Achievement
P-1, P-2, and P-3 Athletes and Entertainers
Q-I International Cultural Exchange Visitors

The following additional non-immigrant worker classifications were eligible for premium processing as of July 30,2001:
H-IB Specialty Workers
R-I Religious Workers
TN NAFTA Professionals

Although the program presently applies only to nonimmigrant employment based visa applications and petitions, the INS speculates that the premium processing program will eventually include immigrant visa petitions, but with an extended adjudication period of at least 30 days.

According to the interim rule, once a petition or application designated for premium processing has been filed, the INS will, within 15 calendar days from the date the petition or application is physically received at the INS Service Center, issue an approval notice, notice of intent to deny, request for evidence, or notice of investigation for fraud or misrepresentation. If the INS is unable to accomplish this before the 15-day period ends, the $1000 premium-processing fee will be refunded but the case will continue to be handled in an expedited manner.

An employer may request premium processing for a new petition or application, or an already pending petition or application, by filing Form 1-907, Request for Premium Processing Service, and sending the $1000 fee. In addition, the INS has established a customer service e-mail address for each service center to provide assistance exclusively with premium processing cases.

Multinational companies and other employers should consider taking advantage of the premium-processing program when requiring the services of foreign personnel on an extended basis.

If interested in more information regarding the premium processing program, please contact ... John Hill at jah@col.haynsworth.com or Elizabeth Garvish at elg@col.haynsworth.com a full service labor and employment law firm.

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