By Bruce McAlpineFIRST OF ALL, I want to thank

all of you for the confidenceyou have plac-ed in me to leadour Associationover the com-ing year. In re-ality, leading isan easy task,

when surrounded by such acompetent national board, andthe full-time ACSESS staff head-ed by Amanda Curtis. I am as-suming the reins of an associa-tion in better shape than everbefore in our history. Part ofthis credit also goes to our out-going President, Chantal Haas,

who has served our industry formore than two decades, and ledthe implementation team throughour ESSAC–APPAC merger sev-eral years ago.

We don’t want to rest on ourlaurels, however. We all need tobe focused on the future. A ma-jor step toward this will be along-range planning process,which will be undertaken bythe National Board during thenext six months. This will allowus to establish 3–5 year goals forthe Association, for the benefitof all members.

In the shorter term, I wouldlike to focus on four key thrustsduring my mandate. First, we

must continue to focus on in-tegrity and professionalism inour industry. This is particularlyimportant, as provinces (led byOntario) are looking at deregu-lation and self-regulation forour industry. You will notice astrong emphasis on training forall levels, including owner/ma-nagers in the coming year, throughseminars and our annual con-ference. And, of course, we willcontinue to promote the CPC

designation, which is recogniz-ed throughout North Americaas the official certification with-in our industry.

Second, I want to focus ongrowing our association. A strongsingle voice that represents thevast majority of the industry isessential in protecting our inter-ests when dealing with legisla-tors in the years ahead. To thisend, we will be developing morevalue-added benefits for mem-bers through relationships withkey business suppliers, a men-toring program for first-year mem-bers, and a membership drivecontest to encourage all of us toget involved in growing the as-sociation.

Third, I want to increase thestature and visibility of the as-

PLEASE CIRCULATE

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continued on page 3

ASSOCIATION OF CANADIAN SEARCH EMPLOYMENT & STAFFING SERVICESS P R I N G 2 0 0 1

IN THIS ISSUEPresident’s MessageNew MembersPeople in the NewsNew Board MembersStaffing for CanadaWeekCanadian ParaplegicAssociationConference & SponsorsVancouver IslandLegislative NewsNews from Southof the BorderCPC Graduates

ADVERTISINGSUPPORTERS

ClaricaMenuflexOne on OnePro-HuntQuestek Systems

EDITOR

Amanda Curtis, CAE

ASSOCIATION OFCANADIAN SEARCH,EMPLOYMENT &STAFFING SERVICES

2121 Argentia RoadSuite 404Mississauga ON L5N 2X4

TELEPHONE

1.905.826.68691.888.232.4962

FAX

1.905.826.4873

E-MAIL

info@acsess.org

WEB SITE

www.acsess.org

President’s Message

continued on page 2

What’s NewCongratulations anda Warm Welcome toBruce McAlpine, CPC

Effective April 1, 2001, BruceMcAlpine, Vice-President of To-ronto-based company KeithBagg & Associates, assumed thepresidency of ACSESS. Bruce haspreviously served as presidentof APPAC and brings a vastamount of knowledge to thisposition.

Congratulations toACSESS’ Newest ChapterOn February 5, 2001, Nation-

al Board approved the applica-tion for Chapter status submit-ted by members on Vancouver

Island. Thanks for the spirit ofleadership and involvement goto:SHEENAGH BEADELL, CPC,Taylor Personnel Ltd.BEVERLY ARTS, AdeccoNORMA MCCRAE, Kelly ServicesNICOLA KERR, Spherion Work-force ArchitectsRUTH LAYNE, Superior Person-nelSHARON KILBERY, Manpower

Staffing for Canada Week— June 4 to 10, 2001Local events, gala dinners, Ma-

yoral proclamations, a nationalessay contest, support by the

2

Board of 2001–2002The ACSESS National Board was an-

nounced in March. For ready reference,we are pleased to again publish directors’names and e-mail addresses together witha snapshot profile on each.

PRESIDENT

BRUCE MCALPINE, CPC, Vice-Presidentof Toronto-based recruiting firm KeithBagg & Associates Inc. Bruce has managedthe executive search division of the com-pany for more than a decade. He is also apast national president of the Associationof Professional Placement Agencies & Con-sultants (APPAC). Bruce has taught busi-ness-related subjects at the University ofToronto and Primorski State University inRussia. (brucemc@bagg.com)

DIRECTORS

BARBARA ALLEN, General Manager,TOSI Placement Services Inc. (Toronto).Barbara has worked in our industry formore than 20 years in Ottawa and To-ronto, with multi-national and single-of-fice companies. She is a past president ofESSAC Toronto Chapter, a member of theACSESS National Government RelationsCommittee, and has served on ConferenceCommittees of APPAC and ACSESS. (barba@tosi.com)

PAUL CHRISTIE, CPC, President of UniquePersonnel Services Inc. (Dorval), a nationalrecruiting and staffing firm specializing inthe transportation industry. Paul currentlyserves on the Quebec Chapter GovernmentRelations & Ethics Committees and Na-tional Conference and Awards Committees.(paulchristie@uniquepersonnel.com)

STEPHEN D’ARCY, Vice-President Fi-nance, Adecco (Toronto). Stephen is re-sponsible for financial and administrativefunctions of Adecco Canada, includingquality management/ISO. A chartered ac-countant with more than 14 years’ finan-

cial management experience, Stephen hasbeen actively involved on the ACSESS na-tional board since joining the staffing in-dustry in the late 1990s. (stephen.darcy@adecco.com)

KEVIN DEE, CEO, Eagle ProfessionalServices (Ottawa). Kevin has worked inthe IT industry for 23 years, primarily inthe system integration business, and has 6years’ experience in the staffing industryhaving founded Eagle in 1996. Kevin alsosits on the board of Innovators Alliance,an Ontario organization of CEO’s that pro-motes fast growth businesses. (Kevin_Dee@eagleonline.com)

MEREDITH EGAN, Associate, AIM Per-sonnel Services Inc. (Ottawa). Meredith hasserved on the national boards of the Em-ployment & Staffing Services Association of

Canada (ESSAC) and ACSESS. He is currentlypresident of the ACSESS National CapitalChapter. (meredith@aim-personnel.com)

BILL FRETZ, CPC, Manager, The 500Staffing Services (Oakville). Bill currentlymanages the national executive searchpractice for The 500 Staffing Services Inc.He is entering his second year as anACSESS director and is also a past nationalpresident of APPAC. (fretz@the500.com)

VALERIE GILMORE, CHRP, CPC, President,Gilmore Staffing Solutions (Toronto). Valer-ie is a past national director of APPAC andhas served on the ACSESS board since 1998.She also serves on the HRPAO Peer ReviewCommittee, is Chair of the Board of theAllante HR Group and is Past Chair of theUpper Canada Membership – Canadian As-sociation of Family Enterprise. Gilmore

Members in the NewsEagle Professional Resources is

proud to be ranked #21 on the BranhamGroup’s 50 Top Canadian ProfessionalServices Companies List.

The Branham Group lists are rankedon the basis of annual revenue. In addi-tion, each company must meet the fol-lowing four criteria: each must have beenstarted in Canada and must maintain itsheadquarters here; more than 50% of itsemployees must be located in Canada;the company’s corporate direction mustbe set in Canada; and, more than 50% ofits research and development must be inCanada.

Kevin Dee, CEO of Eagle and an ACSESS

national director, is proud to be ranked inthe top 25, and to have also requalified asone of Canada’s 50 Best-Managed PrivateCompanies.

Founded in 1996, Eagle ProfessionalResources is a 100% Canadian-owned ITstaffing company with offices across Can-ada, and a stated commitment to “honestand ethical business practices.”

You don’t have to be an interna-tional company to make a difference –Choice Office Personnel Ltd. has beenserving Edmonton and its surrounding

community for the last 16 years. Being anEdmonton-based company, Colleen Reid,President states, “I feel that it is importantto support the community in which we dobusiness. Becoming a Friend of 2001 for the8th IAAF World Championships in Athletics,coming August 3–12, 2001, has opened thedoor to a “once in a lifetime experience forour entire staff.” Choice will be providingservices during the event, as well as help-ing to place event staff on a pro bono basisat the end of the World Championships.

This is the first time this event has evercome to North America and will be an ex-citing time for all involved.

Business Aid Inc., licensor and fran-chisor of Hunt Personnel, Temporar-ily Yours and Interim Aide has recentlyannounced its new affiliation with LeGroupe Synergie. Synergie is the fourthlargest human resource and staffing firmin France, with affiliates in several othercountries.

Hunt Personnel offices continue to belocally owned and operated with a strongcommitment to local markets. The Syner-gie affiliation brings expertise that will addvalue and benefits to Hunt clients andemployees.❏

media and the launching of our new part-nership with the Canadian Paraplegic Asso-ciation (see page 7). If you have not yetreceived your Staffing 4 Canada Poster Dis-play, contact Sheri Thomas at 1-888-232-

4962 or sthomas@bbandc.com or downloadyour own copy from www.acsess.org.❏

WHAT’S NEW from page 1

3

Staffing Solutions is a full-service companyoffering direct placement, contract andtemporary staffing services. (valerie@gilmorestaffing.com)

JEREMY INGLE, Partner, SPI Consultants(Ottawa). Jeremy has been active in ourindustry associations since 1986. He joinedthe national board of ESSAC in 1988, wasPresident in 1991/92, and continued his in-volvement on the government relationscommittee until the formation of ACSESS.Jeremy is entering his fourth year as anACSESS director and serves as a key con-tact with the federal government. Jeremyand Sue Ingle offer executive search, di-rect hire and temporary staffing servicesthrough their Ottawa based company.(Jf1@spi.ca)

STEPHEN JONES, CPC, President, ThePeople Bank (Toronto). Steve has servedas national president of ESSAC and Chairof ACSESS Government Relations Commit-tee. Under Steve’s leadership, The PeopleBank has grown from a single office to an8-branch company operating in 4 prov-inces. (sjones@thepeoplebank.com)

ANN MACDONALD, Regional Manager,Manpower (Halifax). Ann has been in thestaffing industry since the late 1980s, andwith Manpower for eight years where sheis currently responsible for offices in theAtlantic Region. Ann has been active inESSAC and ACSESS for the last seven years.She has served as Chapter Treasurer andjoined the national board in 2000. (ann.macdonald@na.manpower.com)

YVAN MICHON, CPC, The EmploymentSolution (Montreal). Yvan is Vice-Presi-dent, Executive Search and PlacementServices, North American operations forTES (The Employment Solution). Yvanstarted his career as a technical recruiter23 years ago specializing in the chemicaland petrochemical industries. In 1981, hefounded Consultec Human Resourcesand expanded into the telecommunica-tions and software industries. In 1997,Consultec merged with TES creating oneof the largest privately owned, full-serv-ice Canadian recruitment firms with op-erations in Canada the U.S. and associatesin Europe and Asia. He is past nationaland provincial president of APPAC. (yvanm@tes-contract.com)

JOAN PAGE, CHRP, CPC, Provincial Man-ager, Kelly Services (Canada) Ltd. (BritishColumbia, Saskatchewan and Manitoba).Joan has been in the Employment andStaffing Industry for 15 years. She is a past

Chapter Director of ESSAC and BCHRMA

and is based in Vancouver. (joan.page@kellyservices.com)

BARBARA PREMDAS, CPC, Manager, bpFloater Staffing Inc. (Calgary). Barbara hasbeen actively involved in ACSESS andESSAC, and has served on the nationalboard of both as well as Calgary ChapterPresident. (floaters@cadvision.com)

RICH STOPPLER, CHRP, CPC, President,Executrade Consultants Ltd. (Edmonton).Rich has served as Edmonton Chapter Presi-dent and most recently as national directorresponsible for public relations. He is alsopast membership director of the HumanResource Management Association of Ed-monton and past president of the QualityAssurance Group, an ISO networkingGroup. Executrade has 8 divisions servic-ing all aspects of the recruitment industry.(rstoppler@executrade.com)

KAREN WATT, CPC, President, ExcelPersonnel Inc. (Kamloops). Karen hasmanaged the temporary, permanent andexecutive search divisions of BC-based re-cruiting firm Excel Personnel for 9 years. Along-time, active member of both ESSAC

and APPAC, Karen has served on the na-tional board of ACSESS and is co-Chair ofACSESS Conference 2001. (temphelp@excel.bc.ca)❏

sociation to all our stake-holders: clients,candidates, HR professionals, industrynon-members and governments/legisla-tors. This will be accomplished through acoordinated on-going communicationscampaign at all levels. The value to us asmembers is that all of our audiences willbecome much more aware of the benefitof only working with ACSESS members.

Finally, I intend to get out and meetwith as many of you as possible duringmy tenure, to make sure I am aware ofyour concerns, and am addressing the is-sues that are most important to you. I willmake every attempt to visit each chapterduring the coming year; in the meantime,I hope to see as many of you as possibleat our annual conference in Toronto fromMay 31 to June 2001.

As you can see, it is going to be a busyyear! I wish you all every success in yourbusiness and personal lives.❏

PRESIDENT from page 1

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Everybody thinks of changinghumanity, and nobody thinksof changing himself —Leo Tolstoy

4

5

Calgary Welcomes Tony Bruno andDeclares Him an Honorary CalgarianBy Daphne Harris,Calgary Chapter PresidentTHE CALGARY CHAPTER had the dis-

tinct pleasure of hosting the Tony BrunoWorkshop in the fall oflast year. Although this isnow several months ago,it remains a memorableevent.

It was a wonderfuland educational oppor-tunity for our industry to

listen and learn from a leader in our pro-fession. Tony delivered an entertainingand highly informative session to 28

attendees on the Thursday evening and 90

attendees on Friday morning session. Itwas refreshing to listen to a seasoned pro-fessional who spoke with passion and sin-cerity about the staffing industry. Veryobvious to participants was the enthusi-asm and energy with which Tony ap-proaches his job – a compelling motivator

to us all. Tony’s sense of humor con-vinced the Calgary Chapter that he was aperfect candidate for initiation to theWhite Hatter Ceremony, a long-standingtradition in Calgary. Daphne Harris, Presi-dent of the Calgary Chapter put Tonythrough the entertaining paces of the cer-emony and finished it with a strong Cal-gary “yahoo” while presenting Tony withhis white Stetson.

Calgary would like to extend thanks toeveryone who contributed to this success-ful workshop. Special thanks to Sheri Tho-mas from ACSESS National office who didan excellent job of facilitating the work-shop, and to Rich Stoppler of the Edmon-ton Chapter who arranged bus transporta-tion and organized a contingent of Ed-monton attendees.

Calgary looks forward to future oppor-tunities in hosting industry workshopsand providing continued training in ourindustry.❏

The Importance of MembershipLIKE ANY COMPANY, the success of an

association is a reflection of the commit-ment of its members. ACSESS is delightedto see a continued trend of high member-ship support. If your company is not amember, or has not yet renewed for the2001 year, I invite you to call me directly todiscuss what it is we do and what we planto do to provide the best service possible.

ACSESS continues to work diligently onyour behalf to bring positive industry in-put and to make our concerns known tofederal and provincial governments. De-tailed bulletins are sent via e-mail, broad-cast fax and mail to our members, and asynopsis of the most recent LegislativeWatch Bulletin in contained on page 11 ofthis issue of Dialogue.

ACSESS has been making informal andformal representations to the Governmentsof Ontario and Alberta on the potential forindustry self-management since 1997. InDecember of 2000, the Ontario governmentannounced that revisions to the Employ-ment Standards Act would include a provi-sion for the repeal of the EmploymentAgencies Act (EAA). This provision has nowbeen proclaimed into force, and effectiveMarch 31, 2001, employment agencies inOntario are no longer required to obtain alicence from the Ministry of Labour.

On March 29, ACSESS issued a press re-lease announcing our commitment to stepforward and accept responsibility for moni-toring and enhancing industry standards inthe Province of Ontario. It is our belief thatthis significant move by the governmentmust be used positively by our industryand our Association. The ACSESS Code ofEthics & Standards has never before beenas important as it is now.

Late last year we issued “12 Reasons toBe a Member.” We have had a number ofcalls saying how useful members foundthis checklist and thought it would beworth reproducing here.

1. National Conference 2001 Mem-ber Discounts

$100 for first delegate$150 for second delegate$200 every additional delegate2. National Programs Member Dis-

counts(Fall 2000 – example)

$40 on first delegate$50 for second delegate$60 every additional delegate3. Affiliate Member Discounted

ServicesExample: The saving on basic errors

and omissions insurance coverage is ap-proximately the cost of annual ACSESS

membership for one office, and in manycases savings equal substantially morethan annual membership.

4. Chapter ProgramsPrograms offered at discounted rates

and information sessions open to ACSESS

members.5. Website – www.acsess.orgEvery member is posted with a profile

and hot link to its own site. NO LISTINGS

FOR NON MEMBERS.6. Member DirectoryA full listing of ACSESS Members can be

downloaded from the Association Web-site. Hard-copy printouts are available toMembers only upon request to National

Office.7. Industry SurveyComprehensive results available to

member companies only.8. Resource Materials and Commu-

nications Updates Available to Mem-bers Only

Brochures for use with clients. Printand audio-visual reference tools. Educa-tional and awareness updates.

9. Certified Personnel Consultant(CPC)

The CPC designation is a recognizedmark of professionalism. The CPC pro-gram is available only to owners and em-ployees of ACSESS member companies.

10. Code of Ethics & StandardsGovernments and clients refer to the

ACSESS Code of Ethics & Standards, anduse ACSESS membership as a requirementin the tender/selection process.

11. Staffing for Canada Week – June4 to 10, 2001

continued on page 6

6

ACSESS member company participation,increased client awareness and regionaladvertising opportunities open to mem-bers only.

12. Virus AlertsVirus-tracking Websites are checked

daily and alerts circulated to all ACSESS

members via e-mail.To those of you who have renewed

Corporate Membership for the currentyear, your continued support is greatly ap-preciated. If you can go one step furtherand become actively involved at a com-mittee or chapter level we encourage youto do so. Volunteerism is both rewardingand a terrific way to enhance skills andexpand knowledge. In Vancouver we areactively looking for individuals who wouldlike to become involved in planning newideas and services to bring members to-gether on the West Coast. Our Toronto/Southwestern Ontario and Quebec Chap-ters are inviting nominations to serve ontheir Boards. Wherever you are in Canada,or whatever your specific area of interest,I am confident we could find a role thatwould interest you. If you would like toexplore this idea, feel free to contact me atacurtis@bbandc.com.

Lastly, on behalf of our National andChapter Boards, I would like to extend awelcome to our most recent new mem-bers:

ACCU-STAFF RESOURCE SYSTEMS LTD.,Toronto

AROUND THE WORLD PLACEMENT

SERVICES, TorontoBERNESTER PLACEMENT SERVICES INC.,

TorontoBRADSON TECHNOLOGY PROFESSION-

ALS, TorontoDIVERSITY PLUS INC., TorontoL.J. WADE HUMAN RESOURCE INC.,

TorontoLINTEX COMPUTER GROUP INC.,

TorontoMCDANIEL EXECUTIVE RECRUITERS

(MER), WinnipegSHORTLIST CONSULTING INC., TorontoSTEP INC., TorontoTHOMAS INTERNATIONAL MANAGE-

MENT SYSTEMS, TorontoQUESTEK SYSTEMS INC., TorontoI hope to meet many of you – returning

members and new members – in Torontoon May 31, and if not then, at pointsacross Canada, over the coming months.

Amanda Curtis, CAE, Executive Director

District and Chapter NewsEdmonton ACSESS ChapterChallenge Helps “Stuff the Bus”for the Food Bank!AT THE NOVEMBER 19 monthly meeting

a challenge was issued to all members ofthe Edmonton Chapter to help “Stuff theBus.” What is Stuff the Bus? The Edmon-ton Food Bank joinsforces with local radio sta-tion Mix 96 to stuff a busfull of food for the disad-vantaged. The Food Bankserves 15,500 people permonth with a high per-centage of those beingchildren, and supports 125

other organizations such as churches, hotlunch programs, soup kitchens and shel-ters. The Stuff the Bus charity event lastedfor a week at the end of November withhopes of filling one city transit bus full offood.

The challenge was simple – collect asmany non-perishable food items as possi-ble at your agency, then deliver the goodsto the charity location. Once all ACSESS

members delivered their goods, an officialwinner of the 1st Annual ACSESS Chal-lenge would be determined.

The radio station caught wind of thischallenge and thought it was great! Theystarted promoting it on the air and talkingabout the local ACSESS Chapter. ACSESS

members asked their clients, associates andinternal staff to donate food. One agencyput the money they would have spent on agift exchange towards the purchase of ad-ditional food. The radio DJs were so thrilledwith the participation and contributions,they announced ACSESS and the participat-

ing members’ names allmorning!

Of 20 ACSESS membersin the Edmonton Chapter,10 agencies participatedsaying they were so proudand were already lookingforward to next year! Thisevent was a huge success

for the local chapter and members Stuffedthe Bus so full another bus was called in!Congratulations to Adecco EmploymentServices, Robert Half and Associates,Spherion Workforce Architects, AdvancedTechnology Partners, David Aplin and As-sociates, Executrade Consultants, Harcourtand Associates, Manpower, Pro Tempsand Staff Bureau. Who was the declaredwinner – Adecco Employment Services.

Edmonton started off the new yearwith a successful “Perm Study Group” inJanuary; an excellent workshop on Busi-ness Ethics, presented by Ria Ames, Chairof the Chapter Ethics Committee, on Janu-ary 17; and a February general meeting onFederal Privacy Laws.❏

(L–R) Rick Stoppler, Executrade; Terry Huculak, Manpower; Christy Leonard,Adecco; Mike Russnak, Advanced Technology Partners; Janine Jeworski, Protemps;Scott Stoppler, Executrade; Cheryl Brandt, Protemps; Heather Ostashek, Protemps

MEMBERSHIP from page 5

Edmonton Chapteris proud to present

the Hero’s GalaDinner, Thursday,June 7, 2001, at the

Delta Inn South.

7

What is an Independent Operator?By Karen Azzopardi, WSIB OntarioARE YOU THINKING of using contractors

in your temporary employment agency?There are a few things you should know.Hiring contractors is becoming a com-

mon practice in many industries, particu-larly the information technology place-ment field and in temporary agencies. Atfirst glance, the advantages of hiring con-tractors or independent operators may ap-pear to be appealing. However, the realityis there are many financial repercussionsthat may have a significant impact on yourbusiness.

A contractor may be a worker or inde-pendent operator for WSIB purposes.Workers in the temporary placement in-dustry are automatically covered and the

agency is required to pay premiums forthis coverage. On the other hand, WSIB

coverage for independent operators is notmandatory.

Before you hire a contractor foryour agency, there are a few thingsyou should know.

For example, what is an independentoperator? An independent operator is dif-ferent from a regular employee or a tem-porary worker. An independent operatorcarries on a business, separate from theemployer. Typically, an independent op-erator in the industry will have the follow-ing characteristics. The individual:

• Offers services to various firms;• Reports to the government as a self-

employed business for income tax pur-

poses and GST;• Owns and operates his or her own

equipment.The WSIB uses the organizational test to

determine if a contractor is an independ-ent operator or a worker for WSIB pur-poses.

The WSIB’s organizational test uses spe-cific criteria to make this determination.The key to remember is that the test is acomplete examination of the work rela-tionship between an individual and thefirm who uses his or her services. Samplequestions used in the WSIB’s organiza-tional test include:

• Does the person work for variouscompanies?

• What control and supervision are ex-

Explaining the Partnershipwith the CanadianParaplegic AssociationAS MENTIONED in previous communi-

cations, ACSESS has recently entered into apartnership with the Canadian ParaplegicAssociation (CPA). This is an exciting newventure that will provide a new opportu-nity to increase the profile of ACSESS andour industry, while at the same time offer-ing a valuable service to the more than35,000 Canadians with spinal cord injurieswho are represented by CPA.

CPA has 11 Provincial Divisions from Brit-ish Columbia to Newfoundland, and manyof these Divisions will be collaborating withACSESS Chapters to deliver exciting pro-grams at the regional level. The CPA Websiteis located at www.canparaplegic.org.

In meeting with senior representativesof CPA, a number of opportunities havebeen identified for mutual support andawareness. Linkage of Web pages and anexchange of provincial contacts have al-ready been done. Cultivating each other’smedia contacts and opportunities for thecross-promotion of our organizations in lo-cal and national media is another benefitthat can come from this new partnership.

Members of ACSESS will be encouraged

to provide their expertise in the employ-ment and staffing field to help CPA mem-bers and clients enhance their job searchtechniques, and to educate potential em-ployers. ACSESS might also be a potentialpartner in CPA’s international work in theCaribbean and Central and South America.Learning opportunities for the staff of bothorganizations will be offered in order toimprove our respective service deliverycapacity and professionalism.

We have already spoken about ACSESS

members offering pro bono services andseminars to assist those with spinal cordinjuries to return to the workforce. CPA inturn will continue to look at a ways inwhich ACSESS can derive tangible benefitfrom this partnership thereby making it awin–win situation for all involved.

A formal announcement of this partner-ship will be made jointly during Staffingfor Canada Week (June 4 to 10).

For more information about this part-nership, please contact Amanda Curtis(ACSESS) at 1-888-232-4962 or by e-mail atacurtis@bbandc.com, or Stephen Little(CPA) at slittle@canparaplegic.org.❏

ACSESS Toronto &South Western Ontario Chapter

looks forward to celebratingour industry achievements

at our 1st annual…

ThursdayJune 7th, 2001

at theWestin Harbour CastleHope to see you there!

Thanks to allwho made our 2000–2001

year a success!

8

ercised over the work performed?• Does the person own and maintain

his or her own equipment?• Does the person file a GST return to

Revenue Canada?• Who is taking on the contract to per-

form the work?Both parties (the individual offering the

services and the firm thinking of hiring theperson) are strongly encouraged to com-plete the organizational test prior to be-ginning a work relationship so thateveryone is clear about each other’s re-sponsibilities and obligations under theWorkplace Safety and Insurance Act.

The test will determine if:• The person is an independent opera-

tor under the Act, and therefore not auto-matically covered for WSIB purposes. Heor she has the option of opening an ac-count with the WSIB and taking out volun-tary coverage;

OR

• The person is a worker under the Act.The company using his or her services isconsidered an employer and is thereforeresponsible for the person’s WSIB cover-age.

Until you obtain a decision from the

WSIB on a person’s status, the companyhiring is required to pay premiums to theWSIB based on the individual’s earnings.

Are all of your obligations met if youhire an independent operator? Not neces-sarily so, because:

• An independent operator who em-ploys his or her own workers/helpers isan employer and must be registered withthe WSIB;

• If you hire an independent operatorwho hires his or her own workers butdoes not register with the WSIB, you as theprincipal may be held responsible for theoperator’s premiums and the cost of anyinjury;

• If the independent operator registerswith the WSIB but does not pay his or herpremiums, you as the principal may beheld directly responsible for the inde-pendent operator’s premiums.

In other words it is your duty as theprincipal to ensure that the contractorsworking for you who are required to beregistered with the WSIB are registeredand remain in good standing with theWSIB. To ensure the contractor is in goodstanding, you must ask the contractor for aWSIB clearance certificate. A clearance cer-

tificate is confirmation that an employer isregistered and has met his or her reportingand payment obligations.

A clearance certificate is NOT proof thata person has WSIB optional insurance forhim or herself. An independent operatorwho does not obtain optional insurancewith the WSIB may sue the principal andany other person or company for negli-gence.

Hiring independent operators meanstaking the time to understand the differentways it could affect your business. Thisincludes your WSIB obligations. Be care-ful, make sure you’re covered – it makesgood business sense!

For further information, speak to youraccount manager or customer service rep-resentative. If you don’t know his or hername, simply call the WSIB office nearestyou and they will be able to connect youwith the right person.❏

There is the risk you cannotafford to take, and there is a riskyou cannot afford not to take —Peter F. Drucker

9

2001–2002 CPC GraduationCeremony: June 1, 2001CONFERENCE 2001 will again feature the CPC ceremonies. This year, the Gala Dinner

to be held at the Toronto Marriott Eaton Centre, will be bigger and better than everbefore! Entertainment by Aelita is an unforgettable experience. If you saw Aelita per-form at the CIETT 1998 Conference you are already aware of her talent, if not – then be

sure to book your dinner ticket now (avail-able from ACSESS National Office for $85/ticket or included as a part of full confer-ence registration).

If there was ever any doubt about thecommitment to professionalism within ourindustry, consider the number of CPC

graduates in the past four years.Congratulations to our most recent Graduates, who are shown below by centre:SHEENAGH BEADELL, CPC, Taylor Personnel Limited, VictoriaCHERYL NAKAMOTO, CPC, McNeill Nakamoto Recruitment Group, VancouverJOAN PAGE, CPC, Kelly Services, VancouverTERRY DAVEY, CPC, Bowen Staffing, CalgaryANN LAVER, CPC, bp Floater Staffing Inc., CalgaryBARBARA PREMDAS, CPC, bp Floater Staffing Inc., CalgaryLUCILLE BARTON, CPC, Staff Bureau Employment Services, EdmontonMARILYN CHORNEY, CPC, Executrade Consultants Ltd., EdmontonCONNIE DUGUID, CPC, Staff Bureau Employment Services, EdmontonRON EGAN, CPC, Executrade Consultants Ltd., EdmontonMICKIE ROESCH, CPC, Adecco, EdmontonSCOTT STOPPLER, CPC, Executrade Consultants Ltd., EdmontonJANINE HARGREAVES, CPC, The People Bank, WinnipegSANDRA ROONEY, CPC, The Burke Group, St. CatharinesCAROL PARNALL, CPC, Prime Management Group, CambridgeANGELA MCCARRON, CPC, The Little Group, BrantfordDUNCAN CORNTHWAITE, CPC, AncasterLYNN BEECHEY, CPC, Connors Lovell and Associates, BurlingtonROCCO BELLUSCI, CPC, The 500 Staffing Services Inc., MississaugaDONNA HAWKINS, CPC, Miller & Associates, MississaugaSTANLEY MANDARICH, CPC, Manpower, MississaugaKATHERINE CICCIARELLA, CPC, AOC – Accountants on Call, TorontoNICALA FARWELL, CPC, Pinstripe Personnel, TorontoGREG GEORGE, CPC, Pinstripe Personnel, TorontoSERGIO GRECO, CPC, TES – The Employment Solution, TorontoMARY JOHNSTON, CPC, TorontoMICHAEL MCGARRY, CPC, The Personnel Network Inc., TorontoKAREN MUGFORD, CPC, The People Bank, TorontoMARY LOU KELLY, CPC, Hunt Personnel/Temporarily Yours, WillowdaleCINDY LAROCQUE, CPC, The Pollack Group, OttawaRACHEL PROULX, CPC, C.L.A. Personnel, OttawaMAUDE BOIVIN, CPC, Les Services Kelly, MontréalKAREN CASTANHEIRO, CPC, Kelly Services, MontréalCAROLE ANNE WADE, CPC, Quantum Management Services Limited, MontréalMANON BOILEAU, CPC, Prospects Plus, Inc., KirklandVAUGHAN REID, CPC, Prospects Plus, Inc., KirklandMONIQUE VIGUÉ, CPC, Prospects Plus, Inc., KirklandGEORGINA DEWITT, CPC, Peapell & Associates/Supertemp, Halifax

CPC Graduates

1998 (ACSESS inaugural year) ...... 161999 ............................................. 292000 ............................................. 422001 ............................................. 38

10

11

Statistical Update fromSouth of the BoarderA MARCH 5 release by the American

Staffing Association (ASA) carried theheadline “Staffing Firms Create 100,000

New Jobs.” Results of the ASA FourthQuarter National Survey are summarizedbelow.

Staffing firms employed a record 3 mil-lion temporary employees on an averageday last year. This record was achieveddespite an economy-wide labour shortagethroughout the year and slower economicgrowth during the fourth quarter. The 3.01

million average daily employment in 2000

was a 4.2% increase over the 2.89 millionemployed in 1999.

Temporary help sales totalled $67.5 bil-lion in 2000, a 5.0% increase over 1999.During the fourth quarter, temporary helpsales totalled $17.0 billion.

Richard Wahlquist, ASA Executive Vice-

President (who will be presenting atACSESS Conference 2001) notes that “Staff-ing firms created 100,000 new jobs lastyear and more than a million during thepast six years.”

Other findings in the ASA fourth quar-ter survey included an increase in em-ployee turnover for temporary workers:418% in 2000, up from 405% in 1999. Theaverage length of time a temporary em-ployee worked with a staffing firm de-creased from 10.3 weeks in 1999 to 10.0

weeks in 2000.Richard Wahlquist has observed that in

the U.S. “an average of 7 out of 10 tempo-rary employees go on to permanent jobswithin a year; however, for a smaller butgrowing group of workers, staffing firmsare becoming their long-term employer ofchoice.”❏

Legislative NewsA SEPARATE Legislative Watch Bulletin

was released to all members in the firstweek of April. The following summarizesinformation contained in the Bulletin,copies of which are available on request(info@acsess.org).

On March 29, 2001, ACSESS met withthe Ontario Ministry of Labour, Em-ployment Standards Review ProjectTeam, as part of the Consultation onthe Regulations to the new Employ-ment Standards Act, 2000.

The new Act eliminates most of thepreviously existing conditions needed toqualify for paid public holidays, replacingthem with a formula for the calculation ofholiday pay that is a function of the em-ployee’s regular wages and vacation payin the 4 work weeks preceding the publicholiday, divided by 20.

ACSESS provided the Review Commit-tee with comprehensive data, derivedfrom public holiday worksheets preparedby our members. These statistical chartsdemonstrated the very significant cost im-plications the changes will have for indus-try members operating in Ontario. Thesubmission also presented three industryspecific options to overcome the negativeimpact of these changes. The options areshown below in point form (in order ofpreference):

1. An exemption from Part X of theEmployment Standards Act. for the staff-ing services industry; and reinstatementof the qualifying condition that theemployee be employed for 90 days.

2. Insert a qualifying period. Re-insert a 60-day, industry-specific qualify-ing period in the regulations to the Em-ployment Standards Act.

3. No Qualifying period, Progres-sive Earnings. As a third recommenda-tion, ACSESS proposes a modification ofthe existing formula for calculating an em-ployee’s public holiday pay.

The Ministry’s Review Committee willcontact ACSESS as soon as a decision hasbeen made. Most of the Act has yet to beproclaimed in force, but we expect theGovernment to do so at some point in2001. Only the pregnancy and parentalleave provisions came into effect on De-cember 31, 2000.

New Brunswick is raising the mini-mum wage for the second time in a lit-tle over a year. As of July 1, 2001, thewage will go up 15¢ an hour to $5.90. OnJanuary 1, 2000, the rate was boosted by25¢ an hour. The new minimum overtimerate for working beyond 44 hours a weekwill rise to $8.85 on July 1.

The minimum hourly wage for em-ployees in Quebec increased from$6.90 to $7.00 per hour on February 1,

2001. Employees who usually receive gra-tuities were previously paid a minimum of$6.15 per hour, and this rate increased to$6.25 per hour, effective February 1, 2001.

By November 21, 2001, every em-ployer in Quebec subject to the PayEquity Act will have to determine whetheradjustments in compensation are requiredin their organization or will have to com-plete a pay equity plan. ACSESS is workingwith our membership in the province aswell as the Commission de l’équité sala-riale, the agency responsible for the appli-cation of the Act, to assist in the develop-ment of a Pay Equity Plan. In addition, aseminar will be offered to ACSESS mem-

bers to help them to understand what isneeded to comply and how to meet theserequirements.

The first formal meeting of the On-tario Safety Group was held on March23 at the Brampton offices of The StaffingEdge. Thirty-six industry members attend-ed to hear presentations by Paul Casey,WSIB Safety Group Project Manager, Ad-rian David, Ontario Service and Safety Al-liance (OSSA), Lee McCue, Industrial Acci-dent Prevention Association (IAPA), andACSESS Manager of Public Affairs MaryMcIninch.

Presentations addressed how theSafety Group Program was implemented,the role of Safety Group Participants, andACSESS’ role and commitment as a SafetyGroup Sponsor. Safety Group memberswere also divided into four workgroupsfor mentoring purposes, and IAPA con-sultants have been assigned to eachgroup to monitor progress and provideassistance.

For details and a full report on this ex-citing initiative, please contact Mary Mc-Ininch at mmcininch@bbandc.com.❏

12

Use “Dollar & Cents” to Highlight StaffingSpecialist’s ValueBy Paul Dodd, President,He@d2Head.com Inc.IN TODAY’S MARKET, human resource

professionals must focus their limited re-sources and time on development and re-tention strategies. This opens the door forstaffing specialists to step in and fulfill thecritical role of finding talent that is pivotalto the success of the organization and itsbottom line.

Current market realities have recruitersat no loss for work. Staffing shortages andfierce competition for top candidates, aswell as enticing signing bonuses and ben-efits leave even the best companies com-peting for resources.

It is critical for staffing specialists to dis-tinguish themselves by offering value-added services to organizations. A startingpoint is to understand the company’s strat-egy and determine how the recruitmentfunction can support its business objec-tives – to ensure the firm’s success.

Recent talent wars have put staffingspecialists in the limelight and highlightedthe integral role they play in helping acompany meets its overall business strat-egy.

Beyond fulfilling this role, it’s impor-tant to justify the value-added functionof recruiting to senior management. Thisincreases a staffing specialist’s recogni-tion factor and raises understanding of

the industry.To achieve this, you need to demon-

strate the value of recruiting to the CEO inthe language they understand: dollars andcents.

Impacting the Bottom LineHere’s a three-step process to help you

quantify your contribution to the bottomline:

First, familiarize yourself with the Hu-man Capital Index, established by WatsonWyatt. This index correlates five areas ofhuman capital with a company’s share-holder value. The results show that re-cruitment ranks as the single most valu-able talent function, adding to a compa-ny’s real market value by as much as 10%.The data speaks volumes to a CEO’s con-stant mantra: what is the return on invest-ment?

Second, arm yourself with facts andtools to compare the cost of turnover tolong-term “fits.” A measure of a compa-ny’s success is its retention levels. Highturnover not only reduces employee mo-rale but also cuts into an organization’srevenues. On average, a lost worker cancost a company 150 per cent of the em-ployee’s base salary. Sales and manage-ment staff are even more expensive,averaging an attrition cost of 200 to 250%

of base salary. At the extreme end of this

scale are IT professionals, who can cost300% of their base salary.

The “Business Cost and Impact ofTurnover Spreadsheet,” created with thehelp of HR guru Dr. John Sullivan, can beused to calculate the actual costs of talentturnover. It takes into account 40 cost fac-tors involved in replacing resources –from initial advertising and recruitmentcosts to lost productivity and knowledge.After a specific scenario is entered, thespreadsheet’s formulas automatically cal-culate the dollar expense.

A single-user version of this specializedtool (in an MS Excel file format) is avail-able for $199 but a free trial version can bedownloaded from ourworld.compuserve.com/homepages/gately/welcomeg.htm.

Third, find a good hiring managementapplication and the statistics to show itworks. Compared to traditional hiringtechniques, using the Internet and an au-tomated system can cut the cost of findingnew employees by almost 90%, accordingto Cambria Consulting. Likewise, the mostrecent statistics from iLogos show that arecruiter can cut the time-to-hire by up to20 days just by using the Web to fulfill thefunction.

With these dollar and cents tactics andtools, a staffing specialist can clearly dem-onstrate the fiscal value of talent acquisi-tion as a mission critical function.❏

2001 • A Staffing OdysseyDATE: May 31 to June 2, 2001PLACE: Toronto Marriott Eaton CentrePROGRAM: OUTSTANDING!By early April, more than 100 registra-

tions had been received from as far afieldas Australia and Dallas, TX. The program,which is designed for senior managers,owners, regional managers and recruiters/consultants, features: top Canadian salestrainer, David Prentice; leading U.S. indus-try speakers Candy Bradford, Scott Wintripand Doug Beabout; and a special stand-alone seminar designed for industry rook-ies presented by Peter Leffkowitz. How to

make the most of Internet recruiting op-portunities and job boards will round outthis intensive and fun-filled annual event.

ACSESS extends special thanks to spon-sors who help us to enrich the program.As of May 3, these sponsors are CanadianHR Reporter, E.S. McLagan & Associ-ates, Mind Scope, ProHunt RecruitingSoftware, Strong Impressions, The To-ronto Sun and Thisco/www.ca4it.com.The generous support of these companiesis greatly appreciated.

For more information and to register, visitwww.acsess.org or call 1-888-232-4962.❏